最快开奖直播搅珠结果

E. Honorary Degrees and Awards

1.听听 The Board of Trustees delegated to each 最快开奖直播搅珠结果 President the authority to award and confer honorary degrees and Granite State Awards at their respective institution, BOT II.E.1. In the same policy the Board of Trustees directed the Administrative Board to adopt a policy governing the (a) granting of honorary degrees and awards, (b) appropriate coordination among the institutions, and (c) periodic reporting to the Board of Trustees.

2.听听 The Presidents shall award honorary degrees according to the following criteria:

2.1听听 Outstanding citizens of the state who bring honor, prestige, and recognition to the state.

2.2听听 Outstanding alumni of the University and Colleges, whether residing in the state, out of the state, or out of the country.

2.3听听 Outstanding living benefactors of the University and/or the Colleges, whether their contributions are in kind, service or otherwise. Consideration should be given to former members of the University and College family--trustees, faculty, and staff--in considering potential degree recipients in this category.

2.4听听 Individuals of national and/or international importance whose contributions have enhanced society as a whole or who have otherwise brought significant enrichment or benefit to particular groups.

2.5听听 Each Governor of the State of New Hampshire shall be awarded an honorary Doctor of Laws degree at some appropriate occasion during his or her first term in office.

3.听听 The Presidents shall make Granite State Awards to recognize leaders of business, industry, agriculture, trade associations, and labor organizations, teachers in high or preparatory schools, professional persons, and citizens whose achievements in their own particular spheres have been outstanding for contributions they have made to New Hampshire (i.e., persons of prominence in their own communities who do not easily fit the categories of those eligible for honorary degrees, but who merit commendation). Granite State Awards are also conferred upon agencies, corporations, and foundations when these have provided extraordinary services, or have otherwise proved of great benefit to the state.

4.听听 If there is substantial evidence of significant distinct additional merit or service, recipients of an Honorary Degree or a Granite State Award may be eligible for a second nomination. (The Secretary of the University System is responsible for maintaining an historical record of all conferrals of degrees and awards, copies of which are made available to the President's Office of each campus.)

5.听听 Members of the Board of Trustees and members of the faculty and staff of the University System institutions should not, during their term of service or employment, be eligible for conferral of honorary degrees, Granite State Awards, or the naming of facilities in their honor. Barring unusual and compelling circumstances, a reasonable interim (generally a period of not less than two years) should be allowed between retirement from service or employment and nomination of such individuals for this type of recognition.

6.听听 No honorary degree or award shall be approved or conferred for partisan political purposes and the Board shall diligently endeavor to avoid even the appearance of such purpose.

7.听听 Prior to conferring an honorary degree or Granite State Award, each President shall inform the other members of the Administrative Board of his or her intentions. The Chancellor shall maintain an inventory of all recipients of honorary degrees and Granite State Awards, including the date of the degree or award and the conferring institution.

H.听Tuition Waiver for Foster Children Program

1.听 听Description of Program. Tuition waivers are awarded to individuals who have been in state foster care, state guardianship or custody, in an out-of-home placement; or other circumstances as set forth herein, to reduce the cost of attendance at 最快开奖直播搅珠结果 institutions as described below.

2.听 听Definitions

2.1听 听鈥淭uition Waiver for Foster Children鈥� program refers to the provisions established in New Hampshire , Tuition Waiver for Children in State Foster Care or Guardianship or Guardianship After Being in State Foster Care.

2.2听 听鈥淪tate foster care鈥� refers to residence in a foster, relative, or group home or residential facility through an open abuse or neglect case after having been placed there by the court at the request of the New Hampshire Department of Health and Human Services (DHHS).

2.3听 听鈥溩羁炜敝辈ソ林榻峁� (最快开奖直播搅珠结果)鈥� refers to the state鈥檚 public four-year institutions of postsecondary education: Plymouth State University (PSU), Keene State College (KSC), and the University of New Hampshire (UNH).

2.4听 听鈥淓ligible program鈥� is a 最快开奖直播搅珠结果 academic program leading to the award of an undergraduate certificate, associate degree, or bachelor鈥檚 degree.

2.5听 听鈥淭uition waiver鈥� is a form of gift aid in the amount of the annual tuition and mandatory fees charged听at a 最快开奖直播搅珠结果 institution.

2.6听 听鈥淕ift aid鈥� is financial aid in the form of grants, scholarships, or other financial assistance that does not obligate service or monetary repayment.

2.7听 听鈥淐ost of attendance鈥� is defined by the听听and generally includes expenses for tuition, mandatory fees, room and board on- or off-campus, books, supplies, and other living expenses as calculated for financial aid packaging.

3.听 听Eligibility

3.1听 听An eligible applicant for a tuition waiver must meet the following criteria:

3.1.1听 听Under 26听years of age as of May 1 prior to the academic year for which aid is sought;

3.1.2听 听Certification of eligibility by the DHHS Division of Children, Youth and Families (DCYF) based on meeting at least one of the following criteria:

3.1.2.1听 听In state foster care for the immediate 6-month period prior to their听18th birthday;

3.1.2.2听 听In state guardianship or custody at the time of their 18th birthday;

3.1.2.3听 听In guardianship, after being in state foster care or guardianship, at the time of their 18th birthday;

3.1.2.4听 听In placement out-of-state, through the interstate compact for the placement of children, at the time of their 18th birthday;

3.1.2.5听 听Adopted while in state guardianship or adopted from the care, custody, and control of the DHHS following a surrender or termination of parental rights; or

3.1.2.6听 听In an out-of-home placement under the supervision of the Division for Juvenile Justice Services of the DHHS at the time of their听18th birthday.

3.1.3听 听New Hampshire resident for 12 consecutive months immediately preceding registration for the term for which the waiver is sought and meeting all other 最快开奖直播搅珠结果 requirements for establishing New Hampshire residency (domicile) as set forth in 最快开奖直播搅珠结果 Board of Trustees Policy BOT IV.E.6.1, unless听the eligible applicant was in placement out-of-state through the interstate compact for the placement of children at the time of their 18th birthday;

3.1.4听 听Completed the FAFSA (Free Application for Federal Student Aid), met the specified filing deadline of each respective public institution to which they have applied, and be eligible to receive Title IV federal financial aid at the institution; and

3.1.5听 听Accepted as a full- or part-time student in an eligible undergraduate program at a 最快开奖直播搅珠结果 institution as defined above.

4.听 听Application

4.1听 听Each applicant for a tuition waiver must complete the Tuition Waiver for Foster Children application form (and signature page) and submit it to DCYF by May 1 prior to the academic year for which aid is sought.

4.2听 听Upon satisfactory completion of the application and upon satisfaction of waiver eligibility requirements, DCYF will certify that the applicant meets program eligibility requirements.

4.3听 听Tuition waiver applicants have the option to delay payment of their housing deposit until final waiver awards have been determined.

5.听 听Award of Tuition Waiver

5.1听 听A maximum of 35听tuition waivers will be awarded by the 最快开奖直播搅珠结果 for each academic year. University System tuition waivers are awarded to the recipient for a full academic year and may not be transferred to other individuals during the year.

5.2听 听Tuition waiver awardee designations will be determined by DCYF based on eligible applicants鈥� financial need.

5.3听 听Preference will be given to applicants most likely to remain enrolled for the full academic year.

5.4听 听Applicants previously awarded a tuition waiver for the preceding academic year and those who left DCYF placement on or after their 18th birthday will be given priority for awards.

5.5听 听Changes to award criteria may be implemented by 最快开奖直播搅珠结果 in consultation with DCYF and in compliance with state law.

6.听 听Payment of Tuition Waiver

6.1听 听The tuition waiver will be awarded by the 最快开奖直播搅珠结果 institution at which the recipient is enrolled and will be applied directly to the student鈥檚 financial account before other financial aid, including grants, scholarships, and loans, is applied.

6.2听 听The tuition waiver, in combination with all other forms of gift aid, may not exceed the cost of attendance at the student鈥檚 institution.

6.3听 听No more than 30 credit hours of tuition may be waived per academic year.

6.4听 听Waiver does not apply to supplemental winter or summer coursework at a 最快开奖直播搅珠结果 institution.

7.听 听Renewal of Tuition Waiver

7.1听 听The tuition waiver will not be renewed automatically. A new application must be completed for each year that a foster child requests to be considered for a tuition waiver. The completed application form (and signature page) must be submitted to DCYF by May 1 prior to the academic year for which aid is sought.

7.2听 听In addition to meeting the eligibility requirements identified above, individuals seeking to renew a tuition waiver must have, in the preceding academic year,听demonstrated satisfactory academic progress as defined by the institution.

7.3听 听An eligible waiver recipient at 最快开奖直播搅珠结果 may receive up to six annual tuition waivers commensurate with 150% of the normal length of time required for completion of the certificate or degree being sought, e.g., up to three years for associate degree; six years for bachelor鈥檚.

8.听 听Annual Report

8.1听 听As directed by statute, DCYF annually will submit a report detailing the status of the program to the Health and Human Services Oversight Committee of the New Hampshire State Senate and the Children and Family Law Committee of the New Hampshire House of Representatives, or their successor committee(s). DCYF annually will provide 最快开奖直播搅珠结果 with a copy of the report.

8.2听 听To inform the required reporting, 最快开奖直播搅珠结果 annually will provide DCYF with information pertaining to waiver recipient enrollment status or degree completion, as authorized on the waiver application form by the recipient or the recipient鈥檚 parent or legal guardian (if the recipient is not 18 years of age or older).听

I. Tuition Waiver for Children of Disabled New Hampshire Veterans Program

1.听Description of Program. Tuition waivers are awarded to children of totally and permanently disabled New Hampshire Veterans to reduce the cost of attendance at 最快开奖直播搅珠结果 institutions as described below.

2. Definitions

2.1 鈥淭uition Waiver for Children of Disabled New Hampshire Veterans鈥� program refers to the provisions established in New Hampshire , effective July 1, 2021.

2.2 鈥淭otally and permanently disabled New Hampshire veteran鈥� is a separated service member who:

2.2.1 was discharged from the Armed Services and with a rating of other than dishonorable as determined by service member鈥檚 DD-214, and;

2.2.2 is totally and permanently disabled from such service-connected disability as determined by the U.S. Department of Veterans Affairs on the service member鈥檚 Summary of Benefits Letter or through other appropriate documentation, and;

2.2.3 was domiciled in New Hampshire at the time they entered military service or when they received their 100% disability determination, and;

2.2.4 is currently a resident of New Hampshire [effective June 17, 2022 - OR was a resident of New Hampshire at the time of their death].

2.3 鈥淐hild鈥� or 鈥淪tudent鈥� refers to a biological, adopted, or stepchild from marriage of a totally and permanently disabled New Hampshire veteran who meets the university system's residency requirements and is under the age of 27. In the case of a stepchild, the parents must be married at the time of application and remain so during the entire time of eligibility.

2.4 鈥溩羁炜敝辈ソ林榻峁� (最快开奖直播搅珠结果)鈥� refers to the state鈥檚 public four-year institutions of postsecondary education: Granite State College (GSC), Plymouth State University (PSU), Keene State College (KSC), and the University of New Hampshire (UNH).

2.5 鈥淓ligible program鈥� is a 最快开奖直播搅珠结果 academic program leading to the award of an undergraduate certificate, associate degree, or first bachelor鈥檚 degree that is approved to receive Title IV federal financial aid.

2.6 鈥淭uition waiver鈥� is a form of gift aid that represents the difference between all other gift aid and the tuition charged to a New Hampshire resident enrolled at a 最快开奖直播搅珠结果 institution in an eligible program.

2.7 鈥淕ift aid鈥� is financial aid in the form of grants, scholarships, or other financial assistance that does not obligate service or monetary repayment. This definition shall not include Chapter 35 benefits.

2.8听鈥淭erm鈥� shall mean the date as published in the institution鈥檚 academic calendar.

3. Eligibility

3.1 An eligible applicant for a tuition waiver must meet the following criteria:

3.1.1 Be a child of a totally and permanently disabled New Hampshire veteran; and

3.1.2 Be under the age of 27 on the first day of term during which the child intends to use the waiver; and

3.1.3 Meet the requirements establishing New Hampshire residency (domicile) as set forth in 最快开奖直播搅珠结果 Board of Trustees Policy BOT IV.E.6.1; and

3.1.4 Have completed the Free Application for Federal Student Aid (FAFSA) and be eligible to receive Title IV federal financial aid at the institution; and

3.1.5 Have exhausted all available Ch. 33 Post 9/11 GI Bill听education听benefits and other federally funded military tuition assistance; and

3.1.6 Have utilized available federal aid and taken reasonable steps to apply for other gift aid as suggested by the financial aid office of their respective institution; and

3.1.7听Met the specified application deadline of each respective public institution to which they have applied.

3.2 Tuition waivers will听be applied in the semester they are received and going forward. Tuition waivers will not be applied retroactively to previously completed semesters.

3.3 The tuition waiver applies only to eligible programs as defined above.

3.4 Tuition waivers may not be transferred to other individuals.

3.5 Changes to award eligibility may be implemented by 最快开奖直播搅珠结果 in compliance with state law.

4. Application

4.1 Each applicant for a tuition waiver must initially complete the Tuition Waiver for Children of Disabled New Hampshire Veterans application form and signature section.

4.2 Upon satisfactory completion of the application and upon satisfaction of waiver eligibility requirements, the UNH Military and Veteran Services Office will certify that the applicant meets program eligibility requirements and forward that determination to the 最快开奖直播搅珠结果 institutions the student has expressed interest in attending.

5. Award and Payment of Tuition Waiver

5.1 The tuition waiver will be awarded by the 最快开奖直播搅珠结果 institution at which the recipient is enrolled and will be applied directly to the student's financial account after all other gift aid is applied.

5.2 The tuition waiver, in combination with all other forms of gift aid, may not exceed the tuition charged to a New Hampshire resident enrolled at a 最快开奖直播搅珠结果 institution in an eligible program.

6. Renewal of Tuition Waiver

6.1听Individuals seeking to renew a tuition waiver must have, in the preceding academic year,听 demonstrated satisfactory academic progress as defined by the institution.

6.2听An eligible waiver recipient at 最快开奖直播搅珠结果 may receive up to six annual tuition waivers commensurate with 150% of the normal length of time required for completion of the certificate or degree being sought.

7. Annual Report

7.1 Each summer, the 最快开奖直播搅珠结果 institutions shall report to the 最快开奖直播搅珠结果 Administrative Board the number of waivers requested, number of waivers approved, and the total tuition waived during the prior academic year. The report may include suggested changes to the administration of the program.

1.听听 The Board of Trustees delegated to each 最快开奖直播搅珠结果 President the authority to enter into municipal services agreements on behalf of their respective institution, BOT III.D.4. In the same policy the Board of Trustees directed the Administrative Board to adopt a policy to ensure the municipal services agreements are not detrimental to the interests of any of the component institutions or 最快开奖直播搅珠结果 as a whole, provided the policy shall only require the Presidents to inform each other of the terms and conditions of their institution's municipal service agreements.

2.听听 Prior to entering into a municipal services agreement a President shall inform the other members of the terms and conditions of the proposed agreement. A President also shall consider the effects of the proposed agreement on the other 最快开奖直播搅珠结果 institutions and 最快开奖直播搅珠结果 as a whole and take such measures as may be practical to mitigate any detrimental effects.

L. Conflicts of Interest 鈥� Executive Officers

1.听听 Scope. The following statement of policy applies to all Executive Officers of the University听
System听of New Hampshire who are not also members of the Board of Trustees.

2.听听 Fiduciary Responsibilities

2.1听听 Executive Officers of 最快开奖直播搅珠结果 serve the public trust and have a clear obligation to fulfill their responsibilities in a manner consistent with this fact. All decisions of Executive Officers are to be made solely on the basis of a desire to promote the best interests of 最快开奖直播搅珠结果 and the public good. 最快开奖直播搅珠结果's integrity must be protected and advanced at all times.

2.1.1听听 Men and women of substance inevitably are involved in the affairs of other institutions and organizations. An effective administration cannot consist of individuals entirely free from at least perceived conflicts of interest. Although most potential conflicts are and will be deemed to be inconsequential, it is everyone's responsibility to ensure that the Board of Trustees is made aware of situations that involve personal, familial, or business relationships that could be troublesome for 最快开奖直播搅珠结果. Thus, the Board of Trustees requires each Executive Officer听annually (1) to review this policy; (2) to disclose any possible personal, familial, or business relationships that reasonably could give rise to a conflict involving 最快开奖直播搅珠结果; and (3) to听acknowledge by his or听her signature that he or she is in accordance with the letter and spirit of听this policy.

3.听听 Disclosure

3.1听听 All Executive Officers听are requested to list on this form only those substantive relationships that he or she maintains (or members of their family maintain) with organizations that do business with 最快开奖直播搅珠结果 or otherwise could be construed to potentially affect his or her independent, unbiased judgment in light of his or her decision-making authority or responsibility. In the event an Executive Officer is uncertain as to the appropriateness of listing a particular relationship, the Chairman of the Board of Trustees and/or the Chancellor should be consulted. They, in turn, may consult with legal counsel, the Executive Committee, or the Board of Trustees in executive session. Such information, including information provided on this form, shall be held in confidence, except when, after consultation with the Executive Officer, 最快开奖直播搅珠结果's best interests would be served by disclosure.

3.2听听 The following definitions are provided to help each Executive Officer decide whether a relationship should be listed on this form:

3.2.1听听 Business Relationship: One in which an Executive Officer, or a member of his or her family, as defined below, serves as an officer, director, employee, partner, trustee, or controlling stockholder of an organization that does substantial business with 最快开奖直播搅珠结果 or any of its institutions.

3.2.2听听 Family Member: A spouse, parent, sibling, child, or any other relative if the latter resides in the same household as the Executive Officer.

3.2.3听听 Substantial Benefit: When an Executive Officer or a member of her/his听family (1) are the actual or beneficial owner of more than 5 percent of the voting stock or controlling interest of an organization that does substantial business with 最快开奖直播搅珠结果, or (2) have other direct or indirect dealings with such an听organization from which an Executive Officer or a member of her/his family benefits directly, indirectly or听potentially from cash or property receipts totaling $10,000 or more annually.

4.听听 Restraint on Participation

4.1听听 Executive Officers who have declared or been found to have a conflict of interest shall refrain from participating in consideration of proposed transactions, unless for special reasons the Administration requests information or interpretation. Persons with conflicts shall not vote, participate in discussion, nor be present at the time of vote.

B. Operating Budgets

1.听听 Internal Chancellor Policies for Use of Reserves and Income Over Budget

1.1听听 Authority. Consistent with Board of Trustees Policy BOT IV (Financial Policies, and in particular BOT IV.B.3 - General Policy Concerning Budget Adjustments), the Chancellor will establish the following internal guidelines for delegation of his authority to each respective President for the following use of his/her Unrestricted Education and General (or General Operating Budget) funds:

1.2听听 Reserves:

1.2.1听听 Each President may draw upon the respective institutional Reserves (unappropriated fund balance, and for the purposes of this policy section balances will exclude the cost of post-retirement medical benefits) for an amount up to one-half of one percent (.5%) of the prior year's actual GOB expenditures and transfers (including financial aid), provided that withdrawal will not reduce the remaining balance to an amount less than three (3) percent of the prior year's actual GOB expenditures and transfers.

1.2.2听听 In the event a 最快开奖直播搅珠结果 institution's Reserve balance is less than 3%, upon approval of an institutional plan to achieve the 3% level, the President annually will be granted the above authorization to draw down the respective Reserve balance to a level specified by the Chancellor lower than the 3% floor.

1.2.3听听 Use of Reserves for amounts above the delegation to the President and below levels requiring Financial Affairs Committee approval (generally between .5% and 1.0% of GOB) will be approved on a case-by-case basis by the Chancellor.

1.3听听 Tuition Income Over Budget:

1.3.1听听 Each President may recognize and use gross matriculated student tuition income from the regular sessions (Fall and Spring semesters for residential campuses) equal to one hundred one (101) percent of the approved annual matriculated student tuition budget.

1.3.2听听 Use of tuition income over budget for amounts above the delegation to the President and below levels requiring Financial Affairs Committee approval (generally between 1.0% and 2.0% of tuition budget) will be approved on a case-by-case basis by the Chancellor.

1.4听听 Miscellaneous Income Over Budget:

1.4.1听听 Each President may recognize and use miscellaneous income from all other sources, including the recovery of indirect costs and continuing education tuition income, equal to one hundred five (105) percent of the approved annual budget for these purposes. The Chancellor is delegating full authority within this area, as Trustee approval is required for any amounts greater than 5% of miscellaneous income over budget.

F. Refunds for Students Involuntarily Called to Active Duty

Students with an active reserve status who are involuntarily called to military duty during the course of an academic semester or session shall be entitled to:

1.听听 Either (a) full refund of tuition payments, or (b) credit for tuition payments that shall be redeemable for a like number of credits or a full semester's academic load if the student re-enrolls within three calendar years from the date of withdrawal; and

2.听听 Full refund of any registration and course fees paid for the semester or session during which the student is called to active duty; and

3.听听 Pro rated refund of room, board, and all other student fees and charges including any educational technology assessment.

4.听听 Not withstanding subsection 3, above, full refund听of room and board payments will be made to students called to active duty during the conflict known as "Operation Enduring Freedom."

G. Investment Management

1.听听 Quasi-endowments (also known as Funds Functioning as Endowments)

1.1听听 University System authority:

1.1.1听听 The Board of Trustees policy (BOT IV.G.3.2.1) delegates to its Financial Affairs Committee responsibility and authority for final approval of all interfund transfers, including transfers of current, loan and plant funds to establish or add to quasi-endowment funds.

1.1.2听听 The Financial Affairs Committee delegates to the Chancellor responsibility and authority for approval of transfers to quasi-endowments in amounts of $100,000 or less. It is the intent of this policy to aggregate like transactions when determining the applicable approval procedure.

1.2听听 Procedure to Establish or add to Quasi-endowment Funds

1.2.1听听 The President of the institution will request in writing from the Chancellor approval to establish or add to a quasi-endowment. The request should include the original source of funds, any externally imposed restrictions, the amount, and a brief description of the reason for the request.

1.2.2听听 If the amount if over $100,000, the Chancellor may consider the request for inclusion on the next agenda of the Financial Affairs Committee. If the request is $100,000 or less, the Chancellor may authorize the transfer of funds immediately. The 最快开奖直播搅珠结果 Controller's Office is responsible for properly recording the transfer in the official books and records of 最快开奖直播搅珠结果. The 最快开奖直播搅珠结果 Treasurer's Office is responsible for moving the investments to the CIP.

1.2.3听听 Ordinarily the Chancellor will not authorize the establishment of a quasi-endowment of less than $25,000 unless there is a plan to build the fund to at least $25,000 through future transfers or a commitment to reinvest the annual earnings in the fund until it reaches a $25,000 balance. The Chancellor may also establish a quasi-endowment for amounts less than $25,000 if there is a significant institutional purpose; for example, to honor a recently deceased faculty or staff member.

1.2.4听听 The Chancellor may approve the reinvestment of quasi-endowment earnings even if the balance in the fund exceeds $25,000 and delegates the authority for this decision to the 最快开奖直播搅珠结果 Treasurer.

1.3听听 Revocation of Quasi-endowment Funds

1.3.1听听 Because a quasi-endowment results from an internal designation as opposed to a legally听binding external requirement, a quasi-endowment may be revoked in the future. A听
revocation of a quasi-endowment of any amount requires the vote of the Financial Affairs Committee.

2.听听 Acquisition, Management and Sale of Equity in Start-up Companies

2.1听听 The Board of Trustees has authorized 最快开奖直播搅珠结果 and the component institutions to acquire equity in start-up companies in exchange for the transfer of technology and other intellectual property (BOT IV.G.2.1). At the same time, the board directed the Chancellor to establish such System-wide policies as may be necessary to ensure the prudent exercise of such authority (BOT IV.G.2.2). The Board also directed the Presidents to establish such institutional policies as may be necessary to ensure the prudent exercise of such authority (BOT IV.G.2.3).

2.2听听 This policy establishes the conditions, under which a 最快开奖直播搅珠结果 institution is authorized to acquire, manage and sell such equity interests.

2.3听听 Before acquiring an equity interest under the circumstances stated above, the institution shall have adopted an institutional level policy which, at a minimum, addresses the following issues:

• By whom the decision to acquire an equity interest is made
• Conflicts of interest
• By whom the decision to divest is made
• On what basis the decision to divest is made
• Distribution of the proceeds of divestiture
• Who is authorized to sign related documents, provided, however, the authorized signatory shall be the president or a vice president of the institution (see also USY IV.G.2.5)

2.4听听 In addition, the institutions shall observe the following limitations:

• Equity shall be taken only in licensing transactions where sufficient cash compensation is not available
• The institution's equity position shall reasonably reflect the relationship between the value of the licensed intellectual property and the total value of the company provided that in no case shall the institution's equity position be greater than 80% of the outstanding shares
• In deciding whether to hold one or more memberships on the company's Board of Directors an institution shall consider, among other factors, the reasonableness of holding such memberships in light of the extent of the institution's equity position
• Other than by the acceptance of an equity position under the terms of this policy, an institution shall not invest in the formation or any later round of private financing of the company, provided, however, that nothing herein shall be construed to prevent an institution from paying the reasonable costs of incorporation
• Equity acquired pursuant to this policy shall be held by the 最快开奖直播搅珠结果 Treasurer
• Equity acquired pursuant to this policy shall be sold in an orderly fashion as soon as it is possible to sell it in the public market, in most cases after an initial public offering and the expiration of any "lockout" period, provided, however, that nothing herein shall be construed to prevent an institution from agreeing to a reasonable call option that may be exercised before the equity shares are publicly traded

2.5听听 The 最快开奖直播搅珠结果 Treasurer hereby delegates to the institutional officer designated in institutional policy the authority to sign all documents related to the acquisition, management, and sale of equity acquired under this policy, with the exception of those documents requiring the signature of the holder of the equity (which shall be the 最快开奖直播搅珠结果 Treasurer).

2.6听听 On or before September 1 of each year, the President of any institution holding an equity interest in a start-up company at any time during the previous fiscal year shall report those holdings to the 最快开奖直播搅珠结果 Treasurer, including, at a minimum, the date acquired, number of shares, book value, and name of the company.

2.7听听 On or before November 1 of each year, the 最快开奖直播搅珠结果 Treasurer shall report to the Finance committee on Investments the information collected pursuant to the previous section.

H. Investment Guidelines

1.听听听This statement should be read in conjunction with the BOT Investment Policy (BOT IV.H) and is subject to periodic review and modification by the Investment and Capital Planning Committee. State law RSA 292-B, also known as听the Uniform Prudent Management of Institutional Funds Act ("UPMIFA"), forms the conceptual framework for听最快开奖直播搅珠结果 investment policies, guidelines and procedures for both endowment and non-endowment funds.

2.听听听General Guidelines

2.1听听听Cash Collection and Concentration. The Treasurer will ensure that cash will be collected throughout 最快开奖直播搅珠结果 and concentrated into central demand deposit account(s) as quickly as practical to assure effective custodianship of assets and to enable productive use of cash to pay expenses and/or to maximize investment opportunities.

2.2听听听Cash flow Projections. The Treasurer will forecast working capital needs on a rolling basis by reviewing actual cash flows for the past 24 months and forecasting projected cash flows for the next 24 months, taking into account all available information and assumptions regarding trends, capital projects, debt self-liquidity commitments, anticipated internal borrowing, anticipated uses of reserves, and similar sources and uses of cash.听Additional cash forecast details should be communicated, if applicable, between the Treasurer and the Investment Advisor/OCIO as agreed upon to ensure liquidity needs are met.

2.3听听听Liquidity Needs. The Treasurer,听in conjunction with the听 Investment Advisor/OCIO if applicable,听will maintain adequate liquidity to meet expenses when due and will manage the maturity of investments to maximize investment opportunities consistent with forecasted working capital requirements described in 2.2 above. The probability of various extraordinary liquidity needs (e.g. capital calls on alternative investments in the endowment fund) will be considered through stress tests so that reasonable risks are factored into liquidity forecasts.

2.4听听听Due Diligence 鈥� Combined Endowment Pool. The听Investment and Capital Planning Committee听("Committee") will perform due diligence in the selection and monitoring of the endowment investment advisor, investment managers and investment vehicles. If the Committee selects an advisor to serve in an Outsourced Chief Investment Officer (OCIO) capacity, primary due diligence responsibilities will be performed by the OCIO with monitoring and periodic oversight performed by the Treasurer鈥檚 Office and the Committee.听The investment advisor meets with the Committee several times each year. Major investment managers will meet with听the designated OCIO as needed and on a periodic or as-needed basis; and, in a non-OCIO model, meet with听members of the Treasurer鈥檚 Office and/or the Committee on a听periodic or as-needed basis.

Due Diligence 鈥� Other Than The Combined Endowment Pool. The Treasurer's Office will perform due diligence in the selection and monitoring of the investment advisor/OCIO, if applicable. The Treasurer's Office, or the Investment Advisor/OCIO,听if applicable, will perform due diligence in the selection and monitoring of investment managers and investment vehicles.听

2.5听 听Investment Brokers. If applicable, agreements with all brokers, if applicable,听defining scope of services and responsibilities will be updated annually and kept on file. Brokers will be asked annually to (a) sign a statement that they have received and reviewed the 最快开奖直播搅珠结果 investment policy and guidelines, and (b) provide a copy of their firm鈥檚 audited financial statements and insurance certificate.

2.6听 听Reporting and Monitoring. Detailed reports and analyses of the most recent investment results of the Combined Endowment Pool are presented to the Committee by the investment advisors on a quarterly basis, and summary reports are provided to the Treasurer on a monthly basis. Quarterly detailed reports are reconciled by 最快开奖直播搅珠结果 Controller's Office staff. Monthly monitoring and reconciliation of investment account statements and analytical reports by the manager is conducted by 最快开奖直播搅珠结果 staff.

Downgrades of Investments Below Minimum Ratings. If any security or other investment that requires a minimum rating is downgraded below that minimum after purchase, it will no longer be considered a "permitted investment." Prudent measures shall be taken to liquidate the investment in an orderly fashion to reduce loss of principal.

2.7听 听Implementation of Committee Actions. For investment transactions approved by the Committee, the听resolution of any significant post-approval implementation details will be delegated to the Treasurer and听the Committee Chair.

2.8听 听Operating under an OCIO model, authority is granted to the Chair of the Investment and Capital Planning Committee and the 最快开奖直播搅珠结果 Treasurer to authorize a change in the existing strategic asset allocation ranges as outlined in section 3.4.3.3听in an amount up to $10 million between meetings if circumstances in their judgement warrant immediate action.听If not operating under an OCIO model and using a traditional advisory听model, authority is granted to the Chair of the Investment and Capital Planning Committee and the 最快开奖直播搅珠结果 Treasurer, in consultation with the Investment Advisor, to make changes in the existing portfolio investments in an amount up to $10 million between meetings if circumstances in their judgment warrant immediate action.听Any action taken is to be communicated concurrently to the other members of the Investment and Capital Planning Committee.

3.听听听Categories of Pooled Investments

3.1听听听Cash and Daily Liquidity Investments

3.1.1听 听Investment objectives in order of importance. (1) safety of principal, (2) same day liquidity, and (3) consistent with the first two objectives, less regard for rate of return.

3.1.2听听听Permitted investments. Investments with daily liquidity听will be maintained in AAA-rated money market funds complying with SEC Rule 2A-7 (setting strict standards for quality, diversification, and maturity) with the largest national fund managers. Other permitted investments with same-day or next-day liquidity include US Treasury Bills; securities of US Government-backed or guaranteed Agencies and Government Sponsored Enterprises (including but not limited to Federal Home Loan Bank, Federal National Mortgage Association, Government National Mortgage Association) securities with maturities of 3 years or less; overnight repurchase agreements with appropriate collateralization (Treasuries @ 102% or Agencies @ 103%) or other means of mitigating custodial credit risk; and bank deposits.

3.2听听听Near-term Operating & Capital Obligation Investments

3.2.1听听听Purposes. To meet the anticipated near-term operating and capital cash obligations of 最快开奖直播搅珠结果 for (including funds needed for anticipated plant construction commitments, etc.) up to approximately 12-18 months, and to provide a liquid source of funds in the event the Cash and Daily Liquidity Investments are insufficient to meet 最快开奖直播搅珠结果's cash needs.听For the combined sections 3.1 and 3.2, 最快开奖直播搅珠结果 will target at total of approximately 60 days cash and short-term investments on hand.

3.2.2听听听Investment objectives in order of importance. (1) reasonable safety of principal, (2) same day to 30 day liquidity, and (3) consistent with the first two objectives, an above-market rate of return, mostly in the form of dividends and interest income.

3.2.3听听听Permitted investments. These balances may be maintained in securities permitted in the Daily Liquidity Investments听as well as the following: securities of US Government-backed or guaranteed Agencies and Government Sponsored Enterprises (including but not limited to Federal Home Loan Bank, Federal National Mortgage Association, Government National Mortgage Association) securities with maturities of greater than 3 years; high quality bond mutual funds with the largest national fund managers and with up to an average of 3 years duration for the portfolio; high quality domestic fixed income securities and other fixed or floating rate securities of domestic corporations or municipalities with long-term investment ratings by Standard & Poor's and Moody's of AA/Aa or better and maturities of up to 365 days; commercial paper and other securities of domestic corporations or municipalities with investment ratings by Standard & Poor's and Moody's of A1/P1; negotiable certificates of deposit, bankers' acceptances, commercial paper and other floating or fixed rate notes or instruments issued by banks with a similar high rating by an independent rating service, FDIC or FSLIC Insurance, and a demonstrated record of profitability; and similar securities that can be readily converted to liquid cash with a minimal fluctuation of principal value that are domestic, dollar-denominated, non-leveraged, non-derivative, marketable securities registered with the Security and Exchange Commission.

3.2.4听 听Use of Reserves. The use of reserves impacts the amount of available Operating and Capital听funds and therefore requires careful evaluation and planning. Unbudgeted use of reserves as defined in BOT IV.B.2.6 must be approved in advance by the Financial Affairs Committee. Planned use of reserves on any campus greater than $1 million must be communicated as far in advance as possible with the Treasurer's Office to aid in preparing accurate cash flow and fund balance projections.

3.3听听听Excess Cash, Daily Liquidity Investments and Near-Term Operating & Capital Investments

3.3.1听听听Purpose. To optimize earned income on long-term funds which will be expended by 最快开奖直播搅珠结果 only in the event of severe financial emergency or unusual capital and/or operating needs.

3.3.2听听听Investment objectives in order of importance. (1) an above-market total rate of return averaged over a number of years, and (2) consistent with the first objective, a measured tolerance for risk and adequate liquidity.

3.3.3听听听Permitted investments. These balances will generally be maintained in diversified fixed income securities with maturities of over 365 days and equity or bond mutual funds with intermediate to long durations. Alternatively, these funds may be invested alongside the endowment in the Combined Endowment Pool (below), or with appropriate Chancellor or Financial Affairs Committee approval, may be added to the CEP as a quasi-endowment (see BOT IV.G.3), with or without adoption of the standard spending formula.

3.3.4听听听Allocation of available Excess Cash & Daily Liquidity Investments funds. Amounts above the minimum specified in section H.3.3.1 may be moved to Near-Term Operating & Capital Investments听at the discretion of the Treasurer, or directed on an annual basis to the Long Term Treasury Investments quasi-endowment fund in the Combined Endowment Pool at the recommendation of the Investment and Capital Planning Committee and the approval of the Financial Affairs Committee.

3.4听听听Combined Endowment Pool ("CEP")

3.4.1听听听Purpose. To maximize total returns over a very long time horizon and to support intergenerational equity by employing spending levels which will maintain market value in real terms (i.e., adjusted for expected inflation in the cost of the supported programs and services) in perpetuity, balancing current and future needs specified by the individual endowment fund. Individual endowments purchase units in the CEP monthly based on the current market value per unit.

3.4.2听听听Investment objectives in order of importance. (1), an above-market rate of total return using a five year planning horizon and (2) consistent with the first objective, a measured tolerance for risk and adequate liquidity.

3.4.3听听听Permitted investments. These balances will generally be maintained in equities, fixed income, and alternative investments with varying maturities.

3.4.3.1听听听Asset allocation. Target asset allocations are designed to provide broad diversification of asset categories and investment styles with the objective of minimizing downside risk while capturing upside returns. Expected returns and risks are modeled on a periodic basis by the investment advisor to determine an appropriate target asset allocation given the Committee's risk/return objectives. The Committee will review the actual and target allocations at least annually and affirm or revise specific allocation targets.

3.4.3.2听听听Liquidity. Increased investment returns often come at the price of illiquidity. Liquidity allocation parameters therefore seek to permit potentially higher yielding illiquid investments while managing certain key risks: diminished marketability of endowment assets, reduced transparency of fund manager decisions, and delayed release of investment performance and valuation information. The target allocation for illiquid investments is 20%, with a maximum limit of 25%.

3.4.3.3听听听Strategic asset allocation targets. The following table reflects the current allocation targets.

3.4.3.4听听听Targets for alternative assets. It is understood that because some of the targeted allocations include alternative investments the actual investment allocation may not precisely align with the respective target allocation. Private equity and venture capital investments in particular often have long lead times to completely fulfill committed capital draws, and can make capital distributions which contribute to imprecise target allocations. Allocation ranges, as specified in H.3.4.3.3 above, allow for such timing and valuation variations.

3.4.3.5听听听Valuation of alternative assets. Every attempt will be made to obtain timely and accurate valuations each month/quarter from alternative asset managers. Where estimated valuation reports are not received within 30 days of period end, the 最快开奖直播搅珠结果 Controller's Office, in conjunction with the investment advisors, will roll forward the previous period鈥檚 amounts by reflecting any additional investments, capital calls, return of capital, etc., and will contact the manager to obtain oral or other evidence of the appropriate value. Stated valuations for the major funds or funds-of-funds will be tested for reasonableness by conferring with the fund manager and/or investment advisor to review significant events or economic conditions which may have had a material effect on the fund value. With the assistance, as needed, of the investment advisor, the 最快开奖直播搅珠结果 Controller's Office is responsible for understanding the valuation methods and accounting principles used by each major fund and for assigning its best, objective estimate of valuations in the year end audited 最快开奖直播搅珠结果 financial statements.

3.4.3.6听听听Allocation Ranges and Rebalancing. Depending on the asset type, actual allocations typically are allowed to vary within a stated range, as specified in H.3.4.3.3 above. This is acceptable for tactical over or under-weighting, for changes in market values of various components over time, and to allow for the investment and valuation idiosyncrasies of certain alternative investments as discussed in H.3.4.3.5 above. The advisor is responsible for rebalancing on a periodic basis to maintain actual asset allocations within acceptable ranges of the strategic targets approved by the Investment and Capital Planning Committee.

3.4.3.7听听听Treasurer's management responsibilities. With respect to newly received gifts and other funds for endowment and non-endowment purposes as well as for cash holdings above the approved target, the Treasurer will cause all such funds to be invested in an orderly and timely fashion according to approved asset allocation targets and existing investment vehicles, giving due consideration to liquidity needs for payout distribution.

3.4.4听听听Standard spending formula. Changes to the standard spending formula is recommended by the听Investment and Capital Planning Committee听and approved by the Financial Affairs Committee.

3.4.4.1听听听Objectives. The standard spending formula will be established such that the endowment funds can continue to pay out annual amounts in perpetuity, without a reduction in purchasing power. For example, if an endowment fund provides for one in-state tuition scholarship today it will be expected to provide for one in-state tuition scholarship 25 years from now. This contemplates increased tuition costs at levels which have historically increased slightly higher than the consumer price index. This increased level of future costs could be assumed to be 2% above the historical average CPI in recent years of 2.5%. In other words, 最快开奖直播搅珠结果 may target 4.5% growth in the invested balance of an individual endowment fund over a very long time horizon. Other objectives of the standard spending formula include (a) predictable and dependable annual payout amounts to support ongoing programs and services; (b) timely annual payout data to enable departments to incorporate estimated payouts in annual budget development; and (c) to the extent possible, maintenance of similar payout policies with the UNH Foundation.

3.4.4.2听听听最快开奖直播搅珠结果 institutional variances. The standard spending formula, both for purpose and for an administrative fee as provided under guidelines by the state Attorney General, may vary by 最快开奖直播搅珠结果 institution.

3.4.4.3听 听Payout for purpose. To avoid a rebuttable presumption of imprudence per UPMIFA, RSA 292-B:4 VI, the standard spending formula for purposes specified by donors (restricted funds) will be calculated using the 12-quarter moving average of the endowment fund鈥檚 market value per unit for the period ending the preceding December 31 and consider the objectives outlined in 3.4.4.1.

3.4.4.4听 听Payout for administration. Per State of NH Attorney General guidelines, the standard听spending formula for an administrative fee may not exceed 1% of the market value per unit. The Administrative fee is calculated on the trailing twelve quarter moving average market value per unit of the preceding December 31 without regard to the limitations in H.3.4.4.3 above.

4.听听听Mitigation of Credit Risk for the System is defined to include all Cash and Investments excluding the UNH Foundation (UNHF), Keene Endowment Association (KEA) and any other separately invested assets of the System.

4.1听听听Credit Risk. Credit risk is the risk of loss of principal due to default of the security issuer. Credit risk will be mitigated by (a) due diligence in the selection and continuing review of competent investment managers, and (b) diversification of investments and investment managers, as follows:

4.1.1听听听最快开奖直播搅珠结果's direct听investment in any one entity's commercial paper may not exceed $10 million.

4.1.2听听听With respect to credit risk exposure, except in unusual circumstances, no more than 15% of total portfolio assets may be invested in any one actively managed strategy. If an investment manager is retained to manage more than one strategy, that manager will be limited to 20% of total portfolio assets. Passively managed investment strategies will not be limited within the portfolio, however, any one manager of passive strategies will be limited to 20% of total portfolio assets.

Any manager positions exceeding these limits will be reviewed by the Advisor who will take the appropriate course of action to bring active manager exposures back in line with the concentration limit听as soon as possible within the terms of redemption for the investment.听If 最快开奖直播搅珠结果 leadership and/or the Advisor wants to exceed the concentration limits beyond the reasonable amount of time required to rebalance the investments and bring the manager exposure back into alignment, committee approval should be requested.

4.1.3听 听最快开奖直播搅珠结果 investments as a percentage of an institution's total deposits may not exceed 5%.

4.1.4听听听最快开奖直播搅珠结果 investments as a percentage of an institution's net equity may not exceed 20%.

5.听听听Measurement of Investment Performance

5.1听听听Performance Evaluation Benchmarks

Benchmarks are useful to gauge the performance of 最快开奖直播搅珠结果's investments, but they are best considered over longer periods, generally three-to-five years. The specific benchmarks and weighting for the CEP will be formalized in cooperation with the investment advisor. The performance of the Fund's investment managers will be actively monitored by the Investment and Capital Planning Committee, the Treasurer and/or the advisor, who will report any meaningful observations and performance deviations in a timely manner. Quarterly performance will be evaluated versus appropriate benchmarks and peer universities, but emphasis will be placed on relative performance over longer investment periods.

5.2听听听Quarterly Reporting. Investment results are compared to stated indices no less frequently than quarterly.

6.听 听Committee Reporting

6.1听 听At each meeting of the Committee, the 最快开奖直播搅珠结果 Treasurer鈥檚 Office and the OCIO, as applicable, will notify the Committee of any deviation to the policy or guidelines as stated and how the deviation was addressed/mitigated or seek approval for a change in the policy or guidelines.

A. Employee Benefits

1.听听听Definition. The 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) benefit program is the sum of the components听
described below. These employer-sponsored benefit plans are available to employees as indicated, unless they are otherwise covered by a collective bargaining agreement.

2.听听听Authority. The Board of Trustees (BOT) delegates to the designated committee of the Board of Trustees oversight responsibility for the administration of the employee benefits program. Oversight and authority will be described in Trustee Charters, By-Laws, and/or BOT听policy.

2.1听听听The BOT听reserves the right to amend or terminate components of 最快开奖直播搅珠结果's benefits program at any time.

2.2听听听The BOT听delegates to the Chancellor the authority to design 最快开奖直播搅珠结果's benefits program according to financial and benefit parameters authorized by the BOT. The Chancellor shall report to the designated committee of the BOT听at least annually on the effectiveness and suitability of the current program with recommendations for changes to such program, if appropriate.

2.3听听听The BOT听authorizes the Chancellor to produce and/or authorize the production of any materials necessary to accurately describe the terms and conditions of each benefit plan.

2.3.1听 听最快开奖直播搅珠结果 Human Resources produces, distributes, and/or posts听materials that describe the terms and conditions of each benefit plan.

2.3.2听 听最快开奖直播搅珠结果 Human Resources is responsible for determination and selection of benefit vendors and carriers, interpretation of policy and eligibility status, exceptions to policy, and payment and reconciliation of benefit accounts.

2.3.3听听听As delegated, each institution's Human Resources is responsible for communication and dissemination of benefit information on its campus.

2.4听听听The component institutions may adopt such institutional policies as are necessary to meet the听requirements of 最快开奖直播搅珠结果's benefits programs.

3.听听听Benefits Provided to All Employees. Some benefits are provided to all status and adjunct employees and are听covered in part through contributions by 最快开奖直播搅珠结果.听

3.1听 听Workers' Compensation Benefits

3.1.1听听听Description. The New Hampshire Workers' Compensation law, RSA 281-A, covers all employees and volunteers. It provides non-taxable payment for loss of earnings and payment of medical expenses due to injury, occupational disease, or death arising out of and in the course of employment. It is not considered compensation under IRS regulations.

3.1.2听 听Authority and Responsibility. 最快开奖直播搅珠结果 shall comply with all applicable federal and state laws and regulations regarding the administration of the Workers' Compensation program and shall have oversight responsibility听for Workers' Compensation policy and budget.

3.1.2.1听听听Institution. Each component institution shall adopt such institutional policies and practices as are necessary to comply with New Hampshire Workers' Compensation Law, and shall be responsible for the administration for Workers' Compensation. Institutional responsibilities include the following:

3.1.2.1.1听听听Establish and administer a Work Safety Committee, with a minimum of four members, composed of equal numbers of employer and employee representatives. Employee representatives shall be selected by employee constituency groups or collective bargaining representatives.

3.1.2.1.2听听听Each year the Campus Work Safety Committees will document their campus safety program, including specific rules and regulations regarding worker safety and references to disciplinary actions for violations of such rules and regulations, and submit it to the Office of Environmental Health & Safety.

3.1.2.2听听听Supervisors. Supervisors are responsible for compliance with and implementation of institutional policies and practices regarding the Workers' Compensation programs.

3.1.2.2听 听Employee听responsibility. For an injury occurring during working periods, employees are required to promptly submit an accident report to their immediate supervisor, Human Resources, or other appropriate administrator, so the campus can file the First Report of Injury or Illness with the State of New Hampshire's Workers' Compensation Review Commission and/or 最快开奖直播搅珠结果 Workers' Compensation insurance carrier.

3.1.3听听听Medical documentation is required to support Workers' Compensation claims and concurrent implementation of Family Medical Leave (see USY V.C.19), Earned Time/Sick Pool for status听non-exempt employees, and Sick Leave/Interim Disability for status exempt staff. If, after three months of absence, such documentation indicates absence from work will extend six months or longer, the status employee听may be听eligible to apply for Long Term Disability (see USY V.A.8.1) and should contact 最快开奖直播搅珠结果 Human Resources.

3.1.4听 听Payment. Workers' Compensation payments are based on federal and state laws.

3.1.4.1听听听Status employees听who have paid leave may supplement the Workers' Compensation benefit by electing to use applicable accumulated paid time/leave; however, the combination of paid leave plans and Workers' Compensation benefits shall not exceed the employee's regular听 budgeted salary.

3.1.4.1.1听 听Employees听on the Earned Time (ET)听program who choose to supplement Workers' Compensation must use ET听for the first five calendar work days before they may supplement with their Sick Pool Leave (see USY V.A.4.9.5). ET听will be accrued on that portion of time represented by the Non-Workers' Compensation portion of the payment and is accrued only on the first 15 calendar workdays of Sick Pool usage.

3.1.4.1.2听听听If using accrued paid leave, exempt staff members will continue to accrue Vacation and Sick Leave on that portion of time represented by the Non-Workers' Compensation portion of the payment.

3.1.5听 听Position Status. While on approved Workers' Compensation leave, an employee's听position will normally be held for 18 months from the date of absence due to the work-related illness/injury. If the disability continues beyond 18 months, the position will not be held for the individual.

3.1.6听听听Continuation of Benefits. With the exceptions noted below, a status employee听will be eligible to continue applicable coverage under the 最快开奖直播搅珠结果 benefits program for up to 18 months by continuing their听employee contributions. (See also USY V.A.8.2)

3.1.6.1听 听Employees听will be billed for benefit contributions unless the employee听is being paid accrued leave time with enough value to cover the benefit costs. Benefits will terminate if the employee听fails to pay their听portion of the benefit premiums.

3.1.6.2听听听If the employee听is receiving accrued paid leave with Workers' Compensation payments, retirement contributions can be made only on the leave payment, not the Workers' Compensation payment. The Tuition Benefit will be in effect for spouse and eligible children, but only authorized for the employee's personal use on a case-by-case basis in conjunction with an approved Workers' Compensation program.

3.1.7听 听Return to Work. Medical documentation supporting the employee's ability to perform the essential functions of the job is required prior to return to work. Reasonable accommodations shall be made consistent with the guidelines of the Americans with Disabilities Act (ADA).

3.1.7.1听听听Upon written request and medical release, an employee听may return to his/her position of employment for up to 18 months from the date of injury.

3.1.7.2听听听If the position has been eliminated, an employee听shall be placed in any other vacant position for which qualified.

3.1.8听 听Re-hire. If an employee听member is able to work following a period of Workers' Compensation which extended beyond 18 months or the position was not held, the individual may apply for positions within 最快开奖直播搅珠结果. If rehired, a status employee听shall receive credit for prior years of service as referenced in USY V.C.11.

3.1.8.1听听听Medical documentation concerning a former employee's ability to return to employment following a long-term Workers'听Compensation leave will be required.听Reasonable accommodations shall be made consistent with the guidelines of the Americans with Disabilities Act (ADA).听Temporary Alternative Work Assignments. In an effort to facilitate the employee鈥檚 return to work, 最快开奖直播搅珠结果 shall develop temporary alternative work options, when appropriate, for employees on Workers' Compensation who can return to work, but are unable to immediately resume all of the functions of their positions. Temporary alternative work options shall be limited and transitional in nature with job requirements that will increase in听capacity as the employee鈥檚 work capacity increases. If the employee fails to accept a temporary alternative work assignment, Workers' Compensation may be reduced or terminated.

3.2听 听Employee Assistance Program (EAP). The EAP provides outside professional counseling, assessments and referrals for employees and their eligible family members to assist in resolving problems such as alcoholism, drug abuse, marital conflicts, and workplace听issues (see also USY V.D.5.24).

3.2.1听 听Eligibility. All status and adjunct employees and their spouses/eligible dependents听are eligible to participate in the EAP. 听This benefit does not apply to student workers.

3.2.2听 听Coverage. The employee, their听spouse, and dependent children will receive a number of free visits to the EAP for each situation.

4.听听听Benefits Available to Status Employees

4.1听听听Description. All status 最快开奖直播搅珠结果 employees are eligible to participate in the benefits plans described below. The percent time of appointment and/or salary may determine the employee contribution amounts.

4.1.1听听听Visiting Faculty and Job Exchange.

4.1.1.1听听听Visiting faculty members who are not eligible to retain their home institution's benefits are eligible to participate in the 最快开奖直播搅珠结果 benefits program if they are appointed 75% time or more.听Visiting faculty members appointed at least half-time for the full academic year who are eligible to retain their home institution's benefits are not eligible to participate in the 最快开奖直播搅珠结果 benefits program. However, they and their dependents are eligible for the tuition benefit.听 In cases where a visiting faculty member retains their home institution's benefits but is unable to retain the medical benefits portion of the program, they will be provided 最快开奖直播搅珠结果 medical benefit options. Job Exchange. An employee on an exchange program at 最快开奖直播搅珠结果 is expected to retain the benefits of their home institution. However, their spouse and dependent children are eligible for the tuition portion of the benefits program. In cases where the medical benefits plan from the home institution is not transferable, the employee on the exchange program will be provided 最快开奖直播搅珠结果 medical benefit options.

4.1.1.2听听听Visiting faculty members appointed at least half-time for the full academic year who are eligible to retain their home institution's benefits are not eligible to participate in the 最快开奖直播搅珠结果听benefits program. However, they and their dependents are eligible for the tuition benefit.

4.2听听听Eligibility for Benefits. 最快开奖直播搅珠结果 definitions for coverage of spouses and/or dependents are defined in plan summary documents for each benefit. Those documents will include coverage for the spouse (and the dependents of such spouse) of 最快开奖直播搅珠结果 employees who are legally听married.听

4.3听听听Flexible Benefit Plan.

4.3.1听听听Authority. 最快开奖直播搅珠结果 Human Resources shall establish a Flexible Benefits Plan. The plan shall be a 125 plan under IRS regulations which allows employee benefit contributions to be made on a pre-tax basis, and the plan is subject to other federal laws and regulations.

4.3.1.1听 听Definition. The 最快开奖直播搅珠结果 Flexible Benefits Plan shall provide eligible status employees with an opportunity to select coverage and plan features from a variety of Medical, Dental, Life and Long-Term Disability options as well as opportunities for a Flexible Spending Account for medical expenses not covered by the plan and/or for child care expenses.

4.3.1.2听 听最快开奖直播搅珠结果 Human Resources shall establish the design, terms and conditions of each plan, the conditions and time frames for 最快开奖直播搅珠结果鈥檚 annual Open Enrollment, plan year dates, and Flexible Benefits coverage options, and shall be responsible for selection and contracting of vendors for the Flexible Benefits Plan.

4.3.1.3听 听Premium rates are set annually, based on market costs.

4.3.2听听 Effective Date of Benefits Coverage for Medical, Dental, Life Insurance, Long Term Disability and Flexible Spending Accounts. Flexible benefits and enrollment in a Flexible Spending Account will be effective the first day of the month following the date of appointment if the employee completes enrollment within 30 days of听their appointment date.

4.3.2.1听 听If the employee fails to meet the enrollment deadline听as noted above, they shall not receive benefit coverage. The employee听may enroll during the next annual听Open Enrollment.

4.3.3听 听Open Enrollment. Once each year, employees will be given the opportunity to make changes or initially select their plan options. New coverage is effective on January 1 of the following year.

4.3.3.1听听听Coverage selections made by an employee听are irrevocable during the plan year and may be changed only during the annual Open Enrollment, unless the employee听has a qualifying life event change as noted听in section USY V.A.4.3.5.

4.3.4听 听Qualifying Life Event (QLE). A QLE听is defined by IRS regulations and includes such events as marriage, divorce or legal separation, the addition of a dependent by birth or adoption, gain or loss of spouse's employment, involuntary loss of spouse's medical coverage, death of a spouse or dependent, change in 最快开奖直播搅珠结果 employment status or taking an unpaid Leave of Absence (see USY V.C.16).

4.3.6.1听 听Employees听must notify 最快开奖直播搅珠结果 of a QLE听within 30 days of the qualifying event in order to be eligible to change their coverage selection. Changes in coverage must be consistent with the QLE and, based on proper notification, will be effective on the date of the event.

4.3.5听 听Leave Status. Employees on a paid or unpaid Leave of Absence are permitted to maintain their coverage in the Flexible Benefits Plan. When applicable, employees will be billed by Campus HR听for the appropriate employee/employer benefit听contributions.

4.4 听 Accidental Death and Dismemberment Insurance for Police and Public Safety Officers Killed in the Line of Duty

4.4.1听听听Description. If a 最快开奖直播搅珠结果 police or public safety officer dies while in the line of duty, a $100,000 death benefit will be paid to the beneficiary designated by the employee. If there is no designated beneficiary at the time of the employee's death for any amounts of benefits payable because of death, that amount will be paid to the employee鈥檚 estate. (See summary plan description for additional information.)

4.4.1.1听听听"Police officer" shall include all status 最快开奖直播搅珠结果 employees classified as Public Safety Officers I, II, III, IV, V or VI as well as Police Captains, Police Sergeants, Police Lieutenants, and Directors/Assistant Directors of Campus Safety and Security.

4.4.2听听听Eligibility. This benefit shall be paid in addition to any other benefits (such as Life Insurance and AD&D) the employee elected and enrolled in at 最快开奖直播搅珠结果 including any life insurance benefits provided by their collective bargaining contract.

4.4.3听听听Contributions. There is no employee contribution for this benefit.

4.4.4听听听Enrollment in this benefit is automatic and begins the first day of appointment.

4.5听听听Other Insurance Benefits.

4.5.1听听听Authority. 最快开奖直播搅珠结果 Human Resources may establish insurance benefits in addition to the Flexible Benefit plan. These will have no employer contribution. These optional insurance plans may provide employees听with the opportunity to select coverage and plan features for such programs as听Long-Term Care Insurance, Vision coverage, Hospital Indemnity, and Short-Term Disability coverage. These programs are normally paid through employee payroll deductions.

4.6听 听最快开奖直播搅珠结果's 403(b) Retirement Plan.

4.6.1听 听Description.听最快开奖直播搅珠结果 offers its eligible employees the opportunity to participate in a 403(b) voluntary defined contribution retirement plan. The Summary of Plan Provisions describes plan information, including, but not limited to eligibility, enrollment, contribution levels, vesting (including breaks in service), beneficiaries, withdrawals, involuntary termination, additional retirement contributions, and annual limits. The Plan is subject to federal laws, such as the Internal Revenue Code (IRS) and other federal and state laws. The provisions of the Plan are subject to revision due to changes in laws or to pronouncement(s) by the IRS.

4.6.1.1听听听Enrollment.听All new hires, eligible for the 403(b) plan, will be automatically enrolled at the 2.5% employee contribution rate (with the associated 4% employer match). These funds will be directed to a target-date investment with one of our vendors. Enrollees are strongly encouraged to review their investment options and adjust their contributions or opt out prior to the entry date (the first of the month following eligibility.)

This is a voluntary retirement plan and enrollees can stop participating at any time. Retirement contributions begin on the first day of the month following eligibility.

4.6.1.2听听 403(b) Plan Contributions. Both 最快开奖直播搅珠结果 and the participant contribute a percentage of regular budgeted salary every pay period. Employee听contribution options are outlined in the Retirement Summary Plan provisions along with enrollment and other information. Plan participation and contributions, including changes in contribution level,听begin the month following enrollment and/or change in the 最快开奖直播搅珠结果 Retirement Plan. In any pay period where there are no employee contributions, for any reason including reaching IRS maximums, there will also be no employer match.

4.6.1.3听听听Additional Retirement Contribution (ARC). In 1994 benefits-eligible employees hired prior to 6/30/1994 had the opportunity to choose an Additional 1% Retirement Contribution (ARC) made by 最快开奖直播搅珠结果 or the Medicare Complimentary Plan (MCP). Those who chose ARC and those hired and enrolled between 1994 and June 30, 2011 receive this additional 1% 最快开奖直播搅珠结果 contribution to their retirement plans. Those who chose the MCP receive the regular contribution amounts.

4.6.1.4听 听Contribution based on Salary over the IRS Permitted Level. 最快开奖直播搅珠结果 does not consider regular budgeted salary in excess of the IRS prescribed limit. The limit is indexed for inflation per IRS Section 401(a)(17)B for the purpose of calculating contributions to the 最快开奖直播搅珠结果's defined contribution retirement plan. Retirement vendor rules regarding personal annuities apply.

4.6.1.5听 听Vesting of contributions. Employees are fully and immediately vested in the accrued benefits arising from their contributions听听as well as听employer contributions.

4.7听听听Tuition Benefit Plan.

4.7.1听听听Authority. 最快开奖直播搅珠结果 Human Resources shall be responsible for the development听and administration of the Tuition Benefit Plan.

4.7.1.1听听 Campus Human Resources is responsible for determining eligibility for tuition benefits for employees听and spouse or dependent children.听The Vice President/Dean of Student Affairs will verify eligibility of campus chaplain and ROTC personnel, spouses, and their dependent children by providing a list of eligible participants to the campus office responsible for personnel administration no later than the Monday preceding the first day of classes.

4.7.2听听听Employee Tuition Benefits

4.7.2.1听 听Description. For employees, the Tuition Benefit covers enrollment in any regular credit courses offered by 最快开奖直播搅珠结果 institutions with a 最快开奖直播搅珠结果 course identifier, and where the tuition is paid to a 最快开奖直播搅珠结果 entity. This benefit includes full employer paid coverage at the in-state rate of tuition (equals the tuition rate charged to New Hampshire residents and varies by institution and program) for both the courses and any mandatory fees that all students are assessed as a prerequisite for registration, unless specifically exempt. The costs for food and/or accommodations are not covered.

4.7.2.2听 听Eligibility. An employee is eligible for the Tuition Benefit following six months of employment in a status position (see USY V.C.8.1), provided that faculty will be eligible听following two (2) semesters of benefits eligible employment. An employee or faculty member must be employed in a status position for one year on or before the first day of classes in the semester for which application is made for a Tuition Benefit for their spouse/dependents (see USY V.A.4.7.3). Flex-year employees remain eligible for Tuition Benefits during periods of non-active service.

4.7.2.2.1听听听Coverage. The level of coverage for the Tuition Benefit (payment for courses - credit and/or noncredit) is up to five (5) courses in a fiscal year. Part-time Clinical Faculty with status appointments of at least 50% are eligible for the Tuition Benefit.

4.7.2.2.2听 听Non-credit Course Benefit. The plan also provides a 50% Tuition Benefit for non-credit courses for employees only. Mandatory fees for non-credit courses that all students are assessed as a prerequisite for registration, unless specifically exempt, will be paid under this benefit. The costs for food and/or accommodations are not covered. The benefit is included with the total number of courses permitted and outlined in USY V.A.4.7.2.2.1.

4.7.2.2.3听 听The Tuition Benefit Plan does not apply to institutes or courses offered by other educational institutions on campuses of 最快开奖直播搅珠结果.

4.7.2.2.4听听听The basic measure of the tuition benefit is by course rather than by credit hour. For example, both a two-hour course and a four-hour course will count as one (1) course.

4.7.2.2.5听听听If an employee听chooses to enroll for more courses/credits than those provided for in USY V.A.4.7.2.2.1听above, they听will be charged for the additional tuition at the in-state rate.

4.7.2.2.6听 听Approval by the employee's supervisor is required in order for an employee听to enroll in a course that is scheduled to meet during their听normal work hours.

4.7.2.2.7听 听The employee tuition and/or family tuition benefits are also available to campus Chaplains and ROTC personnel, spouses, and their dependent children in accordance with the terms and conditions as outlined in this policy.

4.7.3听听听Spouse and Dependent Children Tuition Benefit.

4.7.3.1听听听Description. The spouse and dependent children of status employees听may enroll in any of the regular credit courses offered by 最快开奖直播搅珠结果 at one-half of the current in-state tuition rate. The Tuition Benefit policy applies to official student exchange programs (has a 最快开奖直播搅珠结果 course identifier, and the tuition is paid to a 最快开奖直播搅珠结果 entity), in which the student remains fully registered at their听home institution and also covers administrative fees paid by students in the junior year abroad program.

4.7.3.2听听听Eligibility -- Children. For the purposes of this benefit, children are considered dependent if, at the time of class registration, they are unmarried, have not reached the age of 24, and are dependent on the employee for more than half of their financial support.

4.7.3.2.1听 听This benefit is not cumulative; that is, if both parents are employed by 最快开奖直播搅珠结果, the benefit is one-half of the current in-state tuition for their dependent child or children.

4.7.4听听听Employer Paid Tuition Benefits for Children of Deceased Employees. Children of deceased employees听who, at time of death, were either a tenured faculty member or had been employed in a status position for at least one听year听are entitled to the same educational benefit as indicated above.

4.7.5听听听Termination. An employee听who terminates during a semester, in which the educational benefit is being used, shall be responsible for a pro-rated portion of the benefit provided to the employee, spouse and/or dependent children (see USY V.F.10.4.12).

4.7.6听听听Taxability. 最快开奖直播搅珠结果 will comply with all state and federal laws regarding the taxation of tuition benefits.听Graduate Tuition benefits are subject to taxation through the employee鈥檚 payroll check and required taxes will be withheld.

4.8听听听Paid Holiday Leave.

4.8.1听听听Authority. Eligible status employees will receive paid leave for fourteen holidays designated by 最快开奖直播搅珠结果 Human Resources.

4.8.2听听听Designated paid holidays. The following days are designated as paid holidays, and all facilities will be closed except for essential operations: New Year's Day; Martin Luther King Day; Memorial Day; Juneteenth; Independence Day; Labor Day; Veterans Day; Thanksgiving Day and the day after; and Christmas Day. In addition, there will be four additional holidays at year-end, with dates specified by 最快开奖直播搅珠结果 Human Resources.

4.8.3听听听Eligibility. To receive paid holiday leave, an employee听must hold a status appointment; their听 appointment dates must encompass the holiday, and they听must not be in a Leave Without Pay situation immediately prior to or following a holiday. If an employee听is on paid leave when a designated holiday occurs, they听will receive paid holiday leave, and the time will not be charged as Personal听Time. Employees covered under a CBA should refer to their CBA to determine eligibility or alternative paid holiday schedule.

4.8.3.1听听听Percent time appointments. An employee appointed in a status position of at least 75% time earns holiday benefits based on their percent time of appointment, based on the employee's working schedule and when the holidays fall (see USY V.F.5.2).

4.8.3.2听听听Academic Year Faculty. Holidays for faculty members with academic year appointments are determined by the academic year calendar.

4.8.4听听听Holidays occurring on weekends. For those employees who normally work from Monday through Friday, the following applies: when a common holiday falls on a Saturday, the preceding Friday is the official holiday, and when a common holiday falls on a Sunday, the following Monday is the official holiday.

4.8.5听听听Special considerations for Non-Exempt Employees. When a designated holiday falls on a full-time non-exempt employee's day off, they听may take the same number of holiday hours off with pay during the same or following week; or, if approved by the supervisor, be paid for the holiday hours (see USY V.F.7.3.6) that听they are听entitled to at their听usual pay rate. (For percent time employees听see USY V.F.5.2.2.1)

4.8.6听听听Special considerations for Exempt Employees. If an exempt employee听is听required to work on a holiday, they听will be granted another day off with pay in lieu of the holiday at a听time approved by the supervisor.

4.9听 听UTime 鈥� Paid Time Off for Employees' Short- and Long-Term Absences.

4.9.1听 听Eligibility.听Status employees are eligible for Paid Time Off benefits except for employees who are听covered by a collective bargaining agreement (CBA) that does not explicitly reference UTime. Employees covered under a CBA should refer to their CBA to determine eligibility for UTime or alternative paid leave听benefits.听Also, refer to specific guidelines and/or 最快开奖直播搅珠结果 policy designations, including applicable 鈥済randfathered鈥� 最快开奖直播搅珠结果 policies.

4.9.2听 听Immediate family member. For Paid Time Off and leave associated with the needs of an immediate family member, such qualified individuals are defined as: a child, stepchild, or grandchild, a biological, adoptive, or foster parent, stepparent, or legal guardian of the child or the child鈥檚 spouse or domestic partner, a parent-in-law,听a biological, adoptive, or foster grandparent or step grandparent, or a spouse or domestic partner, or other family members living in your household.

Employees covered under a CBA shall follow the definitions contained therein. Unpaid leaves, covered by FMLA, will follow the definitions established under those federal regulations.

4.9.3听 听Accrual.听Unless otherwise stated, Paid Time Off benefits are earned from the first day of employment and may be used after they are earned. For the following policies, a regular day is considered 8 hours; a workweek is 40 hours; and听a bi-weekly work period is 80 hours. Accrued Paid Time Off benefits include Personal Time and Sick Time, as well as Compensatory Time and Earned Time (as applicable). Actual accruals, deductions and salary continuation will be based on work schedules and years of service. Paid Time Off benefits will not accrue when an employee is not actively working (except for absences covered by Compensatory Time, Personal Time, Sick Time or banked Earned Time).

4.9.4听 听It is the responsibility of the employee and their supervisor to maintain accurate records that verify the use of Paid Time Off and Paid Time Off balances, utilizing 最快开奖直播搅珠结果 time and leave management processes.听Human Resources will assist with the recordkeeping of extended absences, in conjunction with Supervisors and third-party administrators (e.g., for Disability, FMLA, Parental Leave, etc.).

4.9.4.1听 听Paid Time Off may not be used to pay for hours that are more than the regular 40-hour workweek (USY V.F.5).听Unless otherwise allowed under policy, an employee must use all of their accrued Paid Time Off, as applicable to absence type听(including Compensatory Time and Earned Time), before transitioning to unpaid absences.

4.9.4.2听 听Paid Time Off will utilize any accrued Compensatory Time, first, before accessing other accrued benefits. Accrued Earned Time will be drawn from last. The order of draw down is as听follows:

Personal Time Use = Compensatory Time > Personal Time > Earned Time

Sick Time Use = Compensatory Time > Sick Time > Personal Time > Earned Time.

4.10听 听Personal Time.听The purpose of Personal Time is to provide employees with salary continuation for vacation days and to cover or supplement other out-of-office time to address personal needs not covered by other 最快开奖直播搅珠结果 policies.听Note:听Academic Year听Faculty听are not eligible for Personal Time, they remain eligible for other UTime provisions.听Personal Time is taken at a time mutually agreeable to the employee and their听supervisor, unless otherwise mandated by policy.听Employees are required to timely and accurately submit requests to use Personal Time, which must听 be timely reviewed and either approved or denied by their supervisor.

Personal Time may not be used to pay for hours in excess of the 40-hour workweek.听Institutional policy may establish specific approval procedures for exceptions to this limitation on use of Personal Time, but approval is also required from the 最快开奖直播搅珠结果 Chief Financial Officer and the 最快开奖直播搅珠结果 Chief Human Resources Officer.

4.10.1听 听The accrual rate is no more than 18 days per year for the first five years of status employment, and 24 days per year thereafter for a 1.0 FTE assignment. Employees who听are on a flex year schedule or flex-time that is听less than a 1.0 FTE (40 hours per week) will accrue time on a pro-rated basis. Employees听can have a maximum of 45 days of Personal Time.

Accrual Conversion Chart - Personal Time (Based on an 80 Hour Pay Period)

4.10.2听 听Cash-out. When an employee鈥檚 employment with 最快开奖直播搅珠结果 ends (termination, resignation or retirement), they will receive up to 30 days of unused Personal Time after听their final paycheck. Personal听Time may not be used to extend employment beyond the last day of work unless an employee will be a 最快开奖直播搅珠结果 Retiree (as defined in USY V.C.9.2.1) in which case up to (10) personal days may be used to extend employment from the last day of active service to the effective date of retirement (USY V.C.9.2.2).

4.11 Sick Time. Sick Time is designed to provide salary continuation for short-term and/or periodic absences due to personal medical needs. Medical documentation may be required at any time to substantiate an absence and/or to indicate an employee鈥檚 ability to return to work after an illness or injury. For any absences that are expected to last more than 5 days, the employee should contact Human Resources to discuss applying for FMLA protection and/or听extended, paid leave alternatives. If an employee doesn鈥檛 have a Sick Time balance available, they will use other accrued Paid Time Off, before going unpaid.

4.11.1听 听Accrual.听The accrual rate is no more than 15 days per year if an employee is on a 1.0 FTE assignment. Employees can have up to 60 days of accrued Sick Time.

Accrual Conversion Chart - Sick Time (Based on an 80 Hour Pay Period)

4.12听 听Paid Family Care.听An employee may use up to 30听days of accrued Sick Time as Paid Family Care per fiscal year (July 1 - June 30) for the medical needs of an immediate family member, including support from an illness, accident or medical appointments. Paid Family Care may also include time for activities related to the administration of long-term care for an immediate family member (such as in a nursing facility or hospice). Paid Family Care runs concurrent with FMLA, if applicable.听If an employee uses all 30 Paid听Family Care days, or has exhausted available Sick Time, future absences for reasons normally covered by the Paid Family Care benefit, including absence to care for an ill family member, would require using all other accrued Paid Time Off to cover the absence before going unpaid.

4.12.1听 听Military Deployment. Paid Family Care can be used to cover time off for any qualifying exigency arising from an eligible family member鈥檚 military deployment. This could include attending military events, childcare and school activities, caring for a military member鈥檚 parent, time for counseling, rest and recuperation, financial or legal aid, and other post-deployment听related activities.

4.12.2听 听Employee鈥檚 Own Serious Medical Condition. Paid Family Care may also be used for an employee鈥檚 own, ongoing, serious medical condition (as defined by the Family Medical Leave Act), which is periodic in nature and not eligible for Short Term Disability (USY V.C 4.14). Use of Paid Family Care for this purpose will be approved and managed by Human Resources.

4.13听 听Parental Leave. The purpose of Parental Leave is to provide employees with salary continuation for up to 6听weeks, to take time off for maternity,听paternity and child bonding, including the transition of a child through adoption or surrogacy, or long term placement of a child (defined as 30 or more days) as a kindred or private foster care provider. Date of birth or placement must occur on or after the first day of employment.听If an employee is also covered by the Family and Medical Leave Act, Parental Leave will run concurrent with听FMLA.

4.13.1听 听Parental Leave can听be taken in consecutive days, or intermittently on an approved schedule,听within 12 months听of the effective date of the cause for Parental Leave. Parental Leave may also be used by an additional, eligible, 最快开奖直播搅珠结果 employee for the same cause. Future eligibility will be on a听rolling 12-month period from the effective date of the last use of Parental Leave.听Parental Leave can be taken in either half or full day increments. Parental Leave may be extended by up to 3 additional weeks through coordination with Human Resources, by supplementing that time with accrued Sick Time, then other Paid Time听Off prior to taking it unpaid.

4.14听 听Short-Term Disability. The purpose of Short-Term Disability (STD) is to provide an employee with salary continuation for a total disability due to a non-occupational accident or illness, for up to 26 weeks. Short-Term Disability cannot be taken on a partial or intermittent basis or to supplement another leave type. The date of disability must be on or after the first day of employment.

4.14.1听 听Elimination period. Benefits begin the first day of total disability following a non-work-related accident, or on the eighth day of total disability due to illness (including medical maternity).

4.14.2听 听Salary continuation.听After the elimination period and through week 8 (calendar day 56), approved STD benefits will be 100% of an employee鈥檚 current salary. From week 9 through week 26听(calendar day 182), the benefit will be 60% of the employee鈥檚 salary.

4.14.3听 听Supplementing Short Term Disability. An employee can cover the one-week elimination period and/or supplement the 40% salary gap by using accrued Sick Time (or other Paid Time Off, if Sick Time has been exhausted).

4.15听 听Bereavement Leave.听An employee is entitled to five days of Bereavement Leave if an immediate family member (USY V.A. 4.9.2)听dies, and one day of Bereavement Leave if other relatives (noted below) die.

4.15.1听 听Other relatives include the employee鈥檚 brother-in-law, sister-in-law, uncle, spouse鈥檚 uncle, aunt, spouse鈥檚 aunt, nephew, spouse鈥檚 nephew, niece, spouse鈥檚 niece, spouse's grandparent, great uncle, spouse鈥檚 great uncle, great aunt, spouse鈥檚 great aunt, first cousin and spouse鈥檚 first cousin.

4.15.2听 听Additional Time Off. If additional time off is necessary due to the death of a family member, arrangements may be made with Human Resources to permit the employee to use accrued Paid Time Off (applicable based on the reason for the extension) prior to taking time off without pay.

4.15.3听 听Documentation.听An employee鈥檚 immediate supervisor or Human Resources may request supporting documentation to confirm Bereavement Leave.

4.16听 听Community Service. 最快开奖直播搅珠结果 encourages employees to become involved in our community鈥攖o provide voluntary support of programs that positively impact the quality of life within our employees鈥� community. The following guidelines apply to community service through a non-profit community program of a personal interest, or as part of a campus-sponsored activity.

4.16.1听 听An employee may take up to 8 hours听of paid time during one working day per fiscal year to participate in a volunteer program. Supervisors must approve Community Service program participation at least 15 days before the program begins, to allow for the coordination of work-related responsibilities.

Volunteer time should not conflict with peak work schedules, result in cancellation of classes, create a need for overtime, cause conflicts with other employee鈥檚 schedules or otherwise run counter to Conflict of Interest (USY V.D.7) or Political Activity Regulations (USY V.D.8). If a conflict arises, or the requested activity does not fall within established guidelines, the request may be denied.

4.16.1.1听 听Eligible activities include, but are not limited to, the following:

• Volunteering with a non-profit, charitable organization, such as United Way, Habitat for Humanity, humane shelters, family assistance services, etc.
• Assistance with grade school activities, such as reading or writing assistance, or chaperoning field trips
• Staffing or donating to a blood drive, such as those sponsored by the Red Cross.
• Providing support to a campus-specific community service event (such as those shown under听).

4.17听 听An employee is eligible for Military Leave for the purpose of reserve training or other听active duty required by the individual's Uniformed Services Employment in accordance with听USY V.C.17.

4.18听 听Time off Benefits for Non-Exempt Employees听covered by CBA.

4.18.1听听听Description. Status non-exempt employees may cover absences with Earned Time (ET).听 ET covers absences for Vacation, Sick Leave, Interim Disability, Bereavement Leave, Maternity Leave, and Short-Term military Leave.听Unused ET may also be received as a payment in cash at the time of voluntary termination or retirement. ET is available as soon as it is "earned." The exact amount of ET accrued each year will depend on the years of service to 最快开奖直播搅珠结果.

4.18.2听 听Eligibility. All non-exempt employees who are employed in a status position.

4.18.3听听 Accrual Rate. Non-exempt employees accumulate ET听based on the number of hours they work in their budgeted position and their number of years of status employment within 最快开奖直播搅珠结果.

For the purpose of this policy, one year of employment will equal 12 consecutive months of employment from date of hire. Non-exempt employees accumulate ET听based on status pay hours up to those hours budgeted, and worked for the position, and years of employment to 最快开奖直播搅珠结果. There is no maximum accumulation of ET.

Accrual Rate for those with current status employment start dates effective to July 1, 2011 or later:

Accrual Rate for those with current status employment start dates prior to July 1, 2011:

4.18.4听 听Earned Time Use. ET听may be used any time after the pay period in which it is earned, including during the employee's introductory period. All planned absences will be mutually agreed upon by the employee and their supervisor prior to the date of absence.听ET may be used without prior approval when personal emergencies prevent prior approval. In such cases, the employee is responsible for notifying the supervisor of the absence due to a personal emergency.听If the employee鈥檚 ET includes an approved holiday, they will receive the holiday pay, and the time will not be charged as ET.

4.18.4.1听 听Increments. ET听should be used in units of one-quarter hour or more.

4.18.4.2听听 When ET听is used to cover work time lost due to illness or injury, medical documentation may be required at any time to substantiate an absence and/or to indicate the ability of the individual to return to work following an illness or injury (see USY V.C.12.2).听This may also indicate the need for use of the Family Medical Leave Act and the need to contact Campus Human Resources for information concerning Long-Term Disability (see USY V.A.8.1)

4.18.4.3听听 Minimum Usage. Minimum usage is calculated each pay period at 45% of the ET accrued for that pay period. The total number of minimum usage hours derived from this calculation is compared to the total number of ET hours used at the end of the fiscal year. If the minimum usage requirement has not been met by June 30, remaining minimum usage hours will be subtracted from the employee's ET听balance prior to its being carried forward into the new fiscal year.听New non-exempt employees hired prior to January 1 will be required to satisfy the minimum usage requirement by June 30 of the end of their first partial year of employment.听Computation of minimum usage will occur as of June 30 of each year. Employees with less than six months of service are exempt from minimum usage requirements. Hours converted into the Sick Leave Pool do not count toward minimum usage requirements.

4.18.5听 听Sick Pool.

4.18.5.1听 听Description. The Sick Pool is intended to provide additional security by allowing employees the opportunity to exchange ET听hours for Sick Pool hours at the equivalent rate of three Sick Pool hours for each hour of ET. Each institution establishes a one-month period each year for "open enrollment" in the Sick Pool. In addition, an employee who completes their initial introductory period will then be allowed a 30 day period to convert accrued ET听hours to Sick Pool hours.

4.18.5.2听听 Sick Pool hours is used for extended periods of illness or injury and are听not eligible for pay out听at retirement or termination. ET听benefits accrue only during the initial three weeks (15 working days) of each separate use of the Sick Pool.

4.18.5.3 听听Usage of Sick Pool commences with the sixth consecutive day of absence from work due to illness or injury. ET may be used to cover the initial 5 day period.听A physician's report must accompany the request to use Sick Pool. Periodic updates from the employee鈥檚 physician may be required.听The use of the Sick Pool may indicate the need for FMLA. After three months of absence from work, the employee should contact the 最快开奖直播搅珠结果 Human Resources Office for information concerning Long-Term Disability (see USY V.A.8.1).

4.18.5.3.1听 听Campus Human Resources may grant an exception to the policy that requires the usage of the equivalent of five (5) ET听days before being permitted access to the Sick Pool when either of the following circumstances occur: (1) when an employee returns to work after using Sick Pool but is disabled again within 10 working days, or (2) when the disability is certified by a physician to be the same as for the original use or from the same cause as the original Sick Pool usage.

4.18.5.4听听听The maximum Sick Pool an employee may accumulate is the equivalent of 150 days (1,125 hours for those on a 37.5 hour work week and 1,200 hours for those on a 40-hour work week). An employee听may add to their Sick Pool once each fiscal year according to the procedures adopted by each individual institution.

4.18.5.5听听听Exhaustion of ET/Sick Pool. An employee听on an approved absence who has used all ET听and Sick Pool will be placed on Leave Without Pay. If the illness/injury qualifies for FMLA leave (see USY V.C.19), benefits will continue for the period of the FMLA (see USY V.C.19). Other continuance of benefits during a leave without pay is set forth in USY V.C.16.

4.18.5.6听听听Position Status. When there is supporting medical documentation of an employee's absence due to illness or injury, 最快开奖直播搅珠结果 will normally not terminate an individual from their position for six months from the first date of absence. For those individuals in their initial introductory period, the position will not be held unless the disability is due to pregnancy or covered by Workers' Compensation.

4.18.5.7听听听Return to Work. Following a period of absence due to illness/injury, medical documentation supporting the employee's ability to perform the essential functions of the job is required prior to returning to work (see USY V.C.12.2).

4.18.5.8听 听Use of Sick Pool for Family Leave. Non-exempt employees with at least one year of status听service may use up to a maximum of 10 days of accrued Sick Pool time per fiscal year (75 hours for those on a 37.5 hour work week and 80 hours for those on a 40 hour work week prorated for employees working part-time) for Family Leave. This leave may be used for medical appointments, illness, or medical needs of an immediate family member; prenatal or postnatal care; or for purposes of caring for a new baby or adoptive/foster child after placement and/or for Crime Victim Leave (see USY V.C.20.2). Access to the Sick Pool for the use of family or crime victim leave does not require the prior use of five ET days.

4.18.5.8.1听听听Immediate family member is defined as spouse, parent, legally dependent child, or any person living in the staff member's household.

4.18.5.8.2听听听Bereavement Leave. After supervisory notification, an employee听may use Family Leave for Bereavement Leave. Use of Family Leave for Bereavement Leave follows the same parameters described in USY V.A.4.14.1 and USY V.A.4.14.2.

4.18.6听听听Record keeping. The institution is responsible for maintaining accurate records that verify the usage and current ET/Sick Pool leave balances of each employee.

4.18.7听听听Cash-out of Earned Time (ET) Hours. Eligible non-exempt employees听have the opportunity during a predesignated month each听calendar year to cash-out up to a maximum of 80 hours of ET. The听cash-out hours will be paid at the hourly rate in effect at the time of the cash-out. Cash-out payments are subject to taxation.

4.18.8听听听Pay out at Termination, including Retirement. Earned Time may not be used to extend employment beyond the last day of work unless an employee will be a 最快开奖直播搅珠结果 Retiree (as defined in USY V.C.9.2.1) in which case up to (10) Earned Time days may be used to extend employment from the last day of active service to the effective date of retirement (USY V.C.9.2.2). Earned Time is paid off at the base rate of pay at time of termination in accordance with USY V.C.10.

4.18.9听听听Conversion from ET听to Vacation and听Sick Leave as a result of change from non-exempt to exempt (For conversion from Vacation听Leave and Sick Leave to ET听see USY V.A.4.10.7)

4.18.9.1听听听When an employee听transfers, is promoted, or reclassified into an exempt status position, ET听benefits are converted using the following procedure:

4.18.9.1.1听听听If the employee has a total ET听accumulation of the equivalent of twenty (20) or fewer days (160 hours), the total amount accumulated will听be converted to Vacation听 Leave and transferred with employee.

4.18.9.1.2听听听For any ET听credit in excess of the equivalent of 20 days, an option allowing the remaining accumulation to be either transferred to Sick Leave or Vacation Leave or paid to the employee is provided. In the event an employee听is promoted or transferred into a position that does not accumulate vacation, i.e., an AY faculty position, the employee will be paid accumulated ET.

4.18.9.1.3听听听Sick Pool Hours may be converted to the traditional Sick Leave program听at听the rate of the equivalent of three (3) Sick Pool Days (24 hours) for one Sick Leave Day.

4.19听 听Time off Benefits for Exempt Employees covered by CBA.

4.19.1听听听Eligibility. All members of the fiscal year faculty and exempt employees who are employed in a status position are eligible for Vacation听Leave. Vacation Leave is earned from the first day of employment and may be used after it is earned. Vacation Leave听is taken at a time mutually agreeable to the employee and the supervisor.

4.19.1.1听听听Faculty. Time off Benefits for faculty members with academic year appointments are determined by the academic year calendar. For those faculty members appointed on a fiscal year basis (12 months) reference USY V.A.4.10.2 for accrual rate.

4.19.2听听听Accrual Rate.

4.19.2.1听听听The accrual rate for eligible Exempt employees is one and a half (1.5) days per month for the first five years of status employment and two (2) days per month thereafter.

4.19.2.1.1听听听Exception. For those with a current status employment start date prior to July 1, 2011, the accrual rate will be two (2) days per month.

4.19.3听听听Flex Year Appointments. Employees with flex year status appointments earn Vacation Leave on a prorated basis.

4.19.4听听听Maximum Balance. The maximum balance at the end of each month is 45 days. The maximum number of days for payout at termination will be 30 days.

4.19.4.1听听听Employees promoted or transferred into a new employee classification, i.e., Exempt and Non-Exempt are entitled to carry their accumulated Vacation Leave with them to the new position. In the event an employee is promoted or transferred into a position that does not accumulate Vacation Leave, i.e., an academic year faculty position, the employee will be paid for their accumulated Vacation Leave/ET听prior to reporting to the new position. (For conversion of ET听to Vacation听Leave, see USY V.A.4.9.9)

4.19.5听听听Vacation听Leave Use. Exempt staff members should use Vacation Leave in increments of one-half day or more. Planned use of Vacation Leave must have the approval of the supervisor prior to taking the leave. Vacation Leave may be used without prior approval when personal emergencies prevent prior approval. In such cases, the employee is responsible for notifying the supervisor of the absence due to a personal emergency. If the employee's Vacation Leave听includes an approved holiday, they will receive holiday pay, and the time will not be charged as Vacation Leave.

4.19.5.1听听 Leave Usage. Supervisors are required to grant, at times mutually agreeable,听a minimum of nine听days of Vacation/Personal Leave per year for employees听with less than five years of service from date of hire/rehire and twelve听days of Vacation Leave per year for the employees听with five or more years of service. Vacation Leave usage is calculated on a fiscal year basis, July 1 through June 30.

4.19.6听听听Vacation Leave Pay out听at Termination including Retirement. Vacation Leave days may not听be used to extend employment beyond the last day of work unless an employee听or fiscal year faculty member will be a 最快开奖直播搅珠结果 Retiree (as defined in USY V.C.9.2.1) in which case up to ten Vacation Leave听days may be used to extend employment from the last day of active service to the effective date of retirement (USY V.C.9.2.2).听Upon termination of employment, employees will be paid their accrued and unused Vacation Time in accordance with USY V.C.10.

4.19.7听听听Vacation Leave during Unpaid Leave. In cases of unpaid leaves of absence, accrued but unused Vacation Leave will be carried forward through the period of the leave. If the employee听does not return to work any accrued and unused Vacation Leave will be paid at termination in accordance with USY V.C.10.

4.19.8听听听Conversion from Vacation Leave and Sick Leave to Earned Time (ET). When an employee听transfers, is promoted or reclassified into a non-exempt position, Vacation and Sick Leave are converted using the following procedure:

• Vacation Leave: Ratio 1 full-time day to 8 hours of ET
• Sick Leave (conversion pro-rated depending on years of service)

4.19.8.1听听听Conversion Table for Transfer of Existing Sick Leave into ET/Sick Pool Days

8.1.4.1.1听 听If eligible the disability plan may contribute both the employer and employee contributions toward the regular retirement in which the former employee is enrolled.听

Note: All continuation periods of coverage for medical and/or dental run concurrently with COBRA provisions. Employees with less than five years of service are required to pay the full COBRA rate for continued coverage. Employees with five or more years of service are required to pay contributions at the same level as active employees and such contributions are subject to change.

8.1.4.2听听听If the individual meets the requirements for a 最快开奖直播搅珠结果 Retiree, they听receive听either retiree MCP听coverage through 最快开奖直播搅珠结果 or ARC (see USY V.A.6.2).

8.1.5听听听Reinstatement. If an employee听is able to work following a period of Long-Term Disability, the individual may apply for positions within 最快开奖直播搅珠结果; and if re-hired, the individual shall receive credit for prior years of service as referenced in USY V.C.11.

8.1.6听听听End of Disability Payments. When Long-Term Disability income ends, the former employee may elect to receive income according to their听retirement plan.

8.1.6.1听听听If the individual has reached at least age 62, they may be considered a 最快开奖直播搅珠结果 Retiree, if eligible, as defined in USY V.C.9.

8.2听听听Workers' Compensation while Disabled.

8.2.1听听听Continuation of Benefits. A status employee will be eligible to continue applicable coverage under the 最快开奖直播搅珠结果 benefits program after 18 months of a qualified disability absence according to the schedule below. (Note: Campus Human Resources Office has the continuation of benefits schedule applicable to individuals employed in status positions prior to 9/1/2002.)

8.2.1.1听听听Schedule.

Note: All continuation periods of coverage for medical and/or dental run concurrently with COBRA provisions. Employees with less than five years of service are required to pay the full COBRA rate for continued coverage. Employees with five or more years of service are required to pay contributions at the same level as active employees and are subject to change.

1.听Definition听Affirmative Action is a federal initiative introduced in the 1960鈥檚 that requires an active effort to eliminate discrimination, and to establish fair access and promote equal employment and/or educational opportunities of members of minority groups, women, and other 听underrepresented persons. (See USY V.C听for the non-discrimination policy.)

2. Authority

2.1听The Board of Trustees authorizes the Chancellor, in consultation with the Administrative Board, to
establish affirmative action policies and an affirmative action plan that comply with State and Federal legislation.

3.听Affirmative Action Officers

3.1听听听Each component institution shall designate an individual(s) who will be responsible for organizing its affirmative action program. Responsibilities include grievance resolution, training and professional development to improve the 最快开奖直播搅珠结果's affirmative action climate.

4.听Affirmative Action Plan

4.1听The purpose of affirmative action plan is to create a workforce that is an accurate reflection of the demographics of the qualified available workforce in the relevant job market and includes additional efforts to recruit, hire and promote qualified women, minorities and individuals with disabilities. 听An affirmative action plan covering the University System and each of its component institutions is adopted each year by the Administrative Board and posted on the 最快开奖直播搅珠结果 website.

4.1.1听听听Specific responsibilities are described in the employment and compensation sections. (Reference USY V.C and USY V.F)

1.听听听Authority.

1.1听 听The Board of Trustees (BOT) authorizes the Administrative Board to establish employment policies which comply with state and federal legislation and which seek to maximize the efficient and effective utilization of 最快开奖直播搅珠结果 Human Resources.

1.1.1听 听The Board of Trustees, under BOT V.C.2.3 has reserved to itself the authority to establish and听amend any employment policies applicable to Chief Executive Officers, Chief Academic Officers and the highest ranking financial or administrative officer.

1.2听 听The component institutions shall adopt such institutional policies as are necessary to meet the requirements of this policy.

2.听听听Equal Employment Opportunity/Affirmative Action.

2.1听 听In accordance with BOT.V.B.1 and USY V.B 最快开奖直播搅珠结果 shall act affirmatively in the recruitment, selection, and hiring of employees.

2.2听 听As required by the BOT Bylaw Article VI, 最快开奖直播搅珠结果 shall not discriminate in recruitment, selection and employment against any employee on the basis of sex, race, color, religion, age, national origin, sexual听orientation, gender identity or expression, physical or mental disability, marital status, veteran鈥檚 status, political orientation and/or activity as long as any such status or activity is lawful.

2.3听 听In compliance with the Genetic Information Nondiscrimination Act (GINA), 最快开奖直播搅珠结果 applicants and employees are protected from discrimination in employment based on genetic information. Genetic information includes information about genetic tests of applicants, employees, and/or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or听receipt of genetic services by applicants, employees, or their family members. Under GINA regulations, acquisition of genetic information is restricted and disclosure of genetic听information is strictly limited.

2.4听 听Communication-Internal/External. The component institutions shall be responsible for communicating and implementing 最快开奖直播搅珠结果's commitment to non-discrimination.

3.听听听Recruitment and Selection.

3.1听 Institutional Compliance Officer. The Chief Human Resources Officer or designee, in conjunction with the Affirmative Action Officer, shall be involved in the recruitment and selection process as listed below.

3.1.1听 听Consulting with the hiring authority on the job qualifications whenever authorization has been given to fill a vacancy or a new position is created;

3.1.2听 听Ensuring compliance with Equal Employment Opportunity and Affirmative Action requirements and the requirements of the Americans with Disabilities Act including the identification of essential functions of the position to be filled, as specified by USY V.C. 3.2.1, below;

3.1.3听 听Endorsing the advertisement before release;

3.1.4听 听Advising on the breadth of recruitment;

3.1.5听 听Determining the appropriateness of the applicant pool before finalizing the hiring process.

3.2听听听Pre-Advertising Requirements. The following steps shall be taken to define a vacant position before the vacancy is advertised:

3.2.1听 听The essential functions of the position shall be enumerated in writing in the job description to ensure compliance with the Americans with Disabilities Act.

3.2.1.1听 听In general, the term essential function means the fundamental job duties of the employment position the individual holds. A job function may be considered essential for any of several reasons, including but not limited to the following:

• The position exists specifically for the performance of that function;
• The number of employees who can perform that function is limited; and/or
• The function may be highly specialized so that the expertise or ability to perform the particular function is essential.

3.2.1.2听 听Evidence of whether a particular function is essential includes, but is not limited to:

• The employer's judgment
• Written job descriptions prepared before advertising or interviewing applicants for the job
• The percent of time spent on the job function
• The consequences of not performing the function
• The terms of a collective bargaining agreement
• The work experience of past incumbents in the job; and/or
• The work experience of incumbents in similar jobs

3.2.2听 听The position shall be classified in accordance with the 最快开奖直播搅珠结果 classification process established in USY V.F. Compensation.

3.2.3听 听The position shall be assigned a pay grade in accordance with the process described in USY V.F. Compensation.

3.3听听听Advertising. All external advertisements for 最快开奖直播搅珠结果 positions will state that the institution is an Equal Opportunity/Affirmative Action employer, normally designated in the ad as EEO/AA employer.

3.3.1听 听Faculty Positions.

3.3.1.1听 听Content of Advertising. All faculty announcements must include the title of the position, discipline, position responsibilities, tenure status, qualifications and a date before which no hiring will occur. Inclusion of the hiring salary is optional, to be determined by institutional policy or practice.

3.3.1.2听 听Breadth of Advertising. Each 最快开奖直播搅珠结果 institution will post position vacancies.听External advertising will normally include a minimum of one regional and one national source, and will normally include at least one professional source for tenure-track positions. Outreach to professional networks and graduate schools will be part of the normal search. Lecturers and Resident Artist positions may be advertised regionally only within appropriate affirmative action guidelines.

3.3.1.3听 听Duration of Advertising. The length of time for advertising faculty positions shall be consistent with the normal recruiting time necessary within the discipline and should be sufficient to seek out qualified applicants, including women, minorities, veterans, and those with disabilities. A minimum of 10 days after the first external advertisement appears is required before selection takes place.

3.3.2听 听Executive Officers, Academic Administrator (AA), Extension Educator (EE), and Exempt Salaried and Non-Exempt Hourly Positions.

3.3.2.1听 听Content of Advertising. All advertising for exempt and non-exempt positions shall include in the external advertisement the classification title and/or the operational title, qualifications for the positions, and a date before which no hiring will occur. The qualifications shall be consistent with those contained in the class specifications. Inclusion of salary information is optional, to be determined by institutional policy or practice. Internal advertisements must include the classification title and pay grade assignment.听 Any provision for including faculty rank or tenure as part of an executive officer or academic administrator advertisement must have prior approval of the Administrative Board.

3.3.2.2听 听Breadth of Advertising.听Each 最快开奖直播搅珠结果 institution will post position vacancies.听The breadth will vary by profession and type of recruiting market and will be determined by the institution鈥檚 Human Resources in conjunction with the recruiting department.

3.3.2.2.1听 听Internal applicants.听Internal applicants include: (1) active status employees who have typically completed the introductory period and (2) adjunct employees who have been employed within 最快开奖直播搅珠结果 for at least 12 months in total and who have worked at least 1,000 hours during the 12-month period preceding application for the position.听Student employment does not count toward internal applicant eligibility.

3.3.2.3听 听Duration of Advertising. The length of time for advertising shall be consistent with the norm for the profession to seek out qualified applicants, including women, minorities, veterans,听and those with disabilities. A minimum of 10 days advertising is required before interviewing and selection may occur. All applicants should be given full consideration in the application process.

3.4听听听Selection.

3.4.1听 听Search Committee. Institutional policy or practice will determine use and responsibilities of Search committees. Search committee composition and responsibilities shall be consistent with USY policy on non-discrimination and affirmative action requirements.

3.4.2听 听Selection Criteria.

3.4.2.1听 听Selection of candidates shall be based on a determination of the best match of applicant qualifications and job requirements. That determination shall be made on the basis of the essential functions, minimum qualifications and additional desirable qualifications as outlined in USY V.C.3.2.

3.4.2.2听 听Interviewing and selection shall comply with all state and federal requirements for non-discrimination, and uniform selection, as well as USY policy. Actions covered by this policy include but are not limited to:

• Asking illegal questions regarding age, sex, race, ethnicity, religion, marital status, gender identity or expression, disability, military discharge or criminal arrest
• Limiting, segregating or classifying qualified candidates or employees in a way that adversely affects their opportunities because of a disability.

3.4.3听 听Data Collection.

3.4.3.1听 听Information including name, gender, race, ethnicity, disability and veteran status of all finalists shall be collected and maintained. Reasons for hire and rejection shall be maintained for all women, minority, veterans, and disabled candidates when such candidates are identified.

3.4.3.2听 听最快开奖直播搅珠结果 Human Resources shall be responsible for reporting all data required by federal and state agencies as well as that established as part of the Affirmative Action Plan.听

3.5听 听Exceptions to normal recruitment and selection procedures and policies. There are circumstances under which advertising is not required or anticipated. (However, it is acceptable to advertise in any circumstance.) These appointments and circumstances typically are temporary arrangements. Institutional policy may establish specific approval procedures for exceptions to recruiting.

3.5.1听 听Appointment. The following appointments do not require advertising unless specifically designated by the institutional Affirmative Action Plan:听Adjunct faculty appointments, Adjunct employee appointments, Interim appointments, Acting appointments, Volunteers or unpaid positions, Visiting Faculty and Exchange appointments.

3.5.2听 听Circumstances. Under the following circumstances a candidate may be appointed to a status position without advertising:

• Reduction-In-Force as outlined in policy USY V.C.9.4
• Grant-funded positions as described in USY V.C.3.5.3.4 or
• Former employees currently on Long-Term Disability or Workers鈥� Compensation as described in USY V.A.8.1 and 8.2.

3.5.3听 听Individual exceptions. The institution鈥檚 Chief Human Resources Officer may make exceptions to advertising requirements with the concurrence of the Affirmative Action (AA) Office, or if there is no separate AA office, with concurrence of the 最快开奖直播搅珠结果 Chief Human Resources Officer. These exceptions are case specific and will typically be the result of insufficient recruiting time, settlement of employee/institutional transfer complaints or needs, or to comply with the intent of the employment policy. Such exceptions will be in writing.

3.5.4听 听Recruitment for Grant-Funded Positions. As a matter of policy and practice, departments are required to adhere to affirmative action/equal employment opportunity procedures when recruiting employees under a particular grant or contract except under the following circumstances:

3.5.4.1听 听When a grant or contract is being transferred from another institution, the Principal Investigator may bring along those employees who have been and will continue to be integral members of the research activity. Such individuals are advised that continued employment at 最快开奖直播搅珠结果 is contingent upon continued external funding; and additional employees must be recruited through regular procedures;

3.5.4.2听 听When a person(s) (generally not more than one or two) is specifically named in a proposal by the Principal Investigator and funding calls for or is contingent upon having a qualified individual(s) named who is essential to the successful completion of the project, then normal recruitment procedures to fill that position(s) will not be necessary;

3.5.4.3听 听When an individual not currently employed by 最快开奖直播搅珠结果 has written a proposal and gained endorsement from a 最快开奖直播搅珠结果 faculty member/administrator to be the Co-Principal Investigator so named in the proposal, that individual may be named as Co-Principal Investigator without recruitment.

In all cases, the following points remain in force:

3.5.4.4听 听The positions occupied by employees who transfer from other institutions or who are hired under the above listed circumstances will be classified and paid in accordance within normal 最快开奖直播搅珠结果 policies;

3.5.4.5听 听It is understood that there is no guarantee of continued employment for employees hired and supported by externally funded grants or contracts beyond the termination of the original external support or the extension of that same fund source;

3.5.4.6听 听All current policies, procedures, and benefits of 最快开奖直播搅珠结果 apply to grant-funded employees, including classification, wage, and salary policies on any new positions or any positions where change of fund sources occurs; and

3.5.4.7听 听An employee originally hired and supported by an externally funded grant or contract will听be subject to all the usual affirmative action/equal employment recruitment guidelines when applying for a 最快开奖直播搅珠结果 supported position.

4.听听听Placement.

4.1听 听Verification of Right to Work. In accordance with the Immigration Reform and Control Act, each 最快开奖直播搅珠结果 institution shall verify the identity and right to work of all new employees no later than three business days from the beginning of employment.

4.1.1听 听Temporary Social Security Numbers. In those instances when a new employee has applied for a Social Security Number and has not yet received it, but provides a copy of the verification letter or other proof of application to Human Resources, a temporary identification number may be used.

4.1.2听 听Each institution will identify a process for reporting the status of any employee with a pending Social Security number application to Human Resources by November 15th each year. If no such notification is received, the employee will be unable to work and placed on Leave Without Pay until updated documentation of the application status is received by Human Resources. If documentation听indicates that the application for a social security number is in process, the employee may continue to work.

4.2听 听Background Review. Offers of employment are contingent upon completion of the background check.

4.2.1听 听Purpose - to support the verification of credentials, criminal history, credit status and other information related to employment decisions. As part of the hiring process, 最快开奖直播搅珠结果 requires disclosure of relevant employment, education, and criminal history information. In order to promote a safe workplace and academic environment, all new hires will be subject to background reviews. Background reviews are regulated by federal and state statutes, such as the Fair Credit Reporting Act, The Americans with Disabilities Act, and Equal Employment Opportunity legislation. Each 最快开奖直播搅珠结果 institution shall establish specific procedures for background reviews that shall be applicable to the job and consistent with the requirements of this policy.

4.2.2听 听Process. Background reviews are required for all new hires in status positions and full-time adjuncts, full-time volunteers, current employees who are changing jobs if the job requires a higher level of review. Background reviews are required of part-time adjuncts and volunteers, unless an exception is made by the institution鈥檚 Human Resources.听No exceptions may be made for adjuncts and volunteers in the following categories:

• Working or volunteering in youth skills camps
• Handling financial, student, or personnel data or information
• Handling confidential or sensitive data or information
• Handling cash, checks, and/or credit card transactions
• Providing services to anyone under age 18
• Possessing keys/codes or other means of entry to living or working spaces
• Working with hazardous materials

4.2.2.1听 听Upon receipt of a completed and signed authorization from the finalist/new hire, Human Resources will initiate the appropriate background review, based on the requirements of the position. Refusal on the part of a finalist/new hire to authorize the review will make the individual ineligible for employment or volunteer services.

4.2.2.2听 听Levels of Background Review. The level and content of review will be determined by Human Resources and will be based on the duties and qualifications of the job being filled. A standard background review contains a criminal history check, including a sex and violent offender registry check, and verification of identity, employment; and, if required by the position, academic credentials, professional certificates, tax payment check, credit check, and/or Department of Motor Vehicle report.

4.2.2.2.1听 听In the case of Foreign Nationals, in addition to the above reviews, a criminal check of their prior country of residence is required if their visa and/or authorization to work in the United States is prior to implementation of the Patriot Act, October 12, 2001.

4.2.2.2.2听 听Anyone hired to work or volunteer in youth skills camps must have a criminal background review each year, as outlined in the administrative rules for NH RSA 485-A, Env-Wq 909.05:24, including a background check in NH and each state of residency since age 18 and a check of the national sex offender public registry.

4.2.2.3听 听If 最快开奖直播搅珠结果 has performed any of the above verification or history checks on an individual within the past year or their break in service is less than 120 days, a new background review will not be required, unless there are areas of review required by the job that were not covered in the previous review.

4.2.2.3.1听 听Exception. Those hired to work or volunteer in a youth skills camp shall be required to undergo a background review each year.

4.2.3听 听Review Results. An offer of employment may be withdrawn as a result of the background review. When such occurs, Human Resources will provide a copy of the background review report to the finalist/new hire who works with the background review vendor to correct any errors in the report. In all other instances, Human Resources will provide a copy of the report upon request. If a review results in a finalist/new hire no longer being considered for employment, Human Resources will notify the hiring department.

4.2.3.1听 听Criminal convictions. Finalists/new hires are automatically disqualified if they have been convicted within the past five (5) years for any felony or violent misdemeanor (crimes against persons, simple assault, sex offenses, weapons violations, child abuse, and domestic violence).

4.2.3.2听 听Other Convictions. The existence of other convictions does not automatically disqualify a finalist/new hire from employment.

4.2.3.2.1听 听If the criminal history check reveals convictions which the finalist/new hire disclosed on the employment application, Human Resources will review the report, including any additional information the finalist/new hire provides, before making a determination regarding employment. Relevant considerations may include, but are not limited to, the nature and number of convictions, their dates, and the relationship the conviction has to the duties and responsibilities of the job.

4.2.3.3听 听If unreported convictions are revealed in the criminal history check, the finalist/new hire may not be hired, unless they demonstrate the report is in error.

4.2.3.4听 听Falsification of information on application materials will result in termination of employment or withdrawal of an employment offer. (See also USY V.C.4.2.3 above.)

4.2.4听 听Record Retention and Disposal. Human Resources will maintain records or other information generated by background reviews in confidential files.听

4.3听 听Starting Salary for Status Employees. The Chief Executive Officer shall establish a designation of authority听for determination and offer of initial salary. That salary shall comply with USY policies (USY V.F.8) and shall be made in consultation with Human Resources.

4.4听 听Confirmation of Employment. All written confirmations of employment are considered to be notices of appointment, rather than contracts. All such appointment confirmations are subject to the policies established by the BOT, Administrative Board, and institution, unless specifically written to the contrary.

4.4.1听 听Letters of appointment shall include the following information:

• Beginning date of hire
• End date of appointment, if appointed/funded for a specific time period
• Eligibility for benefits (as described in USY V.A)
• Annual salary or hourly rate, and pay distribution information
• Classified and/or operational job title
• A statement that employment is subject to policy and where appropriate to labor contract agreements

4.4.2听 听Letters of appointment for Executive Officers shall include the information described in USY V.C.4.4.1. In addition the letter may describe other conditions of appointment such as housing for CEOs,听notice period or other compensation arrangements. Such letters shall be reviewed and approved by the Chair of the BOT and 最快开奖直播搅珠结果 General Counsel before being issued.

4.5听 听Accommodations. The institutions shall appoint a representative responsible for The Americans with Disabilities Act (ADA) accommodation compliance. Reasonable accommodations shall be made consistent with the guidelines of ADA and may include modifying existing employment facilities to make them readily accessible and usable by individuals with disabilities, as well as job modifications including, but not limited to, job restructuring, modified work schedules, re-assignment to vacant positions, acquiring or modifying听equipment devices, adjusting or modifying examinations, training material or policies, providing qualified readers or interpreters or other similar accommodations.

4.6听 听Post Employment Physical Examinations. Jobs pre-designated as requiring heavy physical work will require a听post-employment offer medical exam. This will comply with policy outlined in USY V.C.12.

5.听听听Orientation.

5.1听 听Each institution provides an employee orientation program. Information to be disseminated and delegation of other offices responsible for portions of orientation shall be determined by Human Resources.

6.听听听Appointments and Employment Relationships.

6.1听 听Definition. This section includes information about establishing position appointments and employment relationships and the types of relationships recognized within 最快开奖直播搅珠结果. All appointments and accompanying听conditions must comply with policy, regardless of funding source, unless otherwise covered by a Collective Bargaining Agreement (CBA).

6.2听 听Definitions of parameters important to each employment relationship.

6.2.1听 听Authority to Hire and Fire. All appointments are made by the Chief Executive Officer or their delegated authority.

6.2.1.1听 听Exceptions.

6.2.1.1.1听 听Executive Officers.听 The Chief Executive Officers (CEOs), the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions are appointed by action of the Board of Trustees (BOT).

6.2.1.1.2听 听Any Academic Administrator or other administrative appointment that includes the granting of tenure to a faculty position requires BOT approval.

6.2.1.1.3听 听BOT review and approval is required for initial faculty appointments that include tenure and for actions granting faculty tenure and promotions above the rank of Assistant Professor.听No such appointment can be effective until favorable action is taken by the BOT.

6.2.2听 听Benefits and Policy Eligibility. Each appointment shall be defined as hourly or salaried and status or adjunct. The definition of appointment status determines access to benefits and policies.

6.2.3听 听Hourly or Salaried. Based on standards described in the Fair Labor Standards Act (FLSA), each appointment will have a designation of hourly and eligible for overtime (non-exempt under FLSA), or salaried and ineligible for overtime (exempt under FLSA).

6.2.3.1听 听Compensation. Each appointment type has an applicable wage schedule, with the exception of faculty appointments which are determined by institutional policies or CBAs.

6.2.4听 听Appointment. Each appointment shall be designated as status or adjunct.

6.2.4.1听 听A status appointment is normally reserved for those with continued employment expectations which, however, shall not be construed to imply a commitment or a contractual obligation to provide employment. Status positions must be at least 75% time and are assigned a classification through the 最快开奖直播搅珠结果 classification process. Individuals with status appointments are eligible for 最快开奖直播搅珠结果 benefits consistent with BOT policy and other employment policies, including access to grievance procedures, unless they are otherwise covered by a CBA.

6.2.4.2听 听Adjunct appointments are temporary in nature, and/or less than 75% time, and exist primarily to allow 最快开奖直播搅珠结果 to meet emergency labor needs and offer no assurance, promise or intent of continuous employment; individuals hired in these appointments have no rights to formal grievance procedures and limited benefits as defined in policy.

6.2.4.3听 听With appropriate approvals and in accordance with other conditions (see USY V.F.7), status employees may accept adjunct appointments in addition to their status appointments.听 Each 最快开奖直播搅珠结果 institution shall establish reasonable limits on additional appointments for status employees and shall monitor such appointments to ensure compliance.

6.2.5听 听Duration and Commitment. Appointments are based on a Fiscal Year, which is 12 consecutive months, beginning each July 1 and ending the following June 30; or on an Academic Year of approximately nine months, with the exact dates being determined every year by each campus. The specific dates of percent-time appointments are determined each fiscal year, based on the calendar for that year.

6.2.5.1听 听Appointment Percentage for status appointments. Each status appointment is either full-time for the fiscal year (July 1 - June 30) or at least 75% of the fiscal year. Faculty academic year appointments with a full schedule shall be considered full-time appointments (100%).

6.2.5.1.1听 听Involuntary Percent-Time Reduction in Exempt and Non-Exempt Employee Appointments. In cases of involuntary, percent-time reduction in employee appointments, adequate notice of such reduction, in writing, will be given to the employee affected. The notice period will be at least听60 calendar days for employees when the percent-time reduction amounts to more than 10%, or when the reduction affects the employee's status, i.e., reduction to below 75%.

6.2.5.2听 听Appointment percentage for adjunct appointments. Adjunct appointments are generally non-exempt hourly, with a percentage based on the number of hours worked per week, based on a 40-hour work week.听 Salaried adjunct appointments are based on the number of full days worked per week, based on a five-day work week. Adjunct faculty appointments are based on the number of courses taught each semester.

6.2.5.3听 听Term Appointments.听Employee appointments may be established as a term appointment with a minimum duration of one year and normal maximum duration of three years. In situations requiring budgetary review and justification it may be possible for the term appointment to extend up to a total of five years.

6.2.5.4听 听Transitional Appointments.听Under certain circumstances, status employees may assume transitional appointments.

6.2.5.4.1听 听Temporary upgrade. The appointment of an employee to a higher classification. Such appointment normally includes an increase to the employee鈥檚 pay rate. If the appointment is for a period of six months or more, the higher rate becomes benefits-eligible.

6.2.5.4.2听 听Acting Appointment. An Acting Appointment is made at the initiation of the institution and is one in which the employee retains a significant proportion of their duties and responsibilities in the status position held when an acting appointment is made. Normally, such appointment is for a minimum ninety (90) days and a maximum of less than six months. The employee retains their former classification and benefits privileges accorded by the status appointment held at the time the acting appointment is made. Extra compensation for the appointment is paid by additional pay (see USY V.F.7.5.3).

6.2.5.4.3听 听Apprentice. When a new or current status non-exempt hourly employee does not meet the "journey" level qualifications of a trades or crafts position classification, an appointment is indicated by an "apprentice" suffix, such as "Electrician - Apprentice". The pay range for an apprentice is established two ranges below the pay range for the journey-level classification. Human Resources, in conjunction with the position's supervisor, will determine the initial pay rate within that range as well as any wage adjustments that may be given during the period of the apprenticeship. The supervisor, in conjunction with Human Resources, develops an apprentice program for the employee and includes formal guidelines for skill attainment and a prescribed course of instruction toward the attainment of experience and skills within the craft or trade. The apprenticeship program may take up to five years, and the apprentice suffix terminates when the incumbent reaches the "journey" level. When the apprentice meets the minimum acceptable qualifications for the job, they will be deemed to have received a promotion to the journey-level position.

6.2.5.4.4听 听Conditional Appointment. When a new employee or current status employee does not meet the minimum qualifications of a position classification, a conditional appointment may be considered. Such appointments are limited to classifications requiring specific educational or experience requirements. A development plan is designed by Human Resources, the hiring department, and the employee. The plan includes target dates for completion of educational levels, experience requirements, and/or benchmark skills, as applicable. A copy of the plan is normally kept in the employee鈥檚 employment file and periodically reviewed. The conditional appointment may take up to two years听 (see USY V.C.8.1)听 Although employees in introductory periods are normally not eligible for the tuition benefit (see USY V.A.4.7.2.2), employees in conditional appointments will have access to the tuition benefit for themselves if use of the tuition benefit is part of their development plan.

6.2.5.4.5听 听Interim Appointment. An Interim Appointment is a temporary appointment to a position for six (6) months or more and made at the initiation of the institution. If an employee is appointed, they do not retain a significant proportion of their duties and responsibilities in the status position they held when the interim appointment was made. An interim appointment of six (6) months or more may also be utilized when there is a temporary staffing need. In such cases, the individual appointed is not a current 最快开奖直播搅珠结果 employee at the time of assuming the duties of the interim appointment. The benefits calculation base is the annualized salary rate of the interim appointment for the duration of听that appointment. In the case of appointing a current employee, eligibility for all other benefits is derived from the employee鈥檚 original position.

6.3听 听Types of Employment Relationships.

6.3.1听 听Non-exempt Hourly. Status appointments that include administrative, crafts, certain technical, service, and maintenance employees, who are paid by the hour, are considered non-exempt under the Fair Labor Standards Act, and may be established for a specific time period. They are eligible for overtime and other additional pay as defined in USY V.F.7.3. Each appointment position has been through the institution classification process and assigned a classification, based on the specific job duties of the position. Each classification has an assigned pay range.

6.3.1.1听 听Benefits and Policy Eligibility. Status non-exempt appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in benefits programs according to the percentage of the appointment.

6.3.1.2听 听Additional Appointments. Non-Exempt employees may assume adjunct hourly appointments if they are outside the hours of their regular status appointments. In such cases, all hours worked will be combined for overtime purposes and a "blended" overtime rate applied. See USY V.F.7 for more specific information concerning the various circumstances surrounding the acceptance and payment of such appointments.

6.3.1.3听 听Duration and Commitment. The status appointment percentage is determined by the number of hours worked per fiscal year and is based on a typical full-time appointment.

6.3.2听 听Adjunct hourly (non-exempt) appointments. These appointments are paid by the hour and considered non-exempt under the Fair Labor Standards Act. They are eligible for additional pay such as overtime, stand-by pay, shift, and call-back pay as defined in USY V.F.7.3. There are three types of adjunct hourly staff: casual, part-time and temporary.

6.3.2.1听 听Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of hours scheduled to work per week against a 40-hour work week. They offer no assurance, promise, or intent of continuous employment.

6.3.2.1.1听 听Casual appointments may be reappointed each fiscal year without limit as long as no year exceeds a total of 200 hours.

6.3.2.1.2听 听Part-time appointments are less than 30 hours per week and can be renewed with no limit at the discretion of the hiring department.

6.3.2.1.3听 听Temporary appointments are 30 or more hours per week and may be renewed for up to three fiscal years.听At the end of the three years, the appointment ends, the appointment changes to part-time, or the appointment changes from adjunct to status.

6.3.2.1.3.1听 听Exception. Working in conjunction with Human Resources, the CEO or their designee may extend a full-time temporary appointment for up to a maximum total appointment of five fiscal years.

6.3.3听 听Student appointments. These appointments are adjunct in nature, paid by the hour, and considered non-exempt under the Fair Labor Standards Act. They are eligible for additional pay such as overtime and stand-by pay as defined in USY V.F.7.3. For all other purposes, persons having such appointments will be considered students. All College Work Study appointments must be approved by the campus鈥檚 financial aid department.

6.3.3.1听 听Benefits and Policy Eligibility. Adjunct student appointments have limited benefits other than those required by law (see USY V.A.3).

6.3.3.2听 听Duration and Commitment. Adjunct student appointments are appointed on an as-needed basis, with hours accommodating the student's academic class schedule.

6.3.3.3听 听Types of Student Appointments.

6.3.3.3.1听 听Student Hourly. Student employees whose compensation is charged to the direct labor budget of the department for which they work.

6.3.3.3.2听 听College Work-Study. Student employees whose compensation comes partially from federal funding sources administered by the campus鈥� financial aid department and partially from the employing department's direct labor budget.

6.3.4听 听Graduate Student Appointments. These are adjunct appointments made to a post-baccalaureate student admitted to the Graduate School. Graduate appointments require the recommendation of the appropriate department and approval of the appointment by the Graduate School.

6.3.4.1听 听Benefits and Policy Eligibility. Graduate Adjunct appointments have limited benefits other than those required by law (see USY V.A.3).

6.3.4.2听 听Duration and Commitment. Graduate appointments are established with specific appointment dates. Each type of graduate student appointment has limitations on the length of appointment.

6.3.4.3听 听Types of Graduate Appointments. Graduate appointments are assigned to teaching, research or other areas as needed. Appointments are made for one academic year, but may be renewable.

6.3.5听 听Exempt Employees (Non-Faculty). Exempt employees are status appointments to administrative positions such as directors, managers, and supervisors; professional positions, such as accountants, artists and engineers; and upper level technical staff such as information technologists and research engineers. These are salaried appointments, exempt under the Fair Labor Standards Act, and may be established for a specific time period. Each appointment position has been through the 最快开奖直播搅珠结果 classification process and assigned a specific classification based on the job duties of the position. Each classification has an assigned pay grade.

6.3.5.1听 听Benefits and Policy Eligibility. Status Exempt appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage.

6.3.5.2听 听Additional Appointments. Exempt employees may assume adjunct appointments if they are outside the appointment dates of their regular status appointments. See USY V.F.7 for more specific information concerning the various circumstances surrounding the acceptance and payment of such appointments.

6.3.5.3听 听Duration and Commitment. The status appointment percentage is determined by the number of days of the appointment per fiscal year and is based on a full-time appointment.

6.3.6听 听Adjunct Exempt Salary Employees (Non-Faculty) appointments. These are salaried, adjunct appointments that are exempt under the Fair Labor Standards Act. There are two types of adjunct salaried staff: part-time and temporary.

6.3.6.1听 听Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% or more are eligible to contribute to a retirement fund and to an individual medical plan for which there are no matching contributions by 最快开奖直播搅珠结果. Those who work 30 hours or more per week may be eligible for medical coverage under the Affordable Care Act (see USY.V.A.5.2).

6.3.6.2听 听Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of days scheduled to work against a 260-day work year. Such appointments offer no assurance, promise or intent of continuous employment.

6.3.6.2.1听 听Part-Time appointments can be renewed with no limit at the discretion of the hiring department.

6.3.6.2.2听 听Temporary appointments must be made for at least one fiscal year and must be at least 75% time (195 full-time days) and can be renewed for no more than three fiscal years. At the end of three years, the appointment ends, the appointment changes to part-time, or the appointment changes from adjunct to status.

6.3.6.2.2.1听 听Exception. Working in conjunction with Human Resources, the CEO or their designee may extend a full-time temporary appointment for up to a maximum total appointment of five years.

6.3.7听 听Executive Officers (EO) with the exception of Chief Executive Officers (CEOs), the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions. Executive Officers are status appointments to key administrative positions that have the highest level and broadest scope of authority and responsibility, including System-wide impact, within a 最快开奖直播搅珠结果 institution or the System Office, other than the CEO. These are salaried appointments and exempt under the Fair Labor Standards Act.

6.3.7.1听 听Benefits and Policy Eligibility. Executive Officer appointments provide 最快开奖直播搅珠结果 benefits consistent with BOT policy (see USY V.A.2 and other employment policies). Percent-time status appointments allow for participation in the benefits program according to the percentage.

6.3.7.2听 听Duration and Commitment. Executive Officers are appointed with the expectation of continuing employment.

6.3.8听 听Academic Administrators (AA).听 Academic Administrators are appointments to individuals with either primary or secondary responsibility for the administration of the activities of a major academic unit (school/college) or program of 最快开奖直播搅珠结果. Many, but not all听AA appointments include a faculty appointment within a particular department or discipline. AA appointments with tenure are authorized by the Executive Committee of the BOT. These are salaried appointments and exempt under the Fair Labor Standards Act.听AA are appointed on a fiscal year basis.

6.3.8.1听 听Benefits and Policy Eligibility. AA appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage.

6.3.8.2听 听Duration and Commitment. AA are exempt for purposes of salary policy and are appointed on a fiscal-year employment basis.

6.3.9听 听Extension Educators (EE). Extension Educators are status, professional staff of the 最快开奖直播搅珠结果 Cooperative Extension. EE employees are located at UNH and in each of the ten counties in New Hampshire. These are salaried appointments and exempt under the Fair Labor Standards Act. Their primary responsibility is the assessment, development, and implementation of continuing non-formal educational programs for the people of New Hampshire. They hold appointments in one of a series of EE or Extension Faculty ranks.

6.3.9.1听 听Authority to Hire and Fire. The BOT delegates EE appointments and appointment actions to the Chief Executive Officer or their delegated authority.

6.3.9.1.1听 听Exception. Any Extension appointment which includes the granting of tenure to a faculty position requires BOT approval.

6.3.9.2听 听Benefits and Policy Eligibility. Status EE appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage.

6.3.9.3听 听Duration and Commitment. The status appointment percentage is determined by the number of days of the appointment per fiscal year and based on a typical full-time appointment of 260 days. All EE serve an introductory period through their first full year of employment, during which time they will have no recourse to grievance procedures if they are terminated for any legal reason (see USY V.C.8.1).

6.3.9.4听 听Extension Educator Ranks. The EE rank system is designed for all professional employees whose primary role is that of educator. Excluded from this ranking system are those Cooperative Extension specialists who hold academic appointment (Faculty rank) in academic departments. The ranks are as follows:

6.3.9.4.1听 听Extension Instructor. (Entry Level) The minimum educational requirements for initial appointment are Master's degree with no experience or Bachelor's degree in appropriate subject matter area with at least three years of relevant experience. The minimum time in rank when hired with a Master's degree is two years. When hired with only a Bachelor's degree, continued employment is contingent on obtaining a Master's degree within seven years of hire. The employee will have probationary status as an Extension Educator until the Master's degree is earned. Promotion to Assistant Extension Educator does not require the formal promotion process and occurs when the educator has obtained the Master's degree and two years of relevant experience.

6.3.9.4.2听 听Assistant Extension Educator. Shall have completed an advanced degree (at least Master's) with two years of relevant or Extension experience. Requires proven competence in subject matter areas, with evidence of ability to apply the process of determining client needs, to establish program priorities, to design/implement Extension educational programs, and to improve professional competence. The minimum time in rank for promotional purposes is five years.

6.3.9.4.3听 听Associate Extension Educator. Shall have completed an advanced degree (at least Master's) with seven years of relevant or Extension experience. Requires a proven high level of competence in subject matter areas, with evidence of a high level of ability to apply the process of determining client needs and establishing program priorities. Must also show evidence of creative performance in the design/implementation of Extension educational programs with state/regional recognition as an Extension Educator. The minimum time in rank for promotional purposes is six years.

6.3.9.4.4听 听Extension Educator. Shall have completed an advanced degree (at least Master's) with thirteen years of relevant Extension experience. Requires proven recognized outstanding leadership in appropriate subject matter areas, with evidence of outstanding ability to apply the process of determining client needs and establishing program priorities. Must also show evidence of a consistently high level of ability and competence in all phases of designing and implementing Extension educational programs with state, regional, and national recognition as an extension educator.

6.3.9.4.5听 听Extension Specialist. An Extension appointment which requires extensive training and expertise in a subject area but has no academic affiliation.

6.3.9.4.6听 听County Coordinator. There are four levels of EE rank classifications to identify those individuals who are county EE, are located in each of the ten counties, and have administrative responsibilities. Such individuals have the suffix "County Coordinator" after their EE rank, and are assigned a salary range higher than that of regular EE rank to compensate for their additional duties. Example: Associate EE/County Coordinator.

6.3.9.5听 听Extension Faculty Ranks. Extension faculty have specialized training and experience in an academic discipline and provide disciplinary expertise and educational curriculum for Cooperative Extension outreach programs, and they have proficiency in program development and evaluation, group process and facilitation and leadership development. A Master鈥檚 degree and extensive training and experience are minimum requirements for Extension Faculty. A Doctorate is preferred. Individuals are eligible for appointments in the Extension faculty track when their appointments are within an academic department/program. They are not eligible for sabbatical leave or tenure, but do follow the Extension Educator ranking system promotion guidelines, overseen by the Extension Educator Promotion Committee.

6.3.9.5.1听 听Extension Instructor and Extension Specialist. (Entry Level) The minimum time in rank when hired with a Master鈥檚 degree is two years. Promotion to Assistant Extension Professor does not require the formal promotion process and occurs when the individual has obtained two years of relevant experience.

6.3.9.5.2听 听Extension Assistant Professor and Extension Specialist. Shall have completed an advanced degree (at least Master's) with two years of relevant or Extension experience. Requires proven competence in subject matter areas, with evidence of ability to determine client needs, to establish program priorities, to design/implement Extension educational programs, and to improve professional competence.

6.3.9.5.3听 听Extension Associate Professor and Extension Specialist. Shall have completed an advanced degree (at least Master's) with several years in teaching/Extension work. Requires a proven high level of competence in subject matter areas, with evidence of a high level of ability to determine client needs and to establish program priorities. Must also show evidence of creative performance in the design/implementation of Extension educational programs with state/regional recognition as an Extension Educator.

6.3.9.5.4听 听Extension Professor and Extension Specialist. Shall have completed an advanced degree (earned doctorate) with many years of teaching/extension or related work. Requires proven recognized outstanding leadership in appropriate subject matter areas, with evidence of outstanding ability to determine client needs and to establish program priorities. Must also show evidence of a consistently high level of ability and competence in all phases of designing and implementing Extension educational programs with state, regional and national recognition as an extension educator.

6.3.10听 听Benefits and Policy Eligibility. Adjunct Extension appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% or more are eligible to contribute to a retirement fund. Those who work 30 hours or more per week may be eligible for medical coverage under the Affordable Care Act (see USY.V.A.5.2).

6.3.10.1听 听Duration and Commitment. Adjunct Extension appointments are appointed on an as-needed basis with the percentage calculated on the number of days scheduled to work against 260-day work year.

6.3.10.1.1听 听Extension Lecturer. The employment category of Extension Lecturer is an appointment of temporary, adjunct nature to cover persons employed for a period of less than one year.

6.3.11听 听Tenure Track Academic Faculty & Librarians (full-Time). Status faculty and librarians who have demonstrated scholarly and professional competence in a recognized academic discipline or service and who are engaged in teaching and/or research pertaining to teaching are considered academic faculty. These are salaried appointments and exempt from the Fair Labor Standards Act.

6.3.11.1听 听Benefits and Policy Eligibility Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures, unless they are otherwise covered by a CBA.

6.3.11.2听 听Duration and Commitment. Each status academic faculty and librarian appointment is either for the academic year (as defined by each institution) or the fiscal year. Faculty and librarian academic year appointments with a full schedule shall be considered full-time appointments (100%). Fiscal year appointments can be full-time for the fiscal year (July 1 鈥� June 30) or a percentage of the fiscal year. It is understood that persons holding an academic year appointment as full-time faculty members hold professional annual appointments which may include responsibilities or requests for professional contributions outside of the "active" dates of appointment. Prior to attaining tenure, status academic faculty appointments have one-year appointment terms which may be renewed. Policy, faculty handbooks and/or CBAs may specify conditions, reviews and maximum time frame for reappointment without tenure (see USY V.C.6.3.11.4). However, it is expected that non-renewal may occur for any reason that is not based upon illegal discrimination. Notice periods for non-renewal shall be defined in campus policy, faculty handbooks and/or CBAs.

6.3.11.3听 听Academic Faculty Rank. An individual with an appointment as Instructor, Assistant Professor, Associate Professor, or Professor is recognized as holding academic rank in a particular college, school or academic division of an institution of the 最快开奖直播搅珠结果. An individual who is not a member of the faculty but who is appointed to an administrative position may be accorded academic rank by the campus CEO, upon recommendation and/or concurrence of the appropriate campus academic officers/departments. A tenured member of the Faculty appointed to an administrative position will normally maintain their previous academic rank and tenure. Specific requirements for awarding of rank are included in CBAs or faculty handbooks as appropriate. Appointments to academic rank are made within the following guidelines:

6.3.11.3.1听 听Instructor: The initial academic rank for "tenure track" and shall be reserved for persons who have made substantial progress toward completion of formal advanced study appropriate to the area of expertise (discipline/field of study) or level of the program of instruction.

6.3.11.3.2听 听Assistant Professor: Shall have completed a terminal degree appropriate to their field and shall have had successful teaching or other relevant experience.

6.3.11.3.3听 听Associate Professor: Shall have attained a terminal degree, have had several years of successful teaching or other relevant experience, and shall have shown evidence of professional development and scholarly interest.

6.3.11.3.4听 听Professor: Shall have a background of successful teaching and research, marked听by the perspective of maturity and experience, and some outstanding creative attribute recognizable in the academic world as a special asset to an institution of higher education.

6.3.11.4听 听Faculty Tenure. This appointment is reserved for those full-time academic ranked faculty who will be subject to campus policy, guidelines and where applicable, CBAs, regarding tenure. Subject to the exception set forth in USY.V.C.6.3.11.4.1 below, such appointments are made only to positions funded entirely by Education and General (E&G) funds, a designated endowment, or some combination of those two.

6.3.11.4.1听 听Exception. A campus may appoint faculty to tenure track positions partially funded from sources other than E&G funds or a designated endowment only under the following conditions:

• Has a policy enabling such appointments.
• The policy establishes a prudent limitation on the proportion of funding for any such position which may come from sources other than E&G funds or a designated endowment.
• The policy clearly states that the reduction or loss of funding from sources other than E&G funds or a designated endowment may occur: (i) at any time; and (ii) without prior notice to the faculty member.
• The policy clearly states that the reduction or loss of funding from sources other than E&G funds or a designated endowment may not be the basis of a faculty member's grievance through any internal process, except to the extent such loss or reduction is alleged to be the result of illegal discrimination.
• The policy clearly states that in the event of the reduction or loss of funding from sources other than E&G funds or a designated endowment, the institution may, at its sole discretion, reduce the percent time attribute of the position by an amount sufficient to account for the reduction or loss of funding.
• The appointment letter to the faculty member clearly states the amount of salary that is subject to reduction or elimination even while the faculty member may continue to hold the tenure track appointment.
• The appointment letter to the faculty member clearly states that the institution is under no obligation to replace reduced or lost funding from sources other than E&G funds or a designated endowment.

6.3.11.5听 听Faculty Fellow. A faculty member may be temporarily appointed as a Faculty Fellow to an administrative office or assigned special tasks on behalf of the institution. Such an individual retains their status and benefits as a faculty member. Alternatively, they may receive additional compensation and/or release time for such responsibilities (see USY V.F.7.4.2.1).

6.3.12听 听Research Faculty. Research Faculty are those status faculty who have research as their principal assignment. These are salaried appointments and exempt under the Fair Labor Standards Act. They are not eligible for sabbatical leave or tenure. (USY V.C.6.3.11.4).

6.3.12.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures, unless they are otherwise covered by a CBA. Percent-time status appointments allow for participation in the benefits program according to the appointment percentage.

6.3.12.2听 听Duration and Commitment. Research Faculty appointments are subject to the duration and conditions of a research project.

6.3.12.3听 听Research Faculty Rank. Faculty rank is applicable to research faculty.

6.3.12.3.1听 听Research Assistant Professor shall have completed formal advanced study appropriate to their field and shall have demonstrated success in carrying out externally funded research.

6.3.12.3.2听 听Research Associate Professor shall have completed formal advanced study, had several years of successful research experience, and have shown clear evidence of their ability to conceive and perform independent research and to obtain external funding for their research.

6.3.12.3.3听 听Research Professor shall have a background of successful research, marked by maturity and experience, that has earned them a national and/or international reputation in the field.

6.3.13听 听Clinical Faculty. Clinical faculty are status faculty who have specialized training and experience in a professional field. These are salaried appointments and exempt from the Fair Labor Standards Act. It is expected that clinical faculty have expertise in three areas in a clinical or practice setting: direct services to clients, supervision, and teaching. They assist students to acquire the skills needed in a professional environment. They are not eligible for sabbatical leave or tenure.

6.3.13.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2), consistent with BOT policy, and for other employment policies, including access to grievance procedures.

6.3.13.2听 听Duration and Commitment. Clinical faculty appointments are made for a one to five year term and are renewable.

6.3.13.3听 听Clinical Faculty Rank. Faculty rank is applicable to clinical faculty.

6.3.13.3.1听 听Clinical Instructor. This rank is for a faculty member who holds current licensure/certification as appropriate to the field.

6.3.13.3.2听 听Clinical Assistant Professor. The initial rank for a faculty member who has successful teaching or other relevant experience, holds current licensure/certification as appropriate to the field, and has significant professional experience post Master's degree in the appropriate field.

6.3.13.3.3听 听Clinical Associate Professor. This rank requires several years of successful teaching or other relevant experience, shown evidence of professional leadership and scholarly activity, and holds current licensure/certification as appropriate to the field.

6.3.13.3.4听 听Clinical Professor. This rank requires a background of successful teaching, marked by the perspective of maturity and experience, an outstanding creative attribute recognizable in the professional and academic world as a special asset to the campus, and holds current licensure/certification as appropriate to the field.

6.3.14听 听Part-time Status Faculty with Academic Rank. Part-time faculty hired into non-tenure track appointments for an academic year. These are salaried appointments and exempt from the Fair Labor Standards Act. Such faculty are not eligible for tenure or sabbatical leaves.

6.3.14.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures.

6.3.14.2听 听Duration and Commitment. Part-time status faculty appointments are made for a specific academic year and are renewable, as applicable by campus policies.

6.3.14.3听 听Faculty Rank. Campus policy will determine the appropriate faculty rank for part-time status faculty.

6.3.15听 听Lecturers. Faculty hired into non-tenure track lecturer appointments for a specific period of time. These are salaried appointments and exempt from the Fair Labor Standards Act. Such faculty are not eligible for tenure or sabbatical leaves.

6.3.15.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for employment policies, including access to grievance procedures unless covered by a CBA.

6.3.15.2听 听Duration and Commitment. Lecturer appointments are made for a specific period of time and are renewable, as applicable by campus policies and applicable CBAs.

6.3.15.2.1听 听Contract status lecturers are hired for at least one academic year.

6.3.15.2.2听 听Resident Artists are faculty providing practical instruction in the performing, creative, and visual arts, when the interest of the faculty member or the demand for such faculty requires less than a permanent position. The appointment period may be indefinite unless otherwise restricted by campus policy or CBAs.

6.3.16听 听Adjunct Faculty, including adjunct librarians. These are salaried adjunct appointments and exempt from the Fair Labor Standards Act. These faculty are engaged in teaching and/or academic research.

6.3.16.1听 听Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Those who work 30 hours or more per week may be eligible for medical coverage under the Affordable Care Act (see USY.V.A.5.2).

6.3.16.2听 听Duration and Commitment. Adjunct faculty appointments are appointed on an as-needed basis with the percentage calculated on the number of courses they teach each semester.

6.3.17听 听Special Employment Situations.

6.3.17.1听 听Contract Appointments. The CEO of the institution or their designee shall have the authority to extend an employment contract to employees listed below to cover up to five years of employment. These contract appointments differ from normal appointments in that a set term of employment may be specified, subject to 最快开奖直播搅珠结果 policy on reduction-in-force and other policies not related to the evaluation of job performance. Contract appointments for Directors of Athletics and Athletic Coaches are subject also to compliance with NCAA regulations.听Examples of those eligible for such appointments are:

• Directors of Athletics
• Athletic Coach I, II, III
• Any exempt classified coach designated as "Head Coach"
• Advancement employees at the executive level or whose performance goals are in large part objective measures.

6.3.17.1.1听 听It is expected that such contracts may include either (1) a salary commitment of only one year at a time, subject to the annual salary increase guidelines; or (2) a specified salary commitment for each year of the contract.

6.3.17.1.2听 听Compensation commitments will be based on the salary range for the position classification. Contract language may also make one-time bonus incentives conditional on specified performance standards. Contract language may include supplemental income in lieu of perquisites such as employer paid cars, or golf club memberships. For Directors of Athletics and Athletics Coaches contracts may include options for income based on additional services such as summer camps and appearances.

6.3.17.1.3听 听Unless authorized by the process noted below, contract language may not include:

• Deferred compensation
• Salary increases which would result in a direct annual salary in excess of the 10% of the classified pay range
• Total salary level (supplemental salary and direct salary, but not including the value of employee benefits) in excess of the 75th percentile of an agreed upon comparison group by institution and by sport; and/or in excess of 75% of the institutional CEO salary
• Outside income paid by booster or foundation groups
• Automobiles, housing allowance, or other in-kind forms of compensation

6.3.17.1.4听 听It is anticipated that institutional strategic considerations may sometimes require compensation terms in excess of the delegated authority of the CEO. In such cases the Administrative Board may authorize the exception after consultation with Human Resources. Such request shall be accompanied by a rationale for the proposal including comparative compensation data and the basis for continuing compliance with legal requirements including Title IX, Title VII, and the Equal Pay Act.

6.3.17.2听 听Employees not covered by the Fair Labor Standards Act (FLSA). Some employees, such as听those teaching, working summer camp jobs, or serving as residence hall assistants, are exempt from the FLSA and may be paid stipends for their work.

6.3.17.3听 听Retirement Transition. This policy describes an appointment for a status employee to transition to retirement status regardless of appointment funding source.

6.3.17.3.1听 听Eligibility. A status employee who has attained at least age 59陆 and has ten or more years of status service within 最快开奖直播搅珠结果 may apply for a retirement transition.

6.3.17.3.2听 听Approval. Unless otherwise defined by institution policy, institutional approval shall mean approval of the employee鈥檚 written retirement transition plan by the appropriate departmental dean/director and Vice-President (or equivalent) for the area.

6.3.17.3.3听 听Conditions. The reduced appointment may normally be between 80-50%, but not less than 50%, and may be selected for a period of up to three years. The employee remains subject to 最快开奖直播搅珠结果 policies, including performance requirements and reduction-in -force policies. Campus policies may also apply.

6.3.17.3.3.1听 听Benefits. Status benefits continue at the employee rate for the duration of the retirement transition. Life Insurance, Disability Insurance, and Retirement contributions are based on the reduced appointment salary. Tuition benefits and paid leave time are based on the reduced appointment percentage.

6.3.17.3.3.2听 听Retirement Funds. The employee may choose to begin payment from their 最快开奖直播搅珠结果 retirement income funds while continuing to be employed on a reduced basis in a status position for the period of the retirement transition.

6.3.17.3.4听 听Exclusions. Provisions of this policy do not apply to employees who are members of CBAs.

6.4听 听Non-Employment Relationships. A category of persons who have informal service relationships with 最快开奖直播搅珠结果 institutions.

6.4.1听 听Affiliate Faculty with Rank. Those faculty from a different college/department than the appointment location, or from outside the college/university who volunteer their time to the college/university's education, research, and/or service activities on a limited-time basis. Affiliate faculty may be titled Affiliate Instructor, Affiliate Assistant Professor, Affiliate Associate Professor, or Affiliate Professor, based on experience as determined by the campus.

6.4.1.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits, except those that 最快开奖直播搅珠结果 is legally obligated to provide.

6.4.1.2听 听Duration and Commitment. The time period for the appointment is for one to three years and is renewable as determined by campus administration.

6.4.2听 听Visiting Faculty. Visiting faculty members are individuals who hold regular faculty appointments at other institutions of higher education and who contribute to the educational or research activities of a 最快开奖直播搅珠结果 institution, either full-time or part-time. Visiting faculty may be appointed as Visiting Instructor, Visiting Assistant Professor, Visiting Associate Professor, or Visiting Professor, as determined by the institution.

6.4.2.1听 听Benefits and Policy Eligibility. The relationship involves full, part-time, or no compensation. These appointments are only eligible for benefits consistent with BOT policy (see USY V.A.3.1) and employment policies, and those benefits that 最快开奖直播搅珠结果 is legally obligated to provide.

6.4.2.2听 听Duration and Commitment. The time period for the appointment is determined by campus administration. All such appointments shall be for one semester or one academic year and shall be renewable. Visiting faculty members do not normally accrue time toward tenure at their visiting campus.

6.4.3听 听Clergy.

6.4.3.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits, except the tuition benefit. The Vice President/Dean of Student Affairs verifies their eligibility for the Tuition Benefit for themselves and/or spouse and dependent children under policy (see USY V.A.9).

6.4.4听 听R.O.T.C. Members of the United States Armed Services who fulfill instructional responsibilities under the aegis of the formal R.O.T.C program.

6.4.4.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits, except those benefits 最快开奖直播搅珠结果 is legally obligated to provide and the tuition benefit. The Vice President/Dean of Student Affairs verifies their eligibility for the Tuition Benefit for themselves and/or spouse and dependent children under policy (see USY V.A.9.1.3).

6.4.5听 听Volunteers. Persons in each 最快开奖直播搅珠结果 institution鈥檚 community and members of the 最快开奖直播搅珠结果 community may volunteer their service to an institution. Status and adjunct employee鈥檚 volunteer work must be different than the work for which they are compensated by 最快开奖直播搅珠结果. As volunteers they normally will not receive any direct or indirect compensation and must comply with all 最快开奖直播搅珠结果 policies.

6.4.5.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits except for those that 最快开奖直播搅珠结果 is legally obligated to provide.

6.5听 听Retiree Relationships.

6.5.1听 听Retirees. Those who retire from the University System at age 62 or older and have 10 or more years of service are considered 最快开奖直播搅珠结果 retirees. See Retiree definitions in USY V.C.9.2.1.

6.5.1.1听 听Privileges. The privileges of retirees are defined by each institution.

6.5.1.2听 听Adjunct employment after Retirement. Employment may be part-time or full-time. The availability and specific work assignment after retirement must be mutually acceptable to both the retiree and department and appropriate administrative approvals on a year-to-year appointment basis. Retirees are not eligible for benefits except those benefits 最快开奖直播搅珠结果 is legally obligated to provide.

6.5.2听 听Emeritus Appointments.

6.5.2.1听 听All tenured members of the faculty who retire from the 最快开奖直播搅珠结果 after 10 or more years of service may be nominated for emeritus appointment to the CEO by institutional processes for emeritus appointment. As a continuing member of the University or College community, the emeritus faculty member shall have privileges as defined by campus policy. The CEO will exercise final approval of emeritus status.

6.5.2.2听 听Extension Educators. All Extension Educators who retire from the 最快开奖直播搅珠结果 after 10 or more years of service may be approved by the CEO of the University of New Hampshire for emeritus appointment. As a continuing member of the University community, the emeritus Extension Educator will have the privileges as defined by Extension Services.

6.5.2.3听 听Staff. Occasionally other members of the 最快开奖直播搅珠结果 may receive an emeritus appointment听by听approval of the institution's CEO. Specific privileges accorded to individuals who hold such appointments will be at the discretion of the institution's CEO.

7.听听听Performance Review

7.1听 听Goal. Good employment practice embraces the concept that formal performance review is: (a) a means of constructively analyzing the efforts of individuals, (b) a means of determining where improvement is necessary, and (c) a procedure by which communication is enhanced, thus providing a forum for guidance and coaching to promote the growth of employees. 最快开奖直播搅珠结果 expects high standards of performance from employees in accordance with both institutional objectives and the statements of job responsibilities. Each institution has the responsibility to provide employment conditions which encourage professional growth and听productivity.

7.2听 听Review Criteria. Reviews shall be based upon established goals and objectives, as well as such criteria as听professional competency, initiative, and collaborative working relationships. Factors of a general nature may be supported by specific goal and objective achievement or may be dealt with in a broader context.

7.3听 听Institutional Responsibility. CEOs of each institution are responsible for establishing the course and direction of performance reviews for status employees within their organization. Procedures and guidelines shall be based on job requirements and expectations.

7.3.1听 听Supervisor's Responsibility. When an employee is hired or changes jobs, the supervisor explains听the requirements of the new job. Job expectations may include such areas as quality of work, reliability, initiative, judgment, attainment of knowledge and skills, and meeting goals.

7.4听 听Responsibilities for Performance Reviews

7.4.1听 听Performance Review of Executive Officers. The CEO or designee conducts reviews of Executive Officers.

7.4.2听 听Performance Review of Faculty. The review process regarding faculty will be established by each campus. Where collective bargaining agreements exist, contract procedures will take precedence.

7.4.3听 听Performance Review of Staff. Employees will strive to create an environment conducive to satisfactory performance and professional development. Supervisors are responsible for scheduling and听conducting written reviews and sharing them with the appropriate administrator. In cases where other supervisors assign and review an employee's work, they may also contribute to the process.

7.5听 听Performance Review Process. It is intended that performance review be a continuing process.

7.5.1听 听During the review period, meetings shall be held between the supervisor and employee to discuss the employee鈥檚 performance. These meetings give the employee and supervisor a formal opportunity to mutually assess job goals and to determine any changes that may be necessary.

7.5.2听 听During this process, the employee and their supervisor will strive to develop objectives and responsibilities for the year.

7.6听 听Timing and Frequency of Performance Reviews. Except as otherwise provided in this section, formal written reviews for employees will occur at least annually at a time determined by the institution.

7.6.1听 听New Hires. A performance evaluation review shall be conducted after five and one half months, and then, annually during the designated evaluation period.

7.7听 听Uses of Performance Review.

7.7.1听 听Written performance evaluations reviews shall be maintained in the official employment file as a record of the employee鈥檚 performance history.

7.7.2听 听Decisions concerning distribution of performance-based salary increases shall be based on performance reviews, as well as other criteria, such as ongoing dialogue and feedback and/or specific metrics and events.

7.7.3听 听Decisions regarding professional development and training may be made using performance review objectives and information.

7.7.4听 听Performance reviews provide evidence for such employment actions as promotion, transfer, probation, discipline and/or termination.

8.听听听Performance Related Employment Actions 鈥� Status Employees. Assessment of employee job performance and performance-related employment action is subject to听application of the following听policies, and are听dependent on the individual situations as described below.听Supervisors are responsible for documenting job requirements and expectations of a position, and for monitoring the employee鈥檚 progress in meeting those job requirements and expectations. Human Resources can provide guidance any time a supervisor needs assistance, and must be consulted in certain circumstances as detailed in this USY V.C.

8.1听 听Introductory Period for Newly Hired Employees.听All new employees in status positions (including any former 最快开奖直播搅珠结果 employee听who is hired following an employment break greater than one year) serve an introductory period of six months. The intent is to provide the time needed to do a concentrated review of the new employee's performance and to determine if the individual is able to meet job requirements (see also USY V.F.8).

8.1.1听 听Introductory Period Rights and Conditions. All rights and privileges of employment granted by 最快开奖直播搅珠结果 policy are available to employees during the introductory period, with the exception of the use of the grievance procedure to appeal termination for inability to meet the requirements of the position.听Employees in the introductory period will receive performance feedback from their supervisor, but will not be provided with a probationary period under section USY V.C.8.2 except in the exceptional circumstances where the introductory period is extended.听Employees in an introductory period are not normally eligible for promotion until the end of the introductory period.

8.1.2听 听Length of Introductory Period.

8.1.2.1听 听Employees other than Extension Educators will have their performance reviewed prior to the end of six months to determine suitability for continued employment. If more time is needed, a supervisor may request that Human Resources extend the introductory period; in such case, the employee will be in probationary status and must have a written performance improvement plan and notice of termination as described in USY V.C.8.2.2. Such extensions may be granted for a period no longer than one year from the date of initial appointment. By the end of the extension, another performance review must be conducted.

8.1.2.2听 听Extension Educators will be given a one-year introductory period. If the employee鈥檚 performance is satisfactory at the end of the introductory period, an opportunity to continue employment is extended.

8.1.2.3听 听Medical Leave. If the employee takes an approved medical and/or parental leave during the initial introductory period, the length of the introductory period is automatically extended by the length of the leave. Extensions longer than one year from the date of initial appointment will be granted only in exceptional cases and must be approved by the institution鈥檚 Chief Human Resources Officer/HR Director.

8.1.2.4听 听Early Termination of Introductory Period.听In cases where the employee's performance is unsatisfactory and it is clear to the supervisor that the employee will not have a successful introductory period, the supervisor, with the approval of the institution's Chief Human Resources Officer/HR Director, may terminate employment prior to the end of the introductory period with evidence of performance discussion but without need for conducting a formal performance review.

8.2听 听Unsatisfactory Employee Performance.听It is the responsibility of the supervisor to identify issues resulting in unsatisfactory performance and/or unacceptable workplace behavior.听Prior to the initiation of any written warning, suspension, a probationary period, or termination, the supervisor must review the situation and options with Human Resources.

8.2.1听 听Warnings and Suspensions. Disciplinary actions may be taken as a result of poor work performance or other unacceptable workplace behavior. Discipline may include oral or written warnings and听suspensions. Such disciplinary actions are not necessarily intended to be sequential.

8.2.1.1听 听Warnings. Oral or written warnings are disciplinary actions that inform employees of unacceptable behavior or unsatisfactory job performance; they may include detail of听actions necessary to improve performance or behavior. Oral warnings may be given as needed.听Written warnings require review by Human Resources and are听placed in the official employment file for the purpose of documentation. Written warnings听may include a limit on the length of time that the document is in the file, or it may become part of the next performance review, as appropriate.

8.2.1.2听 听Suspension. Suspension is an involuntary unpaid leave of absence ranging from one to five days, depending on the severity of the offense. Suspensions require review by Human Resources and are placed in the official employment file for the purpose of documentation. Written notification of suspension shall include the reasons for the action. Benefits for the employee will continue during suspension.

8.2.2听 听Probationary Period. The probationary period is used when the introductory period has ended and an employee's performance or behavior has fallen below acceptable standards. Probationary status includes a written performance improvement plan and the time allocated for improvements. The purpose of a probationary period is to provide a structured environment for constructive feedback and change.

8.2.2.1听 听Conditions

8.2.2.1.1听 听Supervisors shall consult Human Resources prior to any communication of probationary status to the employee.

8.2.2.1.2听 听Probationary status shall include a good faith effort to meet performance expectations. A written description of expectations and necessary corrective actions to be achieved during a designated probationary period will be provided to the employee in the performance improvement plan.

8.2.2.1.3听 听The probationary period is normally thirty calendar听days, but may vary in length depending on the number of years of satisfactory prior service and the severity of the situation. If the employee is not demonstrating a good faith effort to correct performance during the probationary period, or performance is worsening, termination of employment may occur before the end of the designated probationary period with听approval of the institution's Chief Human Resources Officer/HR Director.

8.2.2.1.4听 听Absent exception from the institution's Chief Human Resources Officer/HR Director,听the written performance improvement plan will include notice that termination will occur if the employee does not meet expectations and necessary corrective actions as detailed in the performance improvement plan. In such case, the probationary period will run concurrently with the Notification Period.

8.2.2.1.5听 听Any performance reviews completed by the supervisor during the probationary period will be provided to the employee, with a copy for the official employment file.

8.2.3听 听Demotion. A demotion is an action which results in the involuntary change of an employee鈥檚 position to another position or by reclassification in a lower pay grade. Demotion is not recommended for any individual who has not yet completed their introductory period. For salary assignment see USY V.F.8.5.

8.2.3.1听 听Service Credit. Employees who are demoted to a different position, either within the same 最快开奖直播搅珠结果 institution or another 最快开奖直播搅珠结果 institution, will suffer no loss of years of service credit.

8.2.4听 听Involuntary Termination Due to Unsatisfactory Performance.听When evaluative and constructive discipline fail and performance continues to not meet acceptable standards after demonstrable effort on the part of the supervisor to resolve the problems, termination of employment may result. The supervisor has the authority to terminate employment for documented performance reasons, in consultation with Human Resources.

8.2.4.1听 听Employment Termination听Process

8.2.4.1.1听 听Notice and Opportunity to Respond.听The supervisor and/or responsible administrator shall provide the employee with a written statement of how performance does not meet acceptable standards, including the result of the performance improvement plan if applicable.听The employee will be given an opportunity to respond and provide any additional information before a decision on whether to terminate employment is made.

8.2.4.1.2听 听Termination. If consideration听of the employee's response pursuant to USY V.C.8.2.4.1.1 does not provide basis for continued employment, the supervisor, in conjunction with Human Resources, will听terminate employment and may ask the employee not to report to work during the Notification Period (see USY V.C.8.2.4.1.3).听A letter of termination will be given to the employee indicating the reason(s) for termination and shall include the appropriate Notification Period听and the procedure for utilizing the grievance procedure if applicable.

8.2.4.1.3听 听Notification Period. Employees not covered by a collective bargaining agreement who have successfully completed their introductory period (see USY V.C.8.1)听shall be provided with 45听calendar days鈥� notice (or salary in lieu of notice) of termination due to performance.听Employees not covered by a collective bargaining agreement who are in their introductory period (including extended introductory periods as described in USY V.C.8.1) shall be provided with 30 calendar days鈥� notice (or salary in lieu of notice) of termination due to performance. Probationary periods may be included in calculating the Notification Period, as detailed in听USY V.C.8.2.2.1.4).

8.2.4.1.4听 听Payout. Upon termination of employment for performance-related reasons, any wages due for work performed will be paid within 72 hours of the effective date of termination or as otherwise required by law. Accrued and unused Earned Time, Vacation, Personal Time or any other 鈥済randfathered鈥� 最快开奖直播搅珠结果 paid leave time will be paid according to policy, and such time shall not be counted as part of the notification period. Employees who have received notice of termination for performance-related reasons are not eligible to receive compensation under any employment separation program.

8.2.4.1.5听 听Involuntary Termination Appeal Process. An employee not covered by a CBA (who is not in the introductory period) who wishes to appeal an involuntary termination of employment should utilize the grievance procedure. Notice of right to grievance procedures and time limitations will be included in the written letter of termination. An employee appealing a termination of employment may be placed on leave of absence without pay. Failure to initiate the grievance procedure within 10 calendar days of the receipt of the letter听of termination will be considered a direct affirmation that the employee does not wish to appeal the termination.

8.2.4.1.6听 听Exceptions and Agreements. Termination of employment due to performance that requires exceptions to policy shall require the approval of the institution's听Chief Human Resources Officer/HR Director. A settlement or waiving of legal claims requires the approval of the 最快开奖直播搅珠结果 General Counsel.

8.2.5听 听Involuntary Termination for Destructive or Detrimental Action, such as Insubordination/Guilt in a Crime/Grievous Act.听When an employee's actions are so destructive or detrimental that they cannot be tolerated, the employee may be terminated immediately without further notice. A written statement of the reasons for termination shall be provided to the employee as quickly as practicable, but the requirements of constructive discipline and the Notification Period shall not apply.

8.2.5.1听 听Serious Crime. An employee may be terminated if they admit guilt or are found guilty of a serious crime that demonstrates unfitness for continued employment within 最快开奖直播搅珠结果.

8.2.5.2听 听Insubordination. An employee may be terminated for a serious act of insubordination, such as refusal to carry out job responsibilities or refusal to acknowledge the legitimate authority of the supervisor or the organization.

8.2.5.3听 听Grievous Acts. An employee may be terminated for serious grievous acts of violation of policy including but not limited to Employee Relations & Safety policies (see USY V.D).

8.2.5.4听 听Status Pending Resolution of Criminal Charges. Depending on the specific circumstances involved, an employee may be placed on a Leave of Absence without Pay or Leave of Absence with Pay by Human Resources pending the resolution of a grievance or a criminal charge. Other employment action may be taken when appropriate, including but not limited to termination of employment.

8.2.5.5听 听Authority.

8.2.5.5.1听 听Employees not covered by a collective bargaining agreement (CBA) may be terminated by the authority of the appropriate supervisor or administrator in conjunction with Human Resources subject to the conditions described in this policy.

8.2.5.5.2听 听Employees covered by a CBA听may be terminated by the institution subject to the conditions outlined in the applicable CBAs.

8.2.5.6听 听Process.

8.2.5.6.1听 听Upon making a determination that one of the above actions described in USY V.C. 8.2.5.1-8.2.5.4 has occurred, a supervisor must consult with Human Resources and give the employee an opportunity to provide an explanation or evidence relating to the accusations.

8.2.5.6.2听 听The supervisor or administrator will review such information and may make a decision to use a method of discipline (see USY V.C.8.2), or in conjunction with Human Resources, terminate the employment of the employee immediately.

8.2.5.6.3听 听Termination of Employment. If termination of employment occurs, a written statement of the reasons for termination shall be provided to the employee as quickly as practical, but the requirements of constructive discipline shall not apply. Such statement shall include the right to use the grievance procedure.

8.2.5.7听 听Payout.听Any wages due for work performed will be paid within 72 hours of the termination date or as otherwise required by law.听Accrued Earned Time, Vacation, Personal Time or any other "grandfathered" 最快开奖直播搅珠结果 paid leave time听will not be paid upon termination for Destructive or Detrimental Action, such as Insubordination/Guilt in a Crime/Grievous Act.

8.2.5.8听 听Grievance. An employee terminated under this provision may utilize the grievance procedure (see USY V.D.1), excluding the purpose of re-litigating a criminal conviction. The normal grievance procedure may be used to grieve due process and to grieve the determination that the accusation fit the description(s) provided in this policy.

8.2.6听 听Termination of Employment Due to Failure to Return from Leave/Job Abandonment.

8.2.6.1听 听Failure to Return from Leave. An employee who does not return to work within three business days of the expected date after a leave of absence or non-active service period shall be subject to termination of employment. The termination shall be considered voluntary, and the employment termination date will be the last day of active work or approved leave.

8.2.6.2听 听Process. The appropriate supervisor or administrator shall provide a written statement to the employee that will include the facts of the failure to return to work and notification that the employer considers the employee to have abandoned their job. The statement will notify the employee that their employment may be terminated and specify a date and time for a meeting to discuss the matter with the supervisor.

8.2.6.2.1听 听The employee shall meet with the supervisor as required in the statement. Failure to do so will be considered agreement with the facts of the statement, and will be sufficient grounds for considering the employee terminated from their position for reason of job听abandonment.

9.听 听Employment Actions Unrelated to听Performance

9.1听 听Voluntary Resignation. Employees may resign at any time听by submitting a letter of resignation to the supervisor and Human Resources at least two weeks in advance of the effective date. An invitation for an exit interview may be arranged by Human Resources. The purposes of this interview are to review eligibility for continuation and conversion of benefits, ensure all necessary related paperwork is completed, and provide employees with an opportunity to discuss their job-related experiences.

9.1.1听 听Employment Termination Date. The last day of active service is considered the employment termination date.听Resignations submitted during inactive service periods (including during adjunct employment or summer positions) do not extend the status employment termination date or extend benefit eligibility beyond the last day of active service.听A supervisor may designate an earlier termination date than is included in the employee鈥檚 letter of resignation.听Paid Time Off benefits (including Vacation, Sick Leave, Earned Time, and Personal Time) or periods of inactive service may not be used to extend employment and benefits beyond the last day worked.听Supervisors may not authorize use of Vacation, Earned Time or Personal Time during the period between notice of resignation and the last day worked.听

9.1.2听 听Faculty may resign during the term of appointment by submitting written notice to the Academic Vice President, Dean, or equivalent academic administrator, of the applicable administrative unit. Specific requirements or qualifications are governed by campus policy and/or applicable collective bargaining agreements.

9.1.3听 听Payout upon听Voluntary Resignation.听Payments for all wages due will occur by the pay date for the pay period in which the termination date听occurs or the end of the next scheduled pay period,听depending on the amount of notice provided. Payout of Paid Time Off benefits in accordance with USY V.C.10 will occur at the same time as payment for wages.

9.2听 听Retirement from 最快开奖直播搅珠结果.

9.2.1听 听Definition of Retiree. A retiree is an employee who has served in a 最快开奖直播搅珠结果 status position for a continuous period equal to 10 or more years of service (including continuation under Break-In-Service rules)听and reached age 62 at the time of retirement or departure from 最快开奖直播搅珠结果 active service. If enrolled in a 最快开奖直播搅珠结果 medical plan at the time of retirement, a Retiree is eligible for the medical benefit bridge from age 62 until age 65, as outlined in USY V.A.7.听There are three types of retiree status听that may receive additional Retiree benefits:

9.2.1.1听 听ARC Retiree. A former employee with the Additional Retirement Contribution Plan as outlined in USY V.A.4.6.1.3 and USY V.A.7.

9.2.1.2听 听Medicare Complimentary Plan Retiree. A former employee hired prior to 7/1/94 who has 10 or more years of full-time service and at least 10 years of participation in a 最快开奖直播搅珠结果 sponsored retirement plan, and who chose the Retiree Medical coverage instead of the Additional Retirement Contribution (ARC). The retiree is eligible for the Medicare Complimentary Plan at age 65 as outlined in USY.V.A.7.

9.2.1.3听 听Extension Retiree. A former employee within Extension who meets the requirements for retirement under the Civil Service Retirement System.

9.2.2听 听Notification of Intent to Retire. In order to provide a smooth transition from active employment to retirement status employees are expected to provide a minimum of 60 days written notice to their department, institution, and Human Resources indicating the date on which they plan to retire.听Notifications of intent to retire submitted during inactive service periods (including during adjunct employment or summer positions) do not extend the status employment termination date or extend benefit eligibility beyond the last day of active service. Notwithstanding the limitation on using paid leave time off benefits to extend employment (USY V.C.9.1.1), an employee who will be a 最快开奖直播搅珠结果 Retiree (as defined in USY V.C.9.2.1) may use up to ten (10) Vacation, Personal Time or Earned Time days to extend employment from the last day of active service to the effective date of retirement.

9.2.3听 听Payout upon Retirement.听Payment for all wages due will occur by the pay date for the pay period in which the termination date occurs or the end of the next scheduled pay period,听depending on the amount of notice provided. Payout of Paid Time Off benefits in accordance with USY V.C.10 will occur at the same time as payment for wages.

9.3听 听Employment Termination Due to Lack of Funding/Appointment Limitation. Employment may be terminated based solely on the lack of continued funding or other appointment limitations, including positions supported from grant, contract and/or Extension funds. When the supervisor and/or the responsible administrator is aware that funding will be terminated, they will notify the employee as soon as possible, but in any case a minimum of 90听days written notice will be given (or salary in lieu of notice). Written notice sufficient for purposes of this paragraph will be considered to have been given if the following conditions are met: the employee is听advised at the time of appointment that employment continues only as long as the work听is funded or until a set date; the employee is provided a written description of the anticipated length of employment in the letter of appointment when hired, and; if the funding听grant, contract or appropriation is renewed, then a renewal letter must be provided. Where听termination is based solely on the lack of funding, the supervisor and/or responsible administrator shall make a reasonable effort to support a transfer within the听organization to other appropriate employment for which the individual is qualified.

9.4听 听Programmatic Displacement of Faculty. While a faculty member may be dismissed by an institution because of a bona fide financial exigency, faculty may be displaced because of programmatic changes according to the following general principles. Applicable collective bargaining agreements establish the process for dismissal for financial exigency or programmatic displacement of faculty rather than this policy.

9.4.1听 听Process. Decisions to change academic programs or units shall involve essentially educational considerations of a long-term nature, rather than cyclical or short-term fluctuations in enrollments. Such decisions are normally, but not necessarily, based on a thorough program review. Full participation by appropriate faculty and sufficient time - normally an academic year are the norm for such a review. Any program changes resulting in displacement of tenured faculty must include authorization by the BOT.

9.4.1.1听 听When program review has been completed, and decisions are made to consolidate, disestablish or discontinue an academic program, those faculty members displaced as a result shall receive formal written notification of displacement:

9.4.1.1.1听 听The notification period for faculty without tenure shall parallel current policy concerning notification periods for non-renewal of a non-tenured appointment.

9.4.1.1.2听 听The notification period for faculty with tenure shall be a minimum of 18 months.

9.4.1.2听 听Fairness and due consideration must be given to individuals affected by such program changes, and all reasonable steps must be taken to avoid termination of displaced faculty members. Alternatives that shall be considered in lieu of involuntary displacement shall be: reduced time options, early retirement, reassignment or transfer to other vacancies (including administrative positions), voluntary separation with placement support and/or other career redirections.

9.4.1.3听 听Transfer to other units within the same institution is the primary -- but by no means exclusive - method for accommodating faculty members displaced by programmatic changes. For both tenured and non-tenured faculty, the first obligation to affect a transfer (or other accommodation) is with the CEO of the institution at which program changes are made.

9.4.2听 听Notice. If neither transfer nor other suitable opportunities are available for tenured faculty following program review, and after considering the same five factors listed in the Guidelines on Involuntary Termination Due to Factors Other than Performance, displaced faculty will be terminated from their employment after the notification period listed above. In the event of the re-establishment within three years of a terminated program, first priority for re-employment will be given to displaced tenured faculty.

9.4.3听 听Decisions made regarding termination of tenured faculty members are subject to grievance procedures only on the grounds of procedural and/or due process errors.

9.5听 听Employment Termination Due to Financial Exigency. An employee may be terminated from employment by a 最快开奖直播搅珠结果 institution because of a bona fide financial exigency. A bona fide financial exigency is defined as an imminent financial crisis that threatens a 最快开奖直播搅珠结果 unit in its entirety as an educational institution and which cannot be alleviated by less drastic means. Further, these reductions cannot be accomplished by normal reduction or allocation of resources as outlined in the guidelines on Involuntary Termination for Reasons Unrelated to听Performance for employees or in the policy on Programmatic Displacement of Faculty (see USY V.C.9.4 and USY V.C.9.6).

9.5.1听 听Process. Before a declaration of exigency is made, the CEO of an institution will confer with the appropriate campus councils or other appropriate representative bodies, and, along with the BOT, provide opportunity to participate fully with the Board in relevant discussions pertaining to financial exigency. The BOT must make an official declaration of the existence of a financial exigency. Once the existence of a financial exigency has been declared, the CEO of the institution affected will, according to policies on financial exigency applicable to each, consult with appropriate representative bodies and individuals, in order to identify areas to be reduced and to determine criteria to be used in identifying individuals affected. In specifying these terminations, the CEO and the representative bodies will be guided by the principle that a faculty member with tenure will not be terminated in favor of retaining a faculty member without tenure except where a serious distortion of the academic program would otherwise result.

9.5.2听 听Notice. Once financial exigency is declared, the rules of notification of termination may be waived, although every bona fide effort will be made to follow the notice procedures. It is important that minimum disruption is caused to the workflow of the institution and that employees receive听 adequate听notice. To that end, verbal communication regarding alternatives to employment separation听should take place with the employee as soon as feasible prior to a decision to terminate employment.

9.6听 听Involuntary Termination for Other Reasons Unrelated to Performance -- Separation Policy for Employees not Covered by a Collective Bargaining Agreement.

With the exception of involuntary terminations due to financial exigency (USY.V.C.9.5), programmatic displacement of faculty (USY.V.C.9.4), or lack of funding/appointment limitation (USY.V.C.9.3), when elimination or modification of status positions is contemplated for reasons unrelated to performance (including but not limited to reductions-in-force (RIFs), layoffs, program curtailments or modifications, changes in educational missions or in improved technological methods of working), the institution shall use procedures to ensure that fairness and due consideration are given to individuals whose status jobs are affected, including notifying the employee as early as possible. Minimum written notice requirement is 45 days (or salary in lieu of notice). Reasons for involuntary termination and basis for appeal and the appeal process are included in the letter of notification.听 Employment separation under this USY V.C.9.6 is not to be used for circumstances where the nature of the appointment contemplates temporary periods of separation from 最快开奖直播搅珠结果 employment without pay, or where a limited period appointment at 最快开奖直播搅珠结果 is concluding consistent with its expected duration.

The supervisor, with mutual agreement from Human Resources, may ask the employee not to report to work during the notice period; in such circumstances, the employee will receive salary in lieu of the notice.

9.6.1听 听Authority. Chief Human Resources Officer/Directors of Human Resources and Affirmative Action Officers are responsible for monitoring the involuntary termination process, including affirmative action guidelines. Subject to the parameters of 最快开奖直播搅珠结果 policy as well as policy and guidelines established by the institutions, appropriate administrators shall have the authority to eliminate positions in compliance with the above description.

9.6.2听 听Process for Position Elimination. Each institution may, within the guidelines of USY policy, augment the standards and processes for consideration of involuntary termination due to factors other than performance. Those guidelines would be in addition to the following included in this policy.

9.6.2.1听 听Prior to elimination of a position, supervisors, including the appropriate administrators having appointing authority, may consider institution-wide options, alternatives to involuntary termination, and department level alternatives. The institution-wide alternatives to consider may include attrition, reduction of temporary/adjunct employees, and reassignment or transfer of employees (provided they are suitably qualified) to other units.

9.6.2.2听 听The departmental/business-unit level alternatives to be reviewed should include voluntary attrition; reduced time option; reduction in temporary/adjunct employees; transfer or retraining for other positions within the department or reduction of overtime.

9.6.2.3听 听A summary of these considerations should be documented in writing. This document shall normally be shared only on a need-to-know basis as determined by the institution. Privacy interests of information regarding employees may dictate the withholding of some or all of the analysis.

9.6.2.4听 听In rare cases and with the mutual agreement of Human Resources, the employee and the supervisor (including the appropriate administrator having appointing authority), the employee whose position is being eliminated may be placed in a vacant position without the normal advertising process.

9.6.3听 听Factors for Determining Employment Termination. After considering the above alternatives and when a discontinuance of a job becomes necessary, the following factors (not listed in priority order) shall be considered when identifying employees whose position is being recommended for termination:

• Projected program and staffing needs;
• Qualifications of current employees;
• Merit as determined by written performance reviews;
• Length of active service within the institution or 最快开奖直播搅珠结果;
• Diversity and equal employment opportunity goals in light of proposed reductions.

9.6.4听 听Options for Assistance. In addition to the separation payment contemplated by USY V.C.9.6.7, institutional procedures will include consideration of at least the following options, as appropriate to individual circumstances, in the handling of an employee terminated from employment due to factors other than performance. The supervisor, the employee, and a representative from Human Resources will discuss the potential options for assistance that are of interest to the employee. The employee may request a written confirmation of any or all of the options the institution offered them.

9.6.4.1听 听Referral to out-placement such as the institution career services support office or resume-writing training programs;

9.6.4.2听 听Offer of reasonable time off with pay during the notice period to pursue other employment opportunities;

9.6.4.3听 听Continuation of tuition benefit for course(s) in which employee and/or dependents are currently enrolled.听 In addition, if the benefit is being utilized for a dependent child in a degree program, tuition benefit eligibility for that child shall continue through the end of the academic year in which termination of employment occurs.

9.6.5听 听Required Notices and Record-keeping. Each institution and 最快开奖直播搅珠结果 Human Resources are responsible for maintaining information regarding听 reductions in force (RIFs), lay-offs and other employment actions taken as a direct result of budget reallocation and program reduction consistent with state and federal legal requirements, and for providing notices that may be required in connection with such actions. At a minimum, records should include demographic information necessary to document compliance with equal employment opportunity and non-discrimination goals.

The 最快开奖直播搅珠结果 Chief Human Resources Officer, the institutional Chief Human Resources Officer/Director of Human Resources, the 最快开奖直播搅珠结果 General Counsel and the institutional Affirmative Action Officer will confer on RIF/layoff notices before they are sent and will review compliance with 最快开奖直播搅珠结果 policy, non-discrimination and related legal requirements.

9.6.6听 听Re-employment options. A former status employee whose employment was terminated because of elimination or modification of their position will, for a period of up to six months after the date of employment termination, have priority consideration for an interview if they have applied for a vacancy and communicate their interest for an interview to Human Resources for any vacant position for which the former employee has the minimum qualifications required for the position.听Human Resources in consultation with the hiring department will be responsible for making the initial determination that the individual meets the minimum qualifications.

9.6.7听 听Separation Benefits and Payments.听Employees who are separated from employment for reasons specified in this USY V.C.9.6 will be offered a separation agreement that provides for the following benefits and payments.听Separation benefits and payments are not entitlement programs or employee benefits, and are offered as a component of separation and release agreements that detail the terms of employment termination. The 最快开奖直播搅珠结果 General Counsel or designee and the institutional Chief Human Resources Officer/Director of Human Resources (or designee) will approve separation agreements before they are offered and will review for compliance with policy, taxation, non-discrimination and related legal requirements.

9.6.7.1听 听Separation agreements will provide for separation payments of four (4) weeks of base pay plus one (1) additional week of base pay for every full year of status service, but not to exceed a total of 26 weeks of base pay. Calculation of base pay will exclude all additional pay, including but not limited to longevity pay, supplemental pay and overtime.

9.6.7.2听 听Separation payments will be processed ratably through regular payroll processes, with withholding for all applicable taxes.听 Processing of separation payments through payroll will not imply an ongoing employment relationship.

9.6.7.3听 听As part of the separation agreements, employees who are enrolled in 最快开奖直播搅珠结果 medical coverage at the time they receive notice of employment termination will be offered subsidized rates for COBRA medical coverage (health plan and prescription service only) for a period equal to four (4) weeks plus one (1) week for every year of status service, but not to exceed a total of 26 weeks of subsidized coverage or until age 65 (whichever is reached first).听 COBRA subsidized rates will permit an employee to elect COBRA continue coverage at the current employee premium rate.

9.6.7.4听 听Separation benefit continuing medical coverage requires employee enrollment in COBRA and payment of premiums, and Medicare enrollment rules apply for any covered member eligible for COBRA.听Continuing medical coverage after the period of subsidized COBRA rates may continue at full COBRA rates for the duration of continuing coverage allowed by 最快开奖直播搅珠结果 policy and/or COBRA. No other benefits are continued unless at full cost under COBRA.

9.6.7.5听 听Separation payments and benefits will end if an employee begins employment within 最快开奖直播搅珠结果 during the separation payment period, and the Break In Service policy (USY V.C.11) will apply in such cases.

9.6.7.6听 听No contributions may be made to status employee retirement or similar programs based upon separation payments.

10.听 听Payout of Paid Time Off Upon Employment Termination. Upon termination of employment, employees will be paid their accrued and unused Vacation, Personal Time or any other 鈥済randfathered鈥� 最快开奖直播搅珠结果 paid time off leave for which they were eligible, up to a maximum of 30 days in total. Employees who have accrued and unused Earned Time balances will receive payout of Earned Time upon termination of employment. For the purpose of calculating the amount of Earned Time payout, the base rate of pay at time of termination will be applied, the value of Longevity (if applicable) will not be calculated in the payment. Minimum Usage (applicable only to employees not covered under UTime) will be prorated through the date of termination with any remaining Minimum Usage time subtracted from the Earned Time balance. There is no payout of any other Paid Time Off, which 最快开奖直播搅珠结果 provides only for when an employee needs to be absent from work due to illness, injury, death in the family, or civic responsibilities (including but not limited to sick leave, Sick Pool, bereavement leave, military leave, Community Service, parental leave and disability benefits); such leave benefits are not part of salary or wages to which an employee is entitled regardless of need.

The payout upon employment termination as detailed in this paragraph applies without regard to whether employment termination is voluntary, involuntary, performance-related or not performance-related, or pursuant to a retirement or other separation program; provided, however that there will be no payout of accrued and unused Earned Time, Vacation, Personal Time or any similar 鈥済randfathered鈥� 最快开奖直播搅珠结果 paid leave if employment is terminated for Destructive or Detrimental Action, such as Insubordination/Guilt in a Crime/Grievous Act (see USY听V.C.8.2.5).

Payout of Paid Time Off benefits upon employment termination becomes due and will be paid on the pay date following the final paycheck, provided timely notification of employment termination is received.

11.听 听Employment Breaks in Service - Status Employees. An employment break occurs when a status employee's 最快开奖直播搅珠结果听employment ends, and the former employee is re-hired into a status position at a later date.听While such employees will be eligible for reinstatement of applicable benefits, they must again enroll for coverage to be effective.听Credit for prior years of 最快开奖直播搅珠结果 status service is provided, based on the length of the break in employment.

11.1听 听Employment Breaks of One Year or Less.听Effective July 1, 2019, status exempt and non-exempt employees with a听 break in service from 最快开奖直播搅珠结果 of one year or less shall have their prior years of status service "bridged" for the purposes of computing eligibility for retirement from 最快开奖直播搅珠结果, years of status service recognition programs and accrual rates of their paid leave program. A re-hired status employee is not eligible for any "grandfathered" benefits, including Longevity, the 1% Additional Retirement Contribution (ARC), or the retiree Medical Complementary Plan听(MCP).听Human Resources should be contacted regarding applicability of 鈥渂ridged鈥� service to retirement plan provisions.

11.1.1听 听Exception:听Employees who return to a 最快开奖直播搅珠结果 status position within one year following an employment separation under USY V.C.9.6.4, and whose original status hire date in the terminated听position was prior to July 1, 2011, will have Vacation and Earned Time accrual rates, retirement contributions, and/or longevity, if applicable, based on their original status hire date.听听

11.2听 听Employment Breaks Greater than One Year.听Effective July 1, 2019, status exempt and non-exempt employees with听 breaks in service from 最快开奖直播搅珠结果 of greater than one year shall have their prior years of status service coverage 鈥渂ridged鈥� after thirty-six months of employment following their return to work for the purposes of computing eligibility for retirement from 最快开奖直播搅珠结果, years of status service recognition programs and accrual rates of their paid leave program. A re-hired status employee is not eligible for any "grandfathered" benefits, including Longevity,听the 1%听Additional Retirement Contribution (ARC), or the retiree Medical Complementary Plan (MCP). Human Resources should be contacted regarding applicability of "bridged" service to retirement plan provisions.

12.听听听Fitness For Duty.听最快开奖直播搅珠结果 is committed to providing a safe working and learning environment. As such, each employee should be able to perform job duties and to work in a safe environment. Fitness for duty is defined as being able to work safely, properly, and perform normal work duties without being a safety hazard to one鈥檚 self or others (co-workers, students etc.).听Medical evaluations will be required as needed for fitness of duty issues and for those who perform heavy physical work and/or food handling and to comply with the Americans with Disabilities听Act (ADA). This policy may also be applied when dealing with communicable diseases (see USY V.D.10) and/or when there is an institutional emergency (see USY V.D.14).

12.1听 听When an employee reports to work and is concerned about their own fitness for duty for the day, the supervisor may require the employee to leave work for the day and seek medical attention. With the approval of Human Resources, a supervisor who has reason to believe that an employee is not fit for duty, including a presence which may be unsafe for others, may听require the employee to provide a medical clearance before continuing at work. If medical documentation indicates that the employee is fit for duty except for being hazardous to others, they will continue on a leave for up to five days (see USY V.C.12.1.1 below). Employees who are requested by their supervisor, manager, and/or Human Resources to provide a medical clearance for fitness for duty must consent to providing medical documentation as a condition of return to active employment.

12.1.1听 听In both instances, status employees may use paid leave, comp time, or leave without pay as applicable to cover the work absence. At the manager's discretion, status employees with no paid leave and adjunct employees may be paid either for two hours or for their scheduled work time for the day they reported to work, with the expectation that the hours/day not worked would be made up at a later date.

12.1.2听 听Return to Work.听As determined by Human Resources, an employee may be required to obtain medical clearance in order to work and have such documentation submitted to Human Resources.

12.2听 听Medical Evaluation. A supervisor, in consultation with Human Resources may make inquiries or require a medical examination if it is job-related and consistent with business necessity. If a disability as defined by ADA exists, and the employee is unable to perform the essential functions of an assigned job, several options are available. The employing department and Human Resources will determine the appropriate solution from among the following options:

12.2.1听 听Use of policies regarding paid time away from work due to disabling condition (Vacation, Earned Time, Sick Pool, Sick Leave, Interim Disability, LTD, Workers鈥� Compensation);

12.2.2听 听Use of policy regarding accommodations for disabilities;

12.2.3听 听Use of policy regarding transfer to another position; or

12.2.4听 听Termination of employment if none of the other policies are applicable.

12.3听 听Medical Evaluation--Heavy Physical Work and/or Food Handling.

12.3.1听 听Heavy Physical Work. All employees in jobs requiring heavy physical work (see USY V.C.12.3 above) must satisfactorily complete a medical examination prior to work being assigned. (In compliance with 搂503, Part 60-741.6(c)(1), 搂504, Part 84.14(1)(c) of the Rehabilitation Act of 1973 and the Americans with Disabilities Act.)

12.3.1.1听 听Individuals employed in heavy physical work must provide satisfactory medical evidence of the ability to perform the essential functions of the position. This can be accomplished at no expense to the individual by scheduling an appropriate medical examination through a procedure established by the institution.

12.3.1.2听 听The employing unit shall consider the results of the medical examination in determining whether or not the individual should be assigned to the position requiring heavy physical work. As outlined in USY V.C.12.2.4, termination of employment may occur if an employee is or becomes medically unable to perform the essential functions of an assigned job with or without accommodations.

12.3.2听 听Food Handlers. Any employee employed in jobs involving food handling, including childcare center employees, will follow guidelines and regulations established by local self-inspecting cities/towns, the New Hampshire Department of Health and Human Services Food Protection Section, New Hampshire regulations found in He-P 2300 (the Sanitary Production and Distribution of Food), the听Federal Department of Agriculture Food Code and, for child care centers, the New Hampshire Child Care Licensing Rules.

12.4听 听Confidentiality. Information regarding medical evaluations and/or other health and disability听information is considered confidential and protected by Health Insurance Portability & Accountability Act (HIPAA) regulations (see USY V.C.15).

13.听听 Separation Incentive Plans (SIP).

13.1听 听Goal. 最快开奖直播搅珠结果 institutions shall have the option to provide incentive programs to status employees to encourage voluntary separation, including retirement. The goal of these programs is to enable and encourage succession and transition planning as well as to provide flexibility and encourage voluntary separations when programmatic and organizational needs make such separation desirable.

These plans are at the discretion of the component institutions and are not considered to be benefit or听entitlement programs.

13.2听 听Authority. The BOT has delegated to the Administrative Board the right to establish standards and conditions for component institutions to offer separation incentive programs in compliance with BOT policy and as noted below. These offerings are in addition to and not in place of the retirement benefit described in USY V.A.8. (See also approvals in USY V.C.13.4 and 13.5)

13.2.1听 听The Chief Executive Officer of each institution has the authority to determine a SIP offering and the parameters within the conditions outlined in policy below.

13.3听 听Conditions.

13.3.1听 听Written SIP Document. Any plan offering will be in the form of a written plan document and will be announced, including eligibility requirements, to all employees who are eligible. Effective dates of the institution's plan offering must be included in the announcement; separation dates may be as much as two years into the future. Plan offerings may stipulate a limited number of participants or a limited total dollar pool.

13.3.1.1听 听Ineligible Employees. Those who are not in active service and have continuing income from a 最快开奖直播搅珠结果 disability program, Sick Leave, or Workers鈥� Compensation or have a previously agreed to employment termination or retirement date are ineligible. However, those on Workers鈥� Compensation may be eligible to select a separation incentive in lieu of Workers鈥� Compensation where legally appropriate.

13.3.1.1.1听 听Exception. Those on sabbatical or professional development leave during the application period may apply and request a departure date effective at some point after the expiration of their leave period.

13.3.2听 听Employee Eligibility. Subject to the overall approval described in USY V.C.13.5, the eligibility requirement may include:

13.3.2.1听 听Years of service in a status position with a minimum of five years;

13.3.2.2听 听Age (minimum, but not maximum);

13.3.2.3听 听Occupational type;

13.3.2.4听 听Specific department or program; or

13.3.2.5听 听Positions targeted as part of a documented reorganization.

13.3.3听 听Application. All offerings must have at least a six-week application period and require a completed application form submitted by the employee within the pre-announced time-frame and a signed, written agreement, if the employee is approved.

13.3.4听 听Incentive Compensation. Compensation and benefits may be designed using one or any combination of the components below, subject to the maximums described in USY V.C.13.4. Plan compensation may be paid in a lump sum payment or up to 26 pay periods per year for a maximum of five years.

13.3.4.1听 听Percentage of annual salary rate as of the first date of the plan's enrollment (or percentage of annual salary per years of service).

13.3.4.2听 听Bonus amounts keyed to departure date and or calculated based on years of service.

13.3.4.3听 听Adjunct employment for a defined guaranteed period not to exceed two years following departure. Adjunct appointments may be extended through the normal campus process for adjunct appointments.

13.3.4.4听 听The option to reduce appointment time and receive retirement income as described in USY V.A.7.2.7.

13.3.4.5听 听For those hired prior to 7/1/94 who have ARC and will be age 62 or older at date of departure, years of service may be bridged to reach eligibility for the ARC guarantee with approval of 最快开奖直播搅珠结果 Human Resources.

13.3.4.6听 听Campus-based privileges may be offered (e.g., parking, office space, library access, etc.).

13.3.4.7听 听Additional employer contributions may be made to a 403-(b) plan; however, there are contribution limitations established by IRS regulations.

13.3.4.8听 听Medical, dental and/or tuition benefits with the normal employee contribution may be offered in any incremental amount (i.e. one year, two years, etc.) up to a total of seven years.

13.3.4.8.1听 听This medical benefit is exclusive of the regular medical benefit available for retirees aged 62 to 65 as described in USY V.A.7.7 and USY V.C.9.2.

13.3.4.8.2听 听Where applicable, medical/dental benefits will run concurrently with COBRA provisions.

13.4听 听Financial Maximums. Plan offerings are subject to a maximum cumulative value.

13.5听 听Legal/Human Resources Approval. The 最快开奖直播搅珠结果 General Counsel or designee and campus Chief Human听Resources Officer or designee will approve plan offerings before they are announced and review compliance with policy, taxation, discrimination and related legal requirements.

14.听听听Employment Files.

14.1听 听Employment files exist as a record of an individual's employment history, achievements, and contributions within 最快开奖直播搅珠结果.

14.1.1听 听Human Resources maintains the official employment file. If other employee files exist, they are subject to the same conditions as those applicable to the official file. All employment actions are based solely on the contents of the official employment files.

14.1.2听 听The official employment file is maintained for three years following an individual鈥檚 employment termination, then basic employment information may be maintained in a confidential form for Human Resources use. Former employees have the same access to their employment file in the same manner as active employees.

14.1.3听 听Faculty promotion and tenure files are not classified as employment files and are not governed听by the provisions of this policy. The use and retention of these files are governed by policies at each institution. Such files will be retained for a minimum of three years.

14.2听 听Authorized Users. Human Resources officers, appropriate administrators and the employee may be users of employment files. Human Resources officers include those formally designated as such by the institution. Human Resources will decide whether and to whom any information should be released. Documents or other information may be copied with permission of Human Resources.

14.2.1听 听Human Resources officers and appropriate officials of the 最快开奖直播搅珠结果 may have access on an official need-to-know basis.

14.2.2听 听Employee. Most material within the individual's employment file is available for inspection by the individual employee. The file may not be removed from Human Resources; however, the individual may request review of their own file or receive a copy of information in that file. Reasonable fees may be charged for the copying.

14.2.2.1听 听Exception. Per N.H. RSA 275:56 (Employee Access to Personnel Records) HR shall not require the disclosure of: information in the employment file of a requesting employee who is the subject of an investigation at the time of their request if disclosure of such information would prejudice law enforcement; or information relating to a government security investigation.

14.2.3听 听Third Parties. Third parties are not entitled to inspect employment files. A third party is defined as a person or group other than the employee, their designee, Human Resources officers, or appropriate officials of the 最快开奖直播搅珠结果 or the institution. Information in the employment file may be released to a third party only upon written request signed by the employee.

14.2.3.1听 听Information available verbally to third parties is limited to the employee's name, position, salary, and length of time of 最快开奖直播搅珠结果 employment unless a written release to provide听additional information is provided by the employee.

14.3听 听Composition of Files. Documents within the employment file may include but are not limited to application materials, performance reviews, letters of commendation, compensation and benefit documents, and documentation related to disciplinary actions taken. If, upon inspection of their employment file, an employee disagrees with any of the information contained in the file, then removal or correction of the information may occur with institutional approval. The employee may also submit a written statement explaining their version of the information with supporting evidence. Such statement shall be subject to HR review and shall be maintained as part of the employee's employment file.

14.3.1听 听Unsolicited letters, comments, etc., will be made a part of the employment file only if they have substantive merit, are free of innuendo, and are signed by the author. Such materials will be made available to the employee for inspection and response if desired.

14.3.2听 听Letters of commendation, caution, consultation, and reprimand are considered to be of decreasing significance with the passage of time.

14.3.3听 听Medical records will be kept in a separate file.

14.4听 听Computerized Employee Information

14.4.1听 听All computerized information maintained on the Human Resources Information System is confidential. Only authorized employees may access computer files containing employee information.

15.听听听HIPAA.

15.1听 听Scope of Policy. 最快开奖直播搅珠结果 complies with the Health Insurance Portability & Accountability Act (HIPAA). HIPAA applies only to designated units or departments within 最快开奖直播搅珠结果 that are health plans, health care clearinghouses, or health care providers that engage in payment-related electronic transactions. HIPAA also applies to departments or units that provide administrative functions for the designated units (e.g., General Counsel鈥檚 Office, Internal Audit). HIPAA requires the plan sponsor of a group health plan to abide by specific regulations to ensure that reasonable and appropriate safeguards exist to protect the confidentiality of听personally-identifiable health information. The 最快开奖直播搅珠结果 departments or units that are affected by the HIPAA Privacy Rule are referred to as 鈥渃overed components鈥� for the purposes of this policy.

15.2听 听Definition 鈥� Covered Information. The HIPAA Privacy Rule requires 最快开奖直播搅珠结果 to adopt appropriate administrative, technical and physical safeguards to protect the privacy of Protected Health Information (PHI), which is created or received by 最快开奖直播搅珠结果鈥檚 covered components. PHI includes any health information relating to past, present or future physical or mental health, health care treatment, or payment for health care. PHI includes information that can identify an individual, such as name, social security number, address, date of birth, medical history or medical record number and includes such information transmitted or maintained in听any format, including paper and electronic records. HIPAA contains special provisions for records related to Workers鈥� Compensation, psychotherapy, and employee health information.

15.3听 听Authority. Each institution of 最快开奖直播搅珠结果 shall adopt policies or procedures to insure compliance with this policy. Such policies or procedures shall include the obligation to:

15.3.1听 听Notify employees (or patients in the case of covered components with patients as customers) about their rights to privacy under HIPAA.

15.3.2听 听Establish procedures for covered components that insure PHI is protected.

15.3.3听 听Train employees who handle PHI on appropriate security procedures and knowledge of HIPAA.

15.3.4听 听Adopt procedures, including disciplinary actions, to address violations of 最快开奖直播搅珠结果 policy or HIPAA regulations.

15.3.5听 听Secure employee and patient records containing individually identifiable health information so that they are accessible only on a need-to-know basis.

15.3.6听 听Make reasonable efforts to limit the use, disclosure of, and requests for protected health information to the minimum necessary to accomplish the intended purposes.

15.3.7听 听Adopt special procedures for the use of PHI for research. Reference the UNH Institutional Review Board (IRB) web site at .

15.3.8听 听Execute business associate agreements and other required documents to permit covered听components to share PHI with outside entities that have been contracted to provide products and services requiring access to PHI and to ensure confidential transfer of such information.

15.4听 听Notification. Each component institution shall notify the 最快开奖直播搅珠结果 General Counsel鈥檚 Office of the officer responsible for HIPAA compliance at its institution.

16.听听听Leaves Without Pay.听A leave without pay is used for status employee absences that cover a period of time in excess of one pay period and normally do not extend beyond a year. A status employee may request a full or partial leave without pay from their position for medical or other personal reasons. During a leave of absence without pay, the status employee retains their position. For those leaves granted by the institution, the position is not held, and听the employee must apply, at the end of the leave, for vacancies available for which they are qualified, but they are not guaranteed a position.

16.1听 听Personal Leave Without Pay. An employee may apply for a full or partial leave of absence without pay from their position for personal reasons. Requests for such leaves should be in writing and directed to the employee鈥檚 immediate supervisor with a copy to Human Resources.

16.1.1听 听Personal Leave from the institution. If a department cannot accommodate a personal leave without pay, the employee may request a leave from the institution. Generally personal leaves are not听granted for more than one year and only to those employees who have completed at least one year of service in a status position.

16.2听 听Leave for Medical Reasons. When documentation from a health care provider supports a medical leave that qualifies under the Family Medical Leave Act and/or Workers鈥� Compensation, such leave must be granted by the department (see USY.V.A.17 and USY.V.A.16). An employee with less than one year of service in a status position may apply for a medical leave without pay. Medical leaves that are covered by Workers' Compensation must be granted (see USY V.A.16). Medical leaves are normally granted for no more than six-months, unless the leave qualifies for Workers鈥� Compensation.

16.3听 听Involuntary Leave Without Pay.听Under certain circumstances, a status employee may be placed on a leave without pay by their department or institution.

16.4听 听Benefit Continuation. 最快开奖直播搅珠结果 will continue its usual employer level of contribution to status employee benefits for the duration of the leave or for 120 days, whichever is less. Those on partial leave are eligible to continue benefits by making their employee contributions during the 120-day period. While on partial leave, group life and Accidental Death and Dismemberment insurance and Long-Term Disability benefits will be based on the salary amount of the employee鈥檚 salary rate at the time the partial leave commenced. Retirement contributions during partial leave will be based on benefits-eligible earnings. (See policy below for benefits after 120 days.) For those benefits that require employee contributions, employees on full leave will be billed for that portion of the premium. For those on partial leave, employees will be billed for any portion not able to be deducted from their paycheck. Those on full leave are normally not eligible for Tuition benefits for themself.

16.4.1听 听Benefit continuation for leaves greater than 120 days.

16.4.1.1听 听Full Leave. In cases of full leaves that are greater than 120 days, status employees will be billed for the full cost of benefits beyond the 120 days, unless benefit coverage is required under FMLA leave regulations (see USY V.A.17) or Workers鈥� Compensation (see USY V.A.16).

16.4.1.2听 听Partial Leave. While on partial leave, group life and accidental death and dismemberment insurance and long-term disability benefits will be based on the salary amount of the employee鈥檚 salary rate at the time the partial leave commenced. Retirement contributions while on partial leave will be based on benefits-eligible earnings. After 120 days of partial leave, those employees who have been employed in a status position for at least a year and who are working at least 50% time are eligible to continue benefits by making their employee contribution for the designated leave period or a total leave period of one year, whichever is less. They will be billed for any portion not able to be deducted from their paycheck. Those working less than 50% are eligible to continue benefits by paying the full cost of the employee and employer contributions for the designated leave period or a total leave period of one year, whichever is less. They will be billed for any portion not able to be deducted from their paycheck.

16.4.2听 听Accrual for Paid Leave Programs. Employees on full leaves of absence without pay do not accrue Earned Time, Sick, or Vacation/Leave. Those on partial leave will accrue Earned Time or Sick/Vacation leave benefits based on the percent-time of the reduced appointment.

16.4.2.1听 听Paid Leave Carry Forward. All unused Earned Time/Sick Pool and up to 45 days of Vacation and all Sick Leave will be carried forward through the period of a full leave of absence. If听the employee does not return to work, any unused Vacation (up to 30 days) or Earned Time will be paid at employment termination.

16.5听 听Employee Notification and Return from Leave. The employee must notify their department thirty (30) days prior to the expiration of leave of their intent to return to work. Failure听 of an employee to return from Leave within three days of the return date provided in the return notice听return will be considered a voluntary resignation effective the last day of the leave status 鈥� unless specified by a CBA.

16.5.1听 听Leaves for Medical Reasons. Prior to returning to work, an employee on leave for medical reasons is required to provide medical documentation supporting their ability to perform the essential functions of their job.

16.5.2听 听Leave Extension. Any continuation of full or partial leave beyond a total leave period of one year is expected to be rare and requires approval by the institution鈥檚 Chief Executive Officer or their designee and is based on such factors as the value of the leave to the institution, the length of the leave, and availability of funds. The employee will assume the cost of their benefit and the employer benefit contributions. If approved by the Chief Executive Officer or their designee, the employee鈥檚 department听or institution may assume the employer's cost of benefits for the extended leave period.

16.6听 听Subsequent Leaves. If an employee has been on either a full or partial leave of 120 days or more or a professional development leave, they are not eligible for such leave with benefits again until serving in a status position for at least 24 months after returning from leave, unless the leave was for FMLA reasons. If听there are extenuating circumstances, the Chief Executive Officer or their designee may authorize an exception for a leave to occur earlier than 24 months.

17.听听听Military Leave.听Military leave policy follows federal regulations in the Uniformed Services Employment and听Reemployment Rights Act (USERRA), which defines benefits and rights of employees when they serve or have served in the Uniformed Services.

17.1听 听Eligibility. Employees serving in the Uniformed Services, including reserve military service, Federal National Guard service, and certain types of service by members of the National Disaster Medical System, are eligible for military leave.

17.1.1听 听Not covered by USERRA are those:

• who exceed the five (5) -year, cumulative active service limitation, or exceed the two (2) -year recuperation period following active service
• who are separated from Uniformed services under less than honorable conditions; or
• who were hired for a brief, nonrecurring period with no reasonable expectation of continuation for a significant period.

17.2听 听Temporary Active Duty. A temporary leave of absence of up to (30) thirty calendar days will be granted to an employee by Human Resources for the purpose of reserve training or other active duty assignments required by the individual's Uniformed Services Employment.

17.2.1听 听Compensation/Pay Differential. Any Non-Exempt and Exempt-salary paid Employees on temporary military active duty leave will be paid the difference between their regular base salary and their full-time military base pay if the latter is less than regular pay听and allowances. In cases whereby temporary military pay is more than the听individual's regular budgeted salary for the same period of time, the employee听will not receive any 最快开奖直播搅珠结果 salary.

17.2.2听 听Regular military pay does not include any allowances for dependents or reimbursement for expenses.听Payment will be made upon receipt of supporting听information, such as a copy of military orders or the military leave and earnings听statement containing the amount of military pay and allowances.

17.2.3听 听Military leave will not count against Personal Leave. Sick and Personal Leave will continue to accumulate during a temporary active duty military leave.

17.3听 听Extended Active Service. An employee will be granted a military leave of absence without pay by Human Resources upon a voluntary or involuntary active duty assignment in the Uniformed Services which extends beyond thirty (30) calendar days. The employee must provide written or verbal notice of active duty as far in advance as possible, unless it is impossible or unreasonable to give such notice. Military leave continues throughout the period of active duty, up to a cumulative maximum of five (5) years of active service, except in those instances of recuperation following a period of active duty which may extend the leave for a maximum of two (2) years.

17.3.1听 听Benefit Continuation. If eligible for benefits, an employee may elect to continue medical and dental plan coverage for themself and their dependents under COBRA (see听USY V.A.6.2) for the period of military leave, or for twenty-four (24) months from the beginning of the leave, whichever is less. The tuition benefit plan for a spouse and/or eligible dependents continues for the period of active duty.

17.3.1.1听 听Earned Time and Personal听leave. Employees may use accrued Earned Time or Personal for extended military leave, but are not required to do so. Unused Earned Time or Personal听leave (up to forty-five (45) days) and Sick Leave will be carried forward through the period of leave of absence. If the employee does not return to work following military leave, any unused听Personal听Leave (up to thirty (30) days) or Earned Time will be paid to the employee.

17.4听 听Reinstatement. Upon returning from active duty, an employee on active duty will be reinstated within two (2) weeks to the position they vacated or to another position of like status when: (1) they contact Human Resources and submit a written or verbal application for re-employment; (2) provide Human Resources with documents of honorable service, such as the Certificate of Release or Discharge from Active Duty (Form #DD214) or a copy of duty orders indicating completion of service; and (3) are qualified physically and mentally to return to work. If hospitalization is required during the military leave and continues after discharge for a period of not more than two years, the individual may be restored to their position following release from hospitalization.

17.4.1听 听Conditions. If the active service period is more than thirty (30) days, but less than one hundred eighty-one (181) days, the application must be made within fourteen (14) days after completing service. With service greater than one hundred eighty (180) days, the application is required no later than ninety (90) days after completing service. In each case, notice is required unless it is impossible or unreasonable to do so.

17.4.2听 听Rate of Pay. The pay rate for the reinstated employee is based on their pay at the time of departure, plus any pay increases that the employee would have received if they had been continuously employed during the period of military service.

17.4.3听 听Benefits. Terminated medical plan coverage will be reinstated upon re-employment with no waiting period, except for exclusion of illnesses or injuries resulting from active duty. Upon reinstatement, the employee may make up any or all retirement plan contributions missed during the period of active service, and听最快开奖直播搅珠结果 will provide its contributions to those the employee makes. These contributions must be made within a time period starting from reinstatement and extending to three times the immediate past military service period, with no repayment period exceeding five (5) years. The time spent in uniformed service is not considered a break in employment for purposes of benefits based on seniority, such as Personal or Earned Time accrual, Longevity, retirement plan contributions, and FMLA eligibility.

17.4.4听 听Disability. If, as a result of active service in the armed forces, an听is not physically or mentally qualified to perform their former duties, they may request and will be offered employment in a position for which they are qualified and which will provide the seniority, status, and salary consistent with the federal statute.

17.4.5听 听The re-employment rights described in this section shall apply unless the circumstances of the institution or of 最快开奖直播搅珠结果 have changed as to make it impossible or unreasonable to provide听those rights.

17.5听 听Retaliation or discrimination of any employee on the basis of their military service is prohibited.听

18.听听听Leave for First Responders.听In compliance with RSA 274:66, employees who are members of a fire department, rescue squad, or emergency medical services agency may take leave without pay when they are called into service for the state or a political subdivision during a declared state of emergency. Employees may use accrued Earned听Time or Vacation leave time to cover such absence from work. For those who are members of the National Disaster听Medical System, see Military Leave (see USY V.C.17).

19.听听听Family and Medical Leave Act (FMLA). This policy outlines the eligibility criteria for requesting a FMLA leave and the obligation of the institution and the employee in order to comply with FMLA regulations.

19.1听 听Eligibility. To be eligible for leave under this policy an employee (status or adjunct) must have been employed within 最快开奖直播搅珠结果 for at least 12 months in total and must have worked at least 1,250 hours during the听12-month period preceding the commencement of the leave.

19.2听 听Definition. A family and/or medical leave of absence shall be defined as an approved absence available to eligible employees for up to 12 weeks per year. A year is defined as a "rolling" 12-month period measured backward from the date an employee uses any FMLA leave. Leave may be taken: Upon the birth of an employee鈥檚 child; upon the placement of a child with the employee for adoption or foster care; when an employee is needed to care for a child, spouse, or parent who has a serious health condition; or when the employee is unable to perform the essential functions of their position because of a serious health condition. An employee who assumes the role of in loco parentis to a child, regardless of the legal or biological relationship, is eligible for FMLA leave to care for the child. (For military-related FMLA, see USY V.C.19.7.)

19.2.1听 听In order to be considered for a FMLA leave, the employee must notify their supervisor of the request for the leave and provide appropriate documentation to Human Resources (see USY V.C.19.4). Human Resources will notify the employee within 5 days if the employee meets the eligibility requirements for FMLA leave and informs them of their rights and responsibilities under the leave.

19.2.2听 听In order to have the leave considered FMLA, Human Resources must receive medical documentation, make the determination and notify the employee in writing within five days after receipt of the medical documentation. If the designation of FMLA leave is not made or notice given, the leave cannot be retroactive and cannot be applied after the employee returns to work.

19.2.2.1听 听Exceptions. Notification can be done retroactively if the determination is made because medical documentation supporting FMLA was received by Human Resources after the employee returned to work, or when Human Resources did not learn the reason for an employee鈥檚 leave until their return to work.

19.2.3听 听All requests which meet eligibility criteria will be granted for up to 12 weeks. In cases of absence from work which qualify under FMLA and are covered by other paid leave(s), such as Workers鈥� Compensation or Interim Disability, the FMLA leave will be concurrent with the other paid听leave(s) for a period of up to 12 weeks or for the duration of the other leave(s) if it expires prior to 12 weeks.

19.3听 听Conditions of Leave. 最快开奖直播搅珠结果 will require medical documentation, and documentation for in loco parentis as needed, sent to Human Resources to support a claim for leave for an employee鈥檚 own serious health condition or to care for a seriously ill child, spouse or parent. Such documentation will be maintained in a separate file in Human Resources and released only on a need-to-know basis. For the employee鈥檚 own medical leave, the documentation must include a statement that the employee is unable to perform the essential functions of the position. For leave to care for a seriously ill child, spouse, or parent, the medical documentation must include an estimate of the amount of time the employee is needed to provide care. At its discretion, 最快开奖直播搅珠结果 may require and pay for a second medical opinion and/or periodic documentation. If the first and second opinions differ, 最快开奖直播搅珠结果 (at its own expense) may require the binding opinion of a third health care provider approved jointly by 最快开奖直播搅珠结果 and the employee.

19.3.1听 听Intermittent Leave. If medically necessary for a serious health condition of the employee or the spouse, child or parent, leave may be taken on an intermittent or reduced service schedule. If leave is requested on this basis, however, 最快开奖直播搅珠结果 may require the employee to transfer temporarily to an alternative position that better accommodates recurring periods of absence or a part-time schedule, provided the position has equivalent base salary rate and benefits.

19.3.2听 听In cases of leave for the employee鈥檚 own illness/injury, the employee will be required to use established/accrued paid leave policies (including any leave accrued during an FMLA Leave); however, the employee has the option to retain up to the equivalent of 10 Earned Time/Vacation days.

19.3.2.1听 听For status exempt employees, paid leave includes use of accrued Sick Leave, Interim Disability leave if applicable, then accrued Vacation (see USY V.A.4.10).

19.3.2.2听 听For status non-exempt hourly employees, paid leave includes the use of accrued Earned Time and Sick Pool (see USY V.A.4.9).

19.3.3听 听For leaves taken to care for family members, an employee may use Family Leave for up to 10 days (see USY V.A.9.5.10 for Earned Time use and USY V.A.4.11.2.2听for vacation). Further usage will require that the employee use accrued Earned Time or Vacation days; however, the employee has the option to retain up to the equivalent of 10 Earned Time/Vacation days.

19.3.4听 听The mandatory use of accrued paid leave is not applicable if the absence is due to a workplace听injury/illness and is compensated under Workers鈥� Compensation. However, an employee may elect to supplement Workers鈥� Compensation with accrued paid leave.

19.4听 听Responsibility. Each 最快开奖直播搅珠结果 institution shall adopt such institutional procedures as are necessary to meet the administrative requirements of this 最快开奖直播搅珠结果 policy.

19.4.1听 听Employee鈥檚 Responsibility. When the need for leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the employee must provide 30 days鈥� notice. Appropriate documentation (e.g., physician's statements and adoption papers) must be included with the request and be sent to Human Resources. In cases of illness, the employee will be required to report periodically to Human Resources on their leave status and intention to return to work.

19.4.1.1听 听Reinstatement. Employees must notify their immediate supervisor and Human听Resources 30 days prior to the expiration of the leave of intent to return to work.

19.5听 听Benefits During Leave. (Applicable to employees participating in a medical and/or dental plan prior to leave.)

19.5.1听 听Duration of Leave. 最快开奖直播搅珠结果 will continue its usual level of contribution to the employee鈥檚 benefits for the duration of the 12-week period. For those benefits that require employee contributions, the employee will be billed for that portion of the premium if they are enrolled in the benefit.

19.5.2听 听Benefits eligible employees on an unpaid Family and Medical leave do not accumulate Vacation Leave, Sick Leave or Earned Time and are not eligible to receive compensation for Jury Duty, Bereavement Leave, Holidays, Short-Term Military Leave or Tuition Benefits for themselves (See Leave Without Pay policy, USY V.C.16.3).

19.5.3听 听Failure to Return from a Non-FMLA Leave (or returns but fails to stay 30 calendar days). In the event that an employee elects not to return to work, or returns but fails to stay 30 calendar days upon completion of an approved听unpaid leave of absence that is not covered by the FMLA, 最快开奖直播搅珠结果 may recover the cost of any payments made to听maintain the employee's benefit coverage, unless the failure to return to work was FMLA-related or for reasons beyond the employee鈥檚 control.

19.6听 听Military-Related FMLA Leave. FMLA leave approved for employees to (1) care for a member of the US Armed Forces who incurred a serious injury or illness in the line of duty while on active duty in the US Armed Forces; or to (2) deal with a "qualifying exigency" arising out of a family member's active duty service or call to active duty in the US Armed Forces; or any combination of the two, is considered Military-related FMLA leave.

19.6.1听 听Eligibility. To qualify for a military-related FMLA leave, the employee must be eligible for FMLA Leave (see USY V.C.19.1). To qualify for leave to care for a service member, the employee must be the spouse, parent, (or serve as in loco parentis) child, or "next of kin" (nearest blood relative) of a member of the US Armed Forces, including the National Guard and Reserves. (Contact Human Resources for specifics concerning "next of kin".) To quality for Exigency Leave, the National Guard Reservist, or retired member of the Armed Forces must be the spouse, son, daughter or parent (or serve in loco parentis) of the employee.

19.6.2听 听In order to be considered for a FMLA Leave, the employee must notify their supervisor of the request for the leave and provide appropriate documentation, such as documentation for in loco parentis as needed, to Human Resources (see USY V.C.19.4).

19.6.3听 听All requests which meet eligibility criteria will be granted for up to 12 weeks for "qualifying exigency" leave and for up to 26 weeks for leave to care for a member of the US Armed Forces. The combination of FMLA Leave that includes leave to care for a family member in the US Armed Forces and other types of FMLA Leave may not exceed 26 weeks in a 12-month period.

19.6.4听 听During such leave, an employee may use Family Leave for up to 10 days (see USY V.A.4.9.5.10 for Earned Time use and USY V.A.4.11.2.2 for Vacation leave use); further usage will require that the employee use accrued Earned Time or Vacation days; however, the employee has the option to retain up to the equivalent of 10 Earned Time/Vacation days.

19.6.5听 听Responsibilities during FMLA leave. See USY V.C.19.4.

19.6.6听 听Conditions of FMLA Leave to care for a family service member with a serious injury or illness. Such leave may extend up to 26 weeks in a twelve-month period. It may be taken full-time or on an intermittent or reduced work schedule. Medical documentation to support the leave request must be sent to Human Resources. Such documentation will be maintained in a separate file in Human Resources and released only on a need-to-know basis.

19.6.6.1听 听Benefits During Leave. (Applicable to employees participating in a medical and/or dental plan prior to leave.)

19.6.6.1.1听 听Duration of Leave. 最快开奖直播搅珠结果 will continue its usual level of contribution to the employee鈥檚 benefits for the duration of the 26-week period. For those benefits that require employee contributions, the employee will be billed for that portion of the premium if the employee is on leave without pay.

19.6.6.1.2听 听Benefits-eligible employees on an unpaid Family and Medical leave do not accumulate Vacation Leave, Sick Leave or Earned Time and are not eligible to receive compensation for Jury Duty, Bereavement Leave, Holidays, Short-Term Military Leave or Tuition Benefits for themselves. (See Leaves Without Pay policy, USY V.C.16.3)

19.6.7听 听Conditions of FMLA leave due to "qualifying exigency" arising from a family member in the National Guard or Reserve, or a retired member of the regular armed forces or the reserve, being called to active duty service in the military. A qualifying exigency is a circumstance such as short-term notice of deployment, military events and related activities, childcare, financial and legal arrangements, or post-deployment activities. Such leave may extend up to 12 weeks and may be taken on an intermittent or reduced-leave schedule. A copy of the family member's active duty orders or other reasonable documentation to support the leave will be sent to Human Resources.

19.6.7.1听 听Benefits During Leave. (Applicable to employee鈥檚 participating in a medical and/or dental plan prior to leave.)

19.6.7.1.1听 听Duration of Leave. 最快开奖直播搅珠结果 will continue its usual level of contribution to the employee鈥檚 benefits for the duration of the 12-week period. For those benefits that require employee contributions, the employee will be billed for that portion of the premium if the employee is on leave without pay.

19.6.7.1.2听 听Benefits-eligible employees on an unpaid FMLA leave do not accumulate Vacation Leave, Sick Leave or Earned Time and are not eligible to receive compensation for Jury Duty, Bereavement Leave, Holidays, Short-Term Military Leave or Tuition Benefits for themselves. (See Leave Without Pay policy, USY V.C.16.3)

19.7听 听Complaints concerning the application of FMLA leave should be addressed to Human Resources or the US Department of Labor.

19.8听 听Collective听Bargaining Agreements. All provisions of this policy shall prevail except as modified by any applicable collective bargaining agreements.

20.听听听Jury Duty and Witness Leave.

20.1听 听Description. An employee will be granted Jury Duty Leave with pay for the purpose of serving on a jury or as a subpoenaed witness. An employee subpoenaed for Jury or as a witness must notify their supervisor as soon as possible to allow the department to make arrangements to accommodate the absence. An employee suffers no loss of Vacation Leave, Earned Time or other benefits during the period of a leave of absence for Jury Duty.

20.1.1听 听Process. The absence will be approved only for the period required for jury service or as a subpoenaed witness. A copy of the summons to serve on a jury or subpoena to appear as witness must be presented to the supervisor in advance of the service. Employees are expected to report for work at those times when service on the jury or as a subpoenaed witness is not required. At the completion of Jury Duty or service as a witness, the supervisor must be furnished with evidence of jury service or service as a witness for the time claimed.

20.1.2听 听Pay Status. The 最快开奖直播搅珠结果 will pay the difference between the individual's regular budgeted salary and Jury Duty pay or subpoenaed witness fee (not including reimbursement for expenses) during the period of service. As an alternative, the individual serving may receive full pay for the period of service听by remitting to the institution the compensation received from the court (not including reimbursement for expenses).

20.2听 听Crime Victim Policy.

20.2.1听 听Description. In compliance with NH RSA 275:61 an employee (status or adjunct) will be granted leave time to attend court or legal/investigative proceedings associated with the prosecution of a crime in which the employee was a victim or is an immediate family member of a victim.

20.2.1.1听 听Victim is defined as a person who suffers direct or threatened physical, emotional, psychological, or financial harm as a result of a crime or attempted crime.

20.2.1.2听 听Immediate family is defined in the statute as father, mother, stepparent, child, stepchild, sibling, spouse, grandparent or legal guardian of the victim. For purposes of this policy, immediate family is extended to any person residing in the same household with the victim.

20.2.2听 听Process. The absence will be approved only for the period required for court or legal/investigative proceedings, inclusive of travel time. Documentation concerning hearings or procedures which require the employee鈥檚 presence shall be provided to the supervisor or Human Resources in advance for verification, not for retention. Confidentiality regarding the information will be maintained.

20.2.3听 听Pay Status. If a status employee is the victim, they may use up to 10 (ten) days of accrued Sick Leave or up to 75 or 80 hours of Sick Pool (without the prerequisite use of 5 Earned Time days) to cover absences due to crime victim proceedings. In the case where the victim is an immediate family member, a status employee may choose to access up to 10 days of Family Leave (see USY V.A.4.9.5.10 for Earned Time use and USY V.A.11.2.2 for Vacation) to cover the absences. If more time is required, the employee may use accrued Vacation Leave or Earned Time, or request Leave Without Pay for the periods of听absence.

20.2.4听 听Retaliation against anyone who uses a crime victim leave of absence is strictly prohibited.

21.听 听Flexible Work Arrangements. Within defined limits, 最快开奖直播搅珠结果 supports Flexible Work arrangements for employees in the form of Flextime schedules, Flex-Year appointments, Reduced Time, Hybrid Work, Fully Remote Work and Work from Anywhere (WFA). Each institution will establish approval procedures for Flexible Work arrangements. In accordance with those procedures the administrative/academic manager or designee has the authority to establish specific conditions for the arrangement, will document the arrangement in writing and place it in the employee鈥檚 employment file. Flex Work arrangements may also be assigned to a position as a condition of employment.

21.1听 听Flextime. Flextime is a change to a regular work schedule without changing the percent-time of the appointment. The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with appropriate notice if there is an incumbent (see USY V.F.5.1.3) based on institutional/operational needs and procedures. Core times/days may be required in the arrangement when Flextime employees must be working.

21.2听听 Flex-Year. Flex-Year is the assignment of a position to a specific work period in the fiscal year that is consecutive but less than 12 months. For example, Flex-Year positions supporting academic or student departments during the academic year are typically 75% to 80% appointments, begin each year in the fall and end in the spring with a non-work/non-appointment period in the summer. The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 Flex-Year request, or to assign it to a position with appropriate notice if there is an incumbent (see USY V.F.8.5.4) based on institutional/operational needs and procedures. Core times/days may be required in the arrangement when Flex-Year employees must be working.

21.3听 听Reduced Time. Reduced Time is a change to the percent time of a position. For the position to be status, it must be 75% or more. For example, an employee could request reduction from 5 days per week (100%) to 4 days (80%). The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with appropriate notice if there is an incumbent (see USY V.F.8.5.4) based on institutional/operational needs and procedures.听 Core times/days may be required in the arrangement when Reduced Time employees must be working.

21.4听 听Hybrid Work.听Hybrid work enables employees to blend working from different locations without changing the percent time of the appointment, typically between home and a 最快开奖直播搅珠结果 location.听Hybrid work is intended for positions suited for autonomy and flexibility with an expectation that some work will still be performed at a 最快开奖直播搅珠结果 office location.听The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with an incumbent based on institutional/operational needs and procedures.听Hybrid Work is not applicable to all jobs and there may be a requirement to be at the 最快开奖直播搅珠结果 office at specific times.

21.5听 听Fully Remote Work.听Fully Remote Work is an arrangement where an employee works from remote locations outside 最快开奖直播搅珠结果 locations but within the six New England states (NH, VT, ME, MA, CT and RI) on an ongoing and regular basis.听It is limited to positions where employees can successfully execute projects and daily tasks without commuting to a 最快开奖直播搅珠结果 office but where there may be an occasional requirement to do so.听 The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with an incumbent based on institutional/operational needs and procedures. There is no change to the percent time in a Fully Remote Work arrangement and no office space is reserved for the employee at a 最快开奖直播搅珠结果 location.

21.5.1听 听Temporary Fully Remote Work.听Temporary Fully Remote Work is an arrangement approved for no longer than three months. The same approval process and parameters are followed as a longer-term Fully Remote Work arrangement.

21.6听 听Work From Anywhere. In a Work From Anywhere (WFA) arrangement, an employee works outside 最快开奖直播搅珠结果 locations and outside the six New England states (NH, VT, ME, MA, CT and RI) on a permanent basis, with limited expectation to come to a 最快开奖直播搅珠结果 office. It is limited to positions where employees can successfully execute projects and daily tasks without need to be at the 最快开奖直播搅珠结果 office. The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request for WFA, or to assign it to a position with an incumbent based on institutional/operational needs and procedures. There is no change to the percent time in the arrangement and no office space is reserved for the employee at a 最快开奖直播搅珠结果 location.

21.7听 听Non-Exempt Hourly Paid Employees. Due to requirements of the federal Fair Labor Standards Act (FLSA), non-exempt hourly paid employees must report exact time worked each day from any location, including a hybrid/remote/WFA arrangement and any 最快开奖直播搅珠结果 office. Overtime requires prior approval (see USY V.F.7.3.1). Non-exempt hourly paid employees must document and certify their time worked and managers are responsible for ensuring employees complete work as specified in any Flex arrangement. Records of time worked in a Flex arrangement are subject to audits, with or without notice.

21.8听 听Exempt Salaried Paid Employees. While a Flex arrangement may not change the days of work for an Exempt employee, it often means a shift in expectation from a fixed schedule to a more flexible one and from a 最快开奖直播搅珠结果 location to a non-最快开奖直播搅珠结果 location. With this shift, there is heightened need for transparency and accountability of work performed for internal and external audiences, employee and manager. Methods to meet this interest may vary over time and Human Resource is responsible for overseeing institutional accountability methods in the arrangements.

21.9听听听Flexible Work Arrangements Eligibility.听Eligibility for Flexible Work arrangements and approval procedures are determined at each 最快开奖直播搅珠结果 institution. The arrangement can be a requirement of a position or for status positions, may be proposed by either the manager or employee. This policy applies to all employees except those covered by collective bargaining agreements.

21.9.1听 听Eligibility. Not all jobs can be accomplished through a Flexible Work arrangement. Following institutional guidelines, managers are responsible for determining the suitability of both the job functions and the employee for a Flexible Work arrangement.

21.9.1.1听 听Recognizing faculty and instructors of all types operate with flexible schedules which may vary from term to term depending upon teaching, research and service responsibilities, Flex Work arrangements may be activity specific. For example, teaching a class remotely while maintaining on-campus research and service work.

21.9.2听 听Authority. 最快开奖直播搅珠结果 maintains the option to approve Flexible Work arrangements in its sole discretion through institutional approval procedures. In accordance with those procedures the administrative/academic manager or designee has the authority to establish specific conditions for the arrangement, will document the arrangement in writing and place it in the employee鈥檚 employment file.

21.9.3听 听Requirements. Flexible Work arrangements must comply with institutional requirements. Failure to comply will result in elimination of the Flexible Work arrangement.

21.9.3.1听 听Equipment. The employee must have the electronic equipment necessary for Hybrid/Remote/WFA arrangements and must have an intentional plan to ensure confidentiality of all data, so there is no additional institutional risk of data exposure or theft. 最快开奖直播搅珠结果 institutions will not normally buy additional equipment to facilitate Hybrid/Remote/WFA arrangements. The employee pays for the internet connection, upkeep of a home workspace, costs of equipment operation and maintenance; with the exception of a 最快开奖直播搅珠结果 computer.

21.9.3.2听 听Liability. Employees with any approved Flexible Work arrangement must comply with 最快开奖直播搅珠结果 policies, including IT security, harassment prevention, conflict of interest parameters, drug free workplace, safety, and confidentiality. Employees are covered by the institution's professional liability insurance and Workers鈥� Compensation when working outside a 最快开奖直播搅珠结果 location. Employees are responsible for the correct ergonomics of their workspace if working from a home office. Any taxes and legal obligations associated with Hybrid/Remote/WFA arrangements are the employee's responsibility.

21.9.3.3听 听Records and Reports. The nature of Flexible Work arrangements means that the establishment and measurement of work may shift from an assessment of observable work to more heavily outcomes focused. Managers are responsible for defining the work and setting clear expectations and goals while an employee is on a Flexible Work arrangement. Flexible Work written agreements must be forwarded to Human Resources.

21.10听 听Authority to Terminate. If the Flexible Work arrangement is not a job requirement, either the manager or the employee can terminate the flexible work arrangement. Normally, notice of the change will be given by either party (see USY.C.5.1.3).

22.听 听Cellular Phone Policy. 最快开奖直播搅珠结果 does not provide allowances or other forms of reimbursement for cell phones or other types of cellular related connectivity (E.g., cellular modems and hot spots, voice or data plans, etc.). Some exceptions to this practice have been identified are described below. Please also refer to Policy 8-005, Portable Communication and Computing Devices.

22.1听 听Scope. This policy covers cell phones and other wireless communication devices. The policy excludes the following: Pagers, Two-way radios, Modems, aircards, Mobile devices shared by department personnel owned by the departments, Wireless devices covered under sponsored programs/grants, and Authorized users covered by collective bargaining agreement.

22.2听 听Eligibility Based on Business Need.听In some rare cases, 最快开奖直播搅珠结果 business needs may require the business use of an employee鈥檚 personal cell phone. In the cases where reimbursement is warranted, employees must experience a work mandated condition that results in charges over and above their standard cell phone plan. Examples of such situations might include extensive travel for 最快开奖直播搅珠结果 purposes or extended 最快开奖直播搅珠结果 mandated phone calls where no land line is available.

22.2.1听 听Exceptions.

22.2.1.1听 听Grant Funded Phones.听 This policy excludes wireless devices under sponsored programs/grants. In some cases, grant compliance requirements may necessitate the procurement or reimbursement of cellular phone plans. Reimbursement for cellular phone use is permitted where it is required and funded by the respective grant.

22.2.1.2听 听Compliance Required Phones.听In some rare cases, 最快开奖直播搅珠结果 provided phones may be required due to regulatory or contractual requirements (i.e. Campus Safety, risk management, records retention, etc.) In these situations, employees may be provided cellular phones under a 最快开奖直播搅珠结果 contract to meet various compliance requirements.

22.2.1.3听 听Pooled Phones.听At the discretion of the VPFA office, 最快开奖直播搅珠结果 may maintain a small number of cellular phones that can be issued to personnel on a temporary basis for campus support functions. These phones will not be issued to an individual on a permanent basis and the contracts for these phones shall be maintained by 最快开奖直播搅珠结果.

22.3听 听The provisions of the 最快开奖直播搅珠结果 Cellular Phone Policy still applies to identified exceptions and the VPFA office should be consulted for clarification on the allowability of these costs.

22.4听 听Allowances.听最快开奖直播搅珠结果 does not provide allowances for cell phones, data plans, or other forms of remote connectivity.

22.4.1听 听Contract provided phones (subject to VP for Finance & Administration approval)
Except as noted in section 22.2.1 of this policy, 最快开奖直播搅珠结果 will no longer provide cellular phones for employees.

22.5听 听Reimbursements.听Employees that are required to engage in a temporary activity that results in cell phone charges above their standard monthly cell phone plan may submit the overage amounts and documentation of the charges above their standard monthly bill to their respective departments for approval and reimbursement. Employees may not use procurement cards (Pcards) for the purchasing of cellular phone plans or to pay for overage amounts directly.

22.6听 听Effective Date. The new Cellular Phone Policy is effective 07/01/2018. 最快开奖直播搅珠结果 will no longer provide cell phone allowances after approval of this policy, except contract provided phones or temporary reimbursement of charges as described in section 22.2.1.

23.听 听Reporting Allegations of Employee Sexual Harassment and Violence.

23.1听 听Reporting to the Chief Executive Officer.听Any allegation of sexual harassment or violence by an employee of a 最快开奖直播搅珠结果 institution shall be reported to the chief executive officer of the institution as soon as the allegation is known to the institution鈥檚 Title IX compliance officer or other designated Title IX complaint intake officer.听[See also Protocol for Reporting, Management, and Tracking of听Allegations of Sexual Misconduct Committed by 最快开奖直播搅珠结果 Employees].

24.听 听Expression of Milk in the Workplace

24.1听 听Supporting employee well-being and success is at the heart of the 最快开奖直播搅珠结果鈥檚 (最快开奖直播搅珠结果) pursuit of inclusive excellence.听最快开奖直播搅珠结果 will provide nursing employees with sufficient space and reasonable break periods for the expression of milk as described in this policy.

24.2听 听Policy Statement. 最快开奖直播搅珠结果 institutions will provide a workplace that supports nursing employees that need to听express听milk听during听working听hours听for听a听period听of听one听year听following听the听date听of听the听birth听of听a听child.听Additionally, it is 最快开奖直播搅珠结果 policy to prohibit discrimination or retaliation against nursing employees who exercise their rights under this policy.

24.3听 听Definitions:

鈥淓xpression of milk鈥� means the initiation of lactation by manual or mechanical means but shall not include breastfeeding.

鈥淩easonable break period鈥� shall mean an unpaid break of approximately 30 minutes for every three (3) hours of work performed by a nursing employee, for the purpose of expressing milk.

24.4听 听Applicability of the Policy:

24.4.1听 听All 最快开奖直播搅珠结果 institutions; and

24.4.2听 听最快开奖直播搅珠结果 faculty, staff, and graduate research and graduate teaching assistants

24.5听 听Procedures: Supervisor and Employee Responsibilities

24.5.1听 听A nursing employee shall notify their supervisor at least two (2) weeks prior to needing reasonable break periods and sufficient space for expression of milk during work听hours. The supervisor should be aware of the need to support nursing employees and should provide a reasonable break period as defined by this policy to meet this need.

24.5.2听 听The supervisor and employee will work together to develop a schedule for reasonable break periods for the expression of milk. It may include such options as taking a nursing employee their break period contemporaneously with break or meal periods already provided by the employer or different terms听 negotiated by the supervisor and the employee. Employees cannot be required to make up time related to use of this break period.

24.5.3听 听The supervisor will work with the employee to identify access to a reasonable, sufficient space shielded from view and free from intrusion from coworkers and the public, for expressing milk for a nursing child. The room will have accessible electrical outlets, a chair, a sink close by with a clean, safe water source and a place to safely store milk while at work, for example, in a personal cooler or refrigerator. If there is adequate privacy, the room could include an employee鈥檚 own office space or a lockable conference room. If such a room does not exist in the building that houses the work unit, arrangements will be made to allow the employee to use one of the campus lactation rooms.听The location must be within a reasonable walk of the employee鈥檚 worksite, unless otherwise mutually agreed to by the employer and employee. The space cannot be a bathroom but can be either temporary or permanent in nature.

Consult your campus Human Resource(HR) HR or website for a list of lactation rooms and how to access them.

24.5.4听 听Employers may be exempted from providing reasonable break time and sufficient space for expressing milk if it would impose an undue hardship to the employer鈥檚 operations.

24.5.5听 听Employees and supervisors who have concerns or questions regarding the 最快开奖直播搅珠结果 Expression of Milk in the Workplace Policy should contact their campus Human Resources office.

24.5.6听 听Employees who believe they have been denied the use of sufficient space or reasonable break periods should contact their institution鈥檚 Office of Human Resources or the Equity Office.

At Keene State College (KSC): Office of Justice, Equity, Diversity and Inclusion (603) 358-2206.

At Plymouth State University (PSU): Inclusion, Diversity, Equity and Access Office at (603) 535-2365.

At University New Hampshire (UNH): Civil Rights and Equity Office at (603) 862-2930 Voice/TTY.

听

1.听听听Authority.

1.1听 听The Board of Trustees (BOT) authorizes the Chancellor, in consultation with the Administrative Board, to听establish employee relations policies (exclusive of labor relations) that comply with state and federal legislation and that seek to maximize the effectiveness of 最快开奖直播搅珠结果 Human Resources.

1.2听 听最快开奖直播搅珠结果 (最快开奖直播搅珠结果) institutions shall adopt such institutional policies as are necessary to meet the requirements of this 最快开奖直播搅珠结果 policy.

2.听听听Drug Free Workplace.

2.1听 听Goal. 最快开奖直播搅珠结果 views alcoholism and drug addiction as highly complex diseases that, once they have been diagnosed, can be addressed by appropriate treatment, and require the same consideration given to employees in cases of other illnesses. Because 最快开奖直播搅珠结果 values its employees, its only purpose in involving itself in the complex areas of alcoholism and drug addiction is to assist the employee in seeking treatment and听returning to a state of effectiveness and productivity. The Employee Assistance Program (EAP) is available to assist with such illnesses. Every case is handled with the utmost confidentiality.

2.2听 听Commitment & Responsibilities. 最快开奖直播搅珠结果 institutions shall establish guidelines for the use of alcohol and controlled substances during work hours in conformance with the following general policy: using, possessing, or being under the influence of alcoholic beverages, amphetamine-type drugs, barbiturate-type drugs, cannabis-type drugs, Phencyclidine, Methaqualone, Benzodiazepines, cocaine-type drugs, morphine-type drugs, hallucinogenic drugs, or any controlled drugs as provided in RSA 318-B during work hours by 最快开奖直播搅珠结果 employees is prohibited.

2.2.1听 听The use of prescription drugs will be permitted by policy in strict accordance with the prescription of a licensed health care professional.

2.2.2听 听Where the use of alcohol is permitted by policy, safety considerations and concern for the image of the institution require that discretion be exercised in the use of alcoholic beverages either on or away from 最快开奖直播搅珠结果 property.

2.2.3听 听In situations where the use of certain types of prescription and non-prescription medication may negatively affect mental concentration or coordination (such as antihistamines or "mood altering" drugs), safety considerations may require temporary reassignment of duties and responsibilities.

2.2.4听 听Supervisors who have documented an employee鈥檚 deficient or deteriorating performance and believe such performance to be related to the use of alcohol or drugs must discuss options for handling the problem with HR or other official designated by the campus Chief Executive Officer. Supervisors shall not engage in diagnosis or establishing treatment plans for employees. The supervisor may meet with the employee and make a referral to the EAP (see USY V.D.5.2).

2.2.5听 听The decision to undertake treatment through qualified sources is the responsibility of the individual employee. The individual's employment status will in no way be affected by the decision to seek treatment. They will continue to be covered by applicable policies. If work performance continues to be deficient, a performance review will be conducted within the framework of 最快开奖直播搅珠结果 policy to allow for appropriate determination concerning the individual's future employment status. Such performance reviews will consider evidence of poor work performance, frequent absences, neglect of duties and听responsibilities, drastically altered moods, physical or verbal abuse, and deterioration of working relationships.

2.3听 听Legal Requirements. In accordance with the Drug Free Workplace Act of 1988 (Pub. L. No. 100-690, Title V, Subtitle D) employees are prohibited from the unlawful manufacture, distribution, dispensing, possession, or use of any controlled substance in the workplace. Each 最快开奖直播搅珠结果 institution will: (a) make a good faith effort to maintain a drug free workplace, (b) conduct a biennial听review of its program to determine effectiveness, (c) implement changes to the program if needed, and (d) ensure that disciplinary sanctions are enforced.听Each 最快开奖直播搅珠结果 institution will take the following actions within 30 days upon notification of an employee conviction: (1) take appropriate personnel action against a convicted employee up to and including termination; (2) place a notice of the drug conviction in the employee's personnel file in accordance with normal disciplinary policy procedures; (3) require the convicted employee to utilize the services of the EAP and, (4) require the convicted employee to successfully complete an approved drug abuse assistance or rehabilitation program recommended by the EAP as a condition of continued employment.

2.3.1听 听最快开奖直播搅珠结果 institutions will notify, in writing, employees working on a grant that as a condition of employment they will:

2.3.1.1听 听Abide by the terms of the 最快开奖直播搅珠结果 policy, and

2.3.1.2听 听Notify HR of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after the conviction.

2.3.2听 听最快开奖直播搅珠结果 institutions will notify the granting agency within ten days after receiving notice from the employee or otherwise receiving notice of the conviction.

2.3.3听 听Violations. In the event that an employee is found to be acting against policy as stated above, they will be subject to appropriate action, which may include a warning, reprimand, suspension, referral to counseling or EAP, or discharge.

2.4听 听最快开奖直播搅珠结果 institutions may establish an ongoing drug/alcohol free awareness that informs employees of:

2.4.1听 听The dangers of drug/alcohol abuse and the health risks associated with that abuse,

2.4.2听 听The policy of maintaining a drug/alcohol free workplace,

2.4.3听 听Any available drug counseling, rehabilitation program or an EAP, and

2.4.4听 听The penalties that may be imposed upon employees for violation of this policy.

2.5听 听Employee Alcohol and Controlled Substance Testing under U.S. Department of Transportation Agency Regulations Implementing the Omnibus Transportation Employee Testing Act of 1991, 49 CFR Part 40, Part 382, and Part 655 as amended.

2.5.1听 听Purpose. 最快开奖直播搅珠结果 institutions shall comply with all applicable regulations of agencies of the U.S. Department of Transportation as they relate to alcohol and controlled substance testing. Such testing is mandated for employees required to have a commercial driver's license and/or perform safety sensitive function as defined by 49 CFR Part 40 and Part 655 as amended. For reference see:

2.5.1.1听 听49 CFR 搂 40 - Office of the Secretary of Transportation: "Procedures for Transportation Workplace Drug and Alcohol Testing Programs".
2.5.1.2听听 49 CFR 搂 655 鈥� Federal Transit Administration: "Prevention of Alcohol Misuse and Prohibited Drug Use in Transit Operations".

2.5.1.3听 听49 CFR 搂 382 鈥� Federal Motor Carrier Safety Administration Regulations: "Controlled Substances and Alcohol Use and Testing".

2.5.2听 听Testing.

2.5.2.1听 听最快开奖直播搅珠结果 institutions will contract with external agencies to conduct all testing as mandated by and in accordance with the federal regulations referenced in USY V.D.2.5.

2.5.3听 听Penalties for Violations of Regulations. 最快开奖直播搅珠结果 institutions shall impose such penalties as required by the regulations referenced in USY V.D.2.5 on employees whose test results indicate prohibited alcohol and/or controlled substance concentrations. Any disciplinary actions taken under this section shall be in conformance with USY V.C.8.

2.5.4听 听Compliance. 最快开奖直播搅珠结果 institutions shall appoint an officer responsible for compliance with the Omnibus Transportation Employee Testing Act of 1991 and regulations promulgated for its implementation unless the 最快开奖直播搅珠结果 institution does not employ personnel required to have a commercial driver's license. These officers shall be responsible for:

2.5.4.1听 听Developing policy and procedures to assure compliance;

2.5.4.2听 听Generating and making available materials explaining the federal regulations and the 最快开奖直播搅珠结果 policies and procedures designed to achieve compliance; and

2.5.4.3听 听Maintaining all records and submitting all reports as required by the regulations.

3.听听听Safety.

3.1听 听A safe and secure environment is a fundamental prerequisite for fulfilling 最快开奖直播搅珠结果鈥檚 mission of teaching, research and public service. Every employee is a member of the 最快开奖直播搅珠结果 community and an integral participant in the mission of teaching and research. As such, each employee is expected to exhibit a high degree of professionalism and personal integrity at all times. No member of the 最快开奖直播搅珠结果 community may discriminate against any employee or student (see USY V.D.3.5) or engage in conduct that is harmful or inhibits an employee from performing job responsibilities or fully participating in the workplace. The role of prevention is to be proactive, so employees feel safe. Various components of prevention include hiring practices, interpersonal relations, safety training, and training in issues and recognition of safety, the workplace environment, workplace violence, effective policies and disciplinary procedures (see USY V.C.8.2). Employees have a right to work in safe surroundings, and the institutions of the 最快开奖直播搅珠结果 are strongly committed to providing a safe work environment. Institutional responsibilities include the following:

3.1.1听 听Communicate safety policy, programs and reporting structure to all employees.

3.1.2听 听Encourage employee awareness of safety and health risks.

3.1.3听 听Encourage employees to report observed hazards, violations of policy or risks of potential workplace violence or harmful work environment they observe.

3.1.4听 听Comply with N.H. Workers' Compensation Law, RSA 281-A.

3.1.5听 听Comply with N.H. Public Employee Health and Safety Regulations RSA 277.

3.2听 听Toxic Substances. In accordance with RSA 277-A, the Worker's Right-to-Know Act, employees have the right to know details concerning any toxic substance to which they are exposed in the workplace, and 最快开奖直播搅珠结果 has the duty to keep on file and make available material safety data sheets for each toxic substance to which its employees may be exposed. If such information is not made available within five working days from the date of request, an employee who has requested information about toxic substances may refuse to work with or in proximity to that substance. Until the information is available the employee's supervisor will assign other duties.

3.2.1听 听最快开奖直播搅珠结果 institutions have the responsibility to post notices warning employees of the toxic substances to which they may be exposed and to reference the availability of material safety data sheets. RSA 277-A also requires 最快开奖直播搅珠结果 institutions to conduct education and training for all employees routinely exposed to toxic substances.

3.2.2听 听No employee, prospective employee, or employee representative may be disciplined or discriminated against for filing a complaint or instituting any proceedings relating to their rights under the Worker's Right-to-Know Act. Any employee who perceives that such action has been taken may use the grievance procedure (USY V.D.12) to seek redress and/or file a complaint with the NH Commission of听Labor.

3.3听 听Occupational Accidents/Injuries/Illness.

3.3.1听 听Employment Related. Employees who are injured or develop an occupational related illness in the course of employment with 最快开奖直播搅珠结果 must report the incident and should be examined and/or treated by a health care facility unless immediate hospitalization is required. It is the responsibility of the employee鈥檚 department head to see that such examinations and/or treatment take place. An Employer's First Report of Injury/Illness form must be completed and filed with the proper department responsible for Workers' Compensation (see USY V.A.3.2).

3.3.1.1听 听最快开奖直播搅珠结果 institutions will designate a department or individual to develop, implement and maintain policies and procedures to ensure compliance with this policy and other applicable federal and state statutes.

3.3.1.2听 听Reporting. Within 24 hours the department head, supervisor or campus official specifically designated to investigate the cause and extent of an accident/illness must make a written report to the office responsible for Workers' Compensation. Written statements by any witnesses are also required.

3.3.1.3听 听Medical Attention. Any employee consulting an outside physician or entering a hospital for treatment of a condition resulting from an injury/illness received while doing work for 最快开奖直播搅珠结果 must notify in writing the designated campus official responsible for complying with the Workers' Compensation policy. Medical evaluation information received by the employee must be provided for the purpose of determining eligibility for Workers' Compensation and the provisions of the Americans with Disability Act.

3.3.1.4听 听Return to Work. An employee who has been absent from work due to an injury received in the course of their work for 最快开奖直播搅珠结果 must be examined by a medical care professional and must submit a written report from such medical care professional before their return to work. 最快开奖直播搅珠结果听institutions will make reasonable accommodations in accordance with the guidelines set forth in the Americans with Disability Act, if requested.

3.4听 听Injuries to students, guests and visitors. Students, guests, and visitors who are injured on 最快开奖直播搅珠结果 property should seek appropriate medical attention and inform the designated official responsible for safety and/or the campus security office of an accident, illness/injury as soon as possible.

3.4.1听 听Reporting. A written report of the accident, illness/injury should be submitted within 24 hours to the appropriate official. The report should be completed and filed before leaving the grounds unless the illness/injury required immediate hospitalization. Also, within 24 hours the official specifically designated to investigate the cause and extent of the accident, illness/injury should make a written report. Written听statements by any witnesses should also be included.

3.5听 听Discriminatory Harassment.

3.5.1听 听Intent. All employees and students have a right to learn and work in a safe environment free of discrimination and harassment, including sexual harassment. It is the policy of 最快开奖直播搅珠结果 that no member of the 最快开奖直播搅珠结果 community may sexually harass another.听The intent of this policy is to foster behavior that results in a learning and working environment free of discrimination and harassment.

3.5.2听 听Definition of discriminatory harassment. (See USY V.D.5.3 for specific sexual harassment definitions.) In accordance with applicable 最快开奖直播搅珠结果 policy, State and Federal regulations, discriminatory harassment is any severe or pervasive conduct directed to an individual or group of individuals because of sex, race, color, ethnicity, national origin, age, disability, religion, marital status, pregnancy, sexual orientation, gender identity or expression, personal appearance, veteran status, genetic information, or any other legally protected characteristic such that:

3.5.2.1听 听The conduct has the purpose or effect of interfering with an individual's work performance or creating a hostile, intimidating, or offensive working and/or academic environment.

3.5.2.2听 听Submission to or rejection of such conduct by an individual is used as the basis for employment and/or academic decisions affecting that individual.

3.5.2.3听 听Submission to the conduct is made either explicitly or implicitly a term or condition of an individual鈥檚 employment and/or academic work.

3.5.2.4听 听Such conduct interferes with an individual's ability to participate in or benefit from an educational program or activity.

3.5.2.5听 听Examples of conduct which may, if continued or repeated, constitute discriminatory harassment may include, but are not limited to: unwanted physical contact; use of epithets, inappropriate jokes, or comments, or innuendos, obscene or harassing telephone calls, emails, letters, or other forms of communication; or any form of conduct that creates a hostile learning and/or working environment, such as those that affect promotion, demotion, wage and salary听 increases, and/or work assignments.

3.5.3听 听Definition of sexual harassment. Whether intended or not, sexual harassment is illegal under both state and Federal law. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

3.5.3.1听 听Such conduct has the purpose or effect of interfering with an individual's work performance or creating a hostile or offensive working or academic environment.

3.5.3.2听 听Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting that individual.

3.5.3.3听 听Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic work. (Section 1604.11 of the EEOC's Guidelines on Sex Discrimination.)

3.5.3.4听 听Examples of conduct which may, if continued or repeated, constitute sexual harassment are: unwelcome sexual propositions; graphic comments about a person's body; sexually suggestive objects or pictures in the workplace; derogatory or sexually explicit statements about an actual or supposed sexual relationship; unwelcome touching, patting, pinching or leering or derogatory gender-based humor or any form of conduct that creates a hostile learning and/or working environment, such as those that affect promotion, demotion, wage and salary increases, and/or work assignments.

3.5.4听 听Procedure for implementation of policy. The component institutions of 最快开奖直播搅珠结果 shall establish a process for implementation of discriminatory harassment policy including sexual harassment. The process should be similar to the process for implementation of any other policy and shall include the following provisions:

3.5.4.1听 听Dissemination. The institutional process shall provide for the dissemination of information regarding 最快开奖直播搅珠结果 policy on discriminatory harassment including how to obtain more information and how to file a complaint.

3.5.4.2听 听Training. The institutional process shall provide for periodic training for supervisors and others in positions of academic or administrative responsibility regarding the existence and interpretation of discriminatory harassment policy.

3.5.4.3听 听Records and reports. The institutional process shall provide a methodology for recording and reporting on discriminatory harassment complaints. Sexual harassment complaints and the identity of individuals involved will be kept confidential where and to the extent legally appropriate (see also USY V.D.5.5.4).

3.5.5听 听Establishment of review of policy violations/complaints. Each institution shall maintain a process for review of accusations and complaints of policy violation. Such review shall be similar to the process for any other policy violation review with the following additions:

3.5.5.1听 听The process for review shall include multiple "in-take" points so that the complainant may bring a complaint and/or discussion about the issue with a person other than the alleged harasser. Normally, the employee will be able to select from one of several offices or individuals for assistance.

3.5.5.2听 听The process for review shall include a full and fair investigation procedure. The breadth and depth of the investigation may be as simple as a single interview or may include multiple interviews and written reports as appropriate to the case and the nature of the complaint. Care will be given to both a thorough review and to protection of the rights of the parties involved.

3.5.5.3听 听After an investigation, the process shall include a written determination by the appropriate administrative authority that (a) the policy was not violated, or (b) that the issue was resolved to the satisfaction of the parties involved, or (c) that there is sufficient evidence of a policy violation to warrant further action, or (d) that there was insufficient evidence to conclude that a policy was violated.

3.5.5.4听 听Confidentiality shall be maintained where legally and reasonably appropriate. Confidentiality cannot be unconditionally guaranteed under any circumstances. The institution has a responsibility to act where it has reason to know of a policy violation.

3.5.6听 听Compliance.

3.5.6.1听 听最快开奖直播搅珠结果 institutions shall be responsible for enforcement of sexual harassment policy and to make a determination of appropriate corrective action where violations have occurred.

3.5.6.2听 听最快开奖直播搅珠结果 employees shall comply with institutional, 最快开奖直播搅珠结果 and Board of Trustees' policy.

3.5.6.3听 听Appropriate discipline or corrective actions shall include discipline and dismissal as described in policies USY V.C.8 and 9 as well as corrective actions such as attendance at sexual harassment training, assignment of reading material, written statements or apology and/or acknowledgement of policy violation.

3.5.7听 听Appeal. If the respondent employee alleges that the decision regarding a sexual harassment policy violation violates BOT or 最快开奖直播搅珠结果 policy, they may grieve the action using the campus grievance procedure. The grievance must conform to the criteria outlined in USY V.D.12.

3.5.8听听External Resources. At any time, a complainant may choose to consult with one or more of the following external agencies, which also have processes for filing a charge of discrimination:

New Hampshire Commission for Human Rights
2 Industrial Park Drive听
Concord, NH 03301听
Telephone: 603-271-2767
humanrights@nh.gov

听

Equal Employment Opportunity Commission
John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203听
Telephone: 1-800-669-4000

3.5.9听 听Prohibitions.

3.5.9.1听 听Retaliation against an individual who complains of discriminatory harassment or cooperates in an investigation under this policy is strictly prohibited.

3.5.9.2听 听Intentionally making a false accusation of harassment is prohibited.

3.6听 听Amorous Relationship Policy

3.6.1听 听Purpose.听For the 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) it is necessary to acknowledge and establish relationship boundaries in our living, learning and working environment, especially where there are existing hierarchies and power dynamics. This policy provides clarifications and guidelines to prevent conflicts of interest that can occur when members of the 最快开奖直播搅珠结果 community engage in amorous relationships, and especially those whose institutional roles place them in an uneven power dynamic.

The power difference inherent in the faculty-student or staff-student relationship means that any amorous relationship between a faculty or staff member with a student is potentially exploitative and either should be avoided or is prohibited as indicated in 3.6.4.2 below. In the event of a charge of Sexual Harassment arising from such circumstances, the institution will in general be unsympathetic to a 鈥渃onsent鈥� defense when facts establish that a faculty-student or staff-student power differential existed within the relationship.

3.6.2听 听Scope. This policy is applicable at all locations and to all persons employed or who hold a volunteer status by 最快开奖直播搅珠结果. This includes, but is not limited to, adjunct and status faculty and staff. This policy also informs actions that relate to third party contractors who provide outsourced services to 最快开奖直播搅珠结果. This policy does not regulate amorous relationships between students, except to the extent that a student is also a 最快开奖直播搅珠结果 employee and then only with respect to relationships that are specifically addressed in section 3.6.4.3.

3.6.2.1听 听Faculty includes tenured, tenure-track, or non-tenure-track faculty appointments (includes ranks of instructor, assistant professor, associate professor, professor, clinical, research, lecturer, extension, ROTC, visiting, adjunct, post-doc, emeritus, and affiliate faculty).

3.6.2.2听 听Staff includes employees and volunteers not classified as faculty (includes but is not limited to exempt and non-exempt staff, adjunct staff, casual staff, Extension Educator (EE), Executive Officers, Academic Administrators, volunteer coaches and other volunteers, and emeritus staff).

3.6.2.3听 听Locations include but are not limited to, any 最快开奖直播搅珠结果 property, any 最快开奖直播搅珠结果 sponsored activity outside 最快开奖直播搅珠结果 property (including but not limited to 最快开奖直播搅珠结果 sanctioned internships, study abroad programs, and online learning), or other education or employment context.

3.6.2.4听 听This policy does not address non-consensual interpersonal behaviors not countenanced by 最快开奖直播搅珠结果 under any circumstances (see 最快开奖直播搅珠结果 Discriminatory Harassment Policy USY.V.D.3.5 and applicable Discrimination and Discriminatory Harassment (including Sexual Harassment) Policies at each institution).

3.6.3听 听Definitions

3.6.3.1听 听Amorous Relationship: Any interpersonal relationship that involves sexual and/or romantic intimacy.听Amorous relationships covered by this policy might exist between Faculty members, Staff members, Faculty and Staff, Staff and Students or Faculty and Students at 最快开奖直播搅珠结果.听 Amorous relationships between students that are included in section 3.6.4.3 are also covered by this policy.

3.6.3.2听 听Student: All persons taking courses at 最快开奖直播搅珠结果, full-time or part-time, and including undergraduate, graduate, certificate or non-degree students; residential, commuter and online.

3.6.3.3听 听Relationship Conflict of Interest: A circumstance where the parties鈥� amorous relationship creates a real or perceived conflict with the unbiased performance of their work responsibilities.听 Of particular concern are circumstances where there is an 鈥渦neven power dynamic鈥�:听 where one party has the professional responsibility to evaluate the other party's academic and/or work performance and/or the responsibility to perform in a "check and balance" role relative to the other (e.g., signing off on timesheet or expense payment), or where there is a reasonably foreseeable possibility that one party could be called upon to participate in decisions affecting the other party's employment or academic standing or prospects. This dynamic exists in the context of grading, promotion and tenure decisions, salary-setting, hiring, termination, provision of references or reference letters, or any other category of action or influence relevant to academic and/or professional advancement or demotion.

Even in circumstances without an uneven power dynamic, a relationship conflict of interest exists when there is a relationship between peers where both parties are members of a work or academic group and the relationship impacts group dynamics or unfairly shapes decision-making.听 Employees should consult with their supervisor in any situation where their professional responsibilities call for them to work or collaborate with someone with whom they have an amorous relationship (e.g., members of the same department, business unit, committee, or project working group).

3.6.4听 听Statement of Policy and Process

3.6.4.1听 听The parties involved in any amorous relationship with a relationship conflict of interest are required to immediately disclose the relationship to the proper supervisory authorities and Equal Employment Opportunity Officer as applicable at each institution and cooperate fully in steps necessary to eliminate the dynamic. Where an amorous relationship is suspected but the parties do not report, the supervisor is required to report to the Equal Employment Opportunity Officer.

Steps to eliminate the听relationship conflict of interest may include, but are not limited to, reassignment of supervisory and/or check and balance oversight duties in which decisions affect the other party's academic and/or professional standing or prospects , or recusal of one party from all institutional decisions related to the other, or reassignment of duties to avoid impact of the amorous relationship on the work environment. When the relationship conflict of interest cannot be eliminated, one or both parties may be moved to a different role, or if no other role is available or appropriate, leave the institution. Parties who find themselves in a relationship conflict of interest with someone from a past amorous relationship are also subject to the disclosure and recusal requirements.听All relationship management plans must be approved in writing by the Equal Employment Opportunity Officer as applicable at each institution, Human Resources and the employee(s)鈥� supervisor.

3.6.4.2听 听Amorous Relationships With Students. All members of the faculty and staff are prohibited from pursuing or engaging in an amorous relationship with any undergraduate student. With respect to graduate students, all faculty and staff are prohibited from pursuing or engaging in an amorous relationship with a graduate student under that individual鈥檚 authority or who might reasonably be perceived as having influence over employment or academic advancement/opportunities. Situations of authority include, but are not limited to, teaching, mentoring or advising, supervision of research or employment, supervision of internships, exercising substantial responsibility for grades, honors, or degrees, and/or involvement in disciplinary action related to the student.听The Equal Employment Opportunity Officer and Human Resources may make exception to these prohibitions for past amorous relationships, relationships between spouses, or other exceptional circumstances, subject to a relationship management plan where necessary.听This Policy shall not be construed to preclude employees from utilizing educational benefits for their spouse, and there is no obligation to report an amorous relationship or obtain an exception to Policy based solely on a spouse enrolling in 最快开奖直播搅珠结果 courses; provided, that a spouse may not participate in academic programs where the employee/spouse has authority or might reasonably be perceived as having influence over academic advancement/opportunities.

3.6.4.3听 听Amorous Relationships Involving Student Employees.听Students who are 最快开奖直播搅珠结果 employees are prohibited from pursuing or engaging in an amorous relationship with another student where there is an uneven power dynamic. For example, Resident Assistants are prohibited from pursuing or engaging in an amorous relationship with a student who is a resident in their hall, and Teaching/Research Assistants are prohibited from pursuing or engaging in an amorous relationship with a student who is in their class or program.听 The Equal Employment Opportunity Officer and Human Resources may make exception to these听prohibitions for past amorous relationships, relationships between spouses, or other exceptional circumstances, subject to a relationship management plan where necessary.

4.听听听Non-Smoking

4.1听 听In accordance with RSA 155:64-78, Indoor Smoking Act, smoking is restricted in virtually all 最快开奖直播搅珠结果听buildings and facilities.

4.2听 听In accordance with RSA 155:65-66, smoking is prohibited in any enclosed area where a person performs听work-related duties.

4.3听 听These restrictions and prohibitions do not apply to designated smoking areas in each building, or non-public workplace occupied exclusively by smokers, or to effectively segregated single occupant offices (RSA听155:66).

4.4听 听Complaints and the appropriate constructive discipline will be handled by the component institution's听"designated Administrator" in conjunction with HR. A person who smokes in a non-smoking area is in violation听of the criminal code, (RSA 155:76).

4.5听 听最快开奖直播搅珠结果 institutions shall adopt such institutional policies as are necessary to meet the听requirements of 最快开奖直播搅珠结果 policy.

5.听听听Wellness.

5.1听 听The 最快开奖直播搅珠结果 recognizes that programs designed to increase health-related knowledge and self-awareness contribute to the improved wellbeing of its employees, reduce medical costs, absenteeism and stress and help to promote positive morale and good employee relations. Each 最快开奖直播搅珠结果 institution is responsible for听monitoring, assessment, publicizing and promoting of health education program activities throughout its institution.

5.2听 听Employee Assistance Program (EAP). The EAP strives to provide an effective program to assist employees and their families in resolving problems such as alcoholism, drug abuse, marital conflicts and job performance issues. The EAP provides counseling, assessments and referrals to outside professional resources for employees and their eligible family members. (See also USY V.A.3.4)

5.2.1听 听Eligibility. All employees, their spouses and dependent children are eligible to participate in the 最快开奖直播搅珠结果-EAP.

5.2.2听 听Confidentiality. Information regarding individual participation will not be disclosed without the written consent of the employee.

5.2.3听 听Coverage. The employee, their spouse, and dependent children will receive a number of free visits to the EAP for each situation.

5.2.4听 听Supervisory Referrals. Supervisory referrals may be made on behalf of an employee whose job performance is deteriorating. Although supervisors may recommend the EAP, the decision to seek assistance through the EAP is the responsibility of the employee. Supervisors shall not engage in diagnosis or in establishing treatment plans for employees.

5.2.5听 听Employment Status. Employment status will in no way be affected by the decision to seek听assistance. The services of the EAP must be used on the employee鈥檚 personal time (i.e., accrued leave or Earned Time).

6.听听听Nepotism.

6.1听 听More than one member of an immediate family may be employed by a 最快开奖直播搅珠结果 institution.

6.2听 听No employee, department chairperson, dean, supervisor, or other administrative officer may participate in decisions affecting the appointment, tenure, promotion or other personnel status of a relative. In situations where direct supervision by a relative is involved, the immediate senior to such a supervisor will be responsible for establishing special procedures as may be required to provide equitable treatment, including performance evaluations.

6.2.1听 听For all purposes involving the application of this rule concerning the employment of relatives of听existing personnel, a "relative" is defined as parent, spouse, child, brother, sister (or the foregoing as in-laws), and other close relative by birth or marriage (such as aunt, uncle, nephew, or niece).

7.听听听Conflict of Interest.

7.1听 听Employees are encouraged to participate in professional activities as a means of improving not only their own competence and prestige, but the prestige of 最快开奖直播搅珠结果 as well. While engaging in these activities employees have an obligation to avoid ethical, legal, financial and other conflicts of interest to insure that their outside activities and interests do not conflict with their primary employment responsibilities at the institution.听In addition to the general reference to Conflict of Interest in this policy, this also applies to any misuse of 最快开奖直播搅珠结果 facilities, equipment or services as well as any employment or community service that interferes significantly听with scheduled work.

7.2听 听Employees must be sensitive to the potential for conflict of interest in professional activities. The fact that听the 最快开奖直播搅珠结果 is a public institution must always be kept in mind.

7.3听 听Professional consulting activities of faculty. This policy is intended to establish guidelines for faculty who receive compensation during the appointment period other than that paid by 最快开奖直播搅珠结果 for either teaching or a professional expertise in the areas of consulting, research or service.

7.3.1听 听It is understood that faculty regularly engage in normally unpaid activities such as holding office in a scholarly or professional organization or editorial office, or duties for a learned journal, writing books or articles, attending professional meetings, colloquia, symposia, site visits and similar gatherings, and the ad hoc refereeing of manuscripts. These scholarly activities further the mission of 最快开奖直播搅珠结果 by facilitating the development and dissemination of knowledge. Within reasonable limits, faculty are encouraged to undertake such duties, which are not specifically governed by this policy.

7.3.2听 听To the extent that compensated consulting activities involve faculty members' professional expertise, further the status of their profession, and contribute to their own professional competence, these activities are also encouraged. All such activities (including uncompensated ones), however,听should meet the criteria of balance, appropriateness, and the avoidance of conflict of interest.

7.4听 听Compensated professional activities for faculty. Any full-time faculty member may engage in such compensated professional activities, and is encouraged to do so, subject to the following conditions:

7.4.1听 听The activities should sustain or improve their own professional prestige.

7.4.2听 听The activities should be within the professional competence of the faculty member.

7.4.3听 听On average, the total commitment to the activities should not exceed a time equivalent of one day during each five-day academic week during the appointment period.

7.4.4听 听The academic administrator of the college, through the chairperson of the faculty member's department, should be informed of the activities. Agreement should be reached between the chairperson and faculty member that the activities satisfy (USY V.D.7.4.1 and USY V.D.7.4.3 above). When required, the confidentiality of a client will be honored.

7.4.5听 听The faculty member is primarily responsible for avoiding conflict with both their campus听obligations and 最快开奖直播搅珠结果 policies.

7.5听 听If such activities are expected to require more time in a given situation, arrangements shall be made听with听the department chairperson and/or dean.

7.6听 听Professional activities of part-time faculty and lecturers. Either the chairperson or the equivalent unit administrator must be informed of any change in the status of the following activities. At the time of and during employment in 最快开奖直播搅珠结果, part-time faculty must not: engage in activities that interfere with their 最快开奖直播搅珠结果 responsibilities, have conflict of interest with either 最快开奖直播搅珠结果 or campus policies, abuse the association with听最快开奖直播搅珠结果 for personal financial gain, or bring discredit on 最快开奖直播搅珠结果.

7.7听 听Cooperative Extension. There are six areas of possible concern for Cooperative Extension employees: outside consulting, private sector support; ownership of a business; commodity transportation; holding an elected office; and, providing expert witness testimony in court. For specifics regarding these concerns see听UNH V.D.7.4.2.

7.8听 听Professional activities of Exempt Employees. This policy is intended to establish guidelines for professional activity by full-time Exempt Employees.

7.8.1听 听Professional activities include work for a non-最快开奖直播搅珠结果 entity for which employees receive remuneration other than their 最快开奖直播搅珠结果 salary.

7.8.2听 听Normally, unpaid activities, such as holding office in a scholarly or professional organization, editorial office or duties for a learned journal, writing books or articles, attendance at professional meetings, colloquia, symposia, site visits and similar gatherings, or the ad hoc refereeing of manuscripts are covered by this policy.

7.8.3听 听When the above activities involve an employee鈥檚 professional expertise, further and contribute to the development of their own profession and contribute to the development of their own professional competence, these activities are permitted.

7.8.4听 听The employee鈥檚 immediate supervisor should be made aware of such activities, and the activities must not interfere with the employee鈥檚 other 最快开奖直播搅珠结果 obligations and must not involve duplication of payment by 最快开奖直播搅珠结果 for duties of the employee.

7.8.5听 听If employees wish to engage in outside activity to such an extent that they cannot fulfill their 最快开奖直播搅珠结果 obligations to the satisfaction of their supervisor, they shall request a reduction in their percentage of appointment. Such requests will be considered in relation to the demands of the employee鈥檚 position. Other alternatives such as professional development leaves, etc., may also be听appropriate.

7.9听 听Professional Activities of Non-Exempt Employees. This policy is intended to establish guidelines for professional activity by Non-Exempt Employees. Such activity includes:

7.9.1听 听Work for a non-最快开奖直播搅珠结果 entity for which employees receive remuneration other than their 最快开奖直播搅珠结果 salary.

7.9.2听 听Normally unpaid activities, such as holding office in a professional organization, attending professional meetings and conferences, or serving as a representative of the institution.

7.9.3听 听Non-Exempt Employees may carry out such activities to the extent that the activities do not听interfere with their primary 最快开奖直播搅珠结果 responsibilities, and do not involve conflict of interest.

7.10听 听Use of University System facilities, supplies, equipment, services, letterhead or name. Employees shall not use 最快开奖直播搅珠结果 facilities, supplies, materials, equipment or services for professional activities, without first obtaining approval of the appropriate department chairperson, dean, or director and arranging for the payment of the total cost for such use. Such prior approval is not necessary, however, when the facilities, supplies, materials, equipment and services are generally available to 最快开奖直播搅珠结果 employees upon the payment of an established fee.

7.10.1听 听The name of 最快开奖直播搅珠结果 or the institutions may be used in connection with professional activities where necessary to identify the employee but may not be used to imply that 最快开奖直播搅珠结果 officially supports, endorses, insures or guarantees the results of the professional activity. When the potential for confusion about official endorsement exists, an appropriate disclaimer should be used, such as "This report was written by ______________________ in his/her private capacity. No official support or听endorsement by 最快开奖直播搅珠结果 or (name of institution) is intended or should be inferred."

7.11听 听Employees who would benefit financially from the supplying of goods or services to 最快开奖直播搅珠结果 by any prospective supplier may not participate in the decision process leading to the choice of supplier.

7.11.1听 听Employees who have or who reasonably anticipate having either an ownership interest, a significant executive position in, or a consulting or other remunerative relationship with a prospective supplier may not participate in the recommendation of, drafting of specifications for, or the decision to purchase the goods or services involved.

7.11.2听 听Employees who know that a member of their family (or any person with whom they have a personal or financial relationship) has an ownership interest or a significant executive position in a prospective supplier are also disqualified from participating in the process of the purchasing of goods and services.

7.11.3听 听Employees whose sole ownership interest in a potential supplier is held by a fiduciary that has the power to acquire or dispose of the interest without consultation with the employee are not disqualified from participation in the purchase decision.

7.11.4听 听When an employee is disqualified from participating in a procurement decision, the fact of the disqualification and the reason for it must be reported to others involved in the decision. If necessary, a substitute may take the employee鈥檚 place under procedures established by the appropriate听administrative official.

7.12听 听Appropriation of Institutional Services or Business Opportunities. As part of its mission of public education, 最快开奖直播搅珠结果 becomes involved in activities that may be competitive in nature. In areas where 最快开奖直播搅珠结果 is providing goods or services that are also available outside 最快开奖直播搅珠结果, employees are prohibited from appropriating business opportunities from 最快开奖直播搅珠结果.

7.12.1听 听Appropriation in this context means: to take or make use of without authority or right and is intended to prohibit the taking, through use of the 最快开奖直播搅珠结果 name, equipment, facilities or supplies, or by action of an employee, of those service or business opportunities that ordinarily would have been contracted or supplied by 最快开奖直播搅珠结果, except in areas of business or service where no specific advantage is听gained by virtue of one's employment duties or responsibilities.

8.听听听Political Activity Regulations.

8.1听 听This policy is intended to express 最快开奖直播搅珠结果鈥檚 desire to facilitate free discussion of all points of view to the听extent permitted by the Constitution of the United States and of the State of New Hampshire.

8.2听 听The rights of assembly and freedom of speech within 最快开奖直播搅珠结果 shall be limited only to the extent applied to other citizens for the purpose of preventing assembly for illegal purposes or the advocacy of overthrow of government by force. Such rights shall be respected according to their meaning and application under law听and within the function and program of the 最快开奖直播搅珠结果.

8.3听 听Reasonable use may be made of institutional facilities for political meetings and discussions.

8.4听 听Outside speakers may be invited to address groups on the same basis as speakers invited to address听student organizations.

8.5听 听最快开奖直播搅珠结果 does not accept responsibility for views expressed or entertained by either speakers or groups,听except as stated above in USY V.D.8.1.

8.6听 听Participation of Faculty members in political action is governed by paragraph 1 (B) of the 1940 Statement of Principles of the American Association of University Professors that reads:

8.6.1听 听"College and university teachers are citizens, members of a learned profession, and officers of an educational institution. When they speak or write as citizens, they should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. As scholars and educational officers, they should remember that the public may judge their profession and their institution by their utterances. Hence they should at all times be accurate, should exercise听appropriate restraint, should show respect for the opinions of others, and should make every effort to indicate that they are not speaking for the institution."

8.7听 听The philosophy of the statement above in USY V.D.8.6.1 applies to all exempt employees.

8.8听 听Holding Political Office. The BOT will not object to any employee running as a candidate for political office. However, should the amount of time required by the office or the candidacy for the office be such as听to听materially affect the time the employee is expected to spend on their 最快开奖直播搅珠结果 position, they may be required to take a leave of absence or the terms and conditions of their appointment may be amended.

9.听听听Political Activity -- Cooperative Extension.

9.1听 听Holding elected or appointed public office.

9.1.1听 听Partisan Politics.

Extension employees are strongly discouraged from engaging in "partisan politics", (i.e., candidate for public office in a partisan election), and must minimize the risk or perception that Extension is associated with or endorses the "platform" of a particular political party.

9.1.2听 听Non-Partisan Politics.

Holding public office requires the advance approval of the Director or their designee.
The time required to carry out the public office assignment must be done on the employee's personal time (approved absence or leave without pay).

All time, facilities, and materials required to conduct an election campaign must be separate and apart听from the employee's job.

9.2听 听Providing expert witness testimony in courts, etc. Due to expertise and position of Extension employees, they are frequently sought after in courts of law to provide expert opinions that may assist in resolving various claims, cases, suits, etc. Expert witness testimony usually benefits one party and is detrimental to the other. It is important that UNH Cooperative Extension not violate its public trust in that it maintains impartiality during any dispute, especially when the dispute involves litigation.

9.2.1听 听Expert Testimony. Expert testimony usually involves supporting one or the other of the litigants with a professional opinion. While partiality may not be intended, it easily can be construed. For this reason, Extension employees, acting in their official capacities must refuse any request to provide expert testimony. This would include requests to estimate damages for insurance claims. However, employees should suggest other institutions or individuals which could provide the same information whenever possible. Extension employees, acting in their personal capacity and on their own time, may provide expert witness services. In such cases, Extension employees must make clear they are not representing, or acting on behalf of, Cooperative Extension.

9.2.2听 听Witness to the Fact. A witness to the fact will testify to factual matters within personal knowledge and observation. A factual witness may be compelled to testify by subpoena. If an Extension employee is subpoenaed, the employee should indicate that due to their position in Extension, it is important to maintain public trust and to remain impartial. If an employee is subpoenaed to be a witness in their official capacity, they should notify the Director of Cooperative Extension who will consult with the General Counsel for the 最快开奖直播搅珠结果 and render advice on how to proceed. When testifying in an official capacity, an employee is eligible for full pay for the time they are required to be in court; thus, the听employee is not penalized for good citizenship. In such cases, witness fees and expense reimbursement received by the employee are the property of, and must be paid to, Cooperative Extension.

9.3听 听Review (Appeal) Process. In the event an Extension employee disagrees with Extension Administration听decision, the employee may request the decision be reviewed by a board of peers which should include Extension employees who are similarly affected by these guidelines.

10.听听听Communicable Diseases.听最快开奖直播搅珠结果 recognizes the need to establish procedures for implementing infection control policies and procedures that help limit the spread of communicable diseases within its institutions and will comply with all federal and state laws applicable to students and employees with communicable diseases. In cases of communicable diseases, it is the employee's responsibility to follow their medical care provider's judgment concerning the advisability of working while ill (see USY V.C.8.2). The Fitness for Duty policy will apply to those who are ill when they report to work (see USY V.C.12). See also the Emergency Response policy (USY V.D.14).

10.1听 听Definition. The Department of Health and Human Services and the Centers for Disease Control define diseases considered communicable. Such diseases include, but are not limited to hepatitis, meningitis,听mumps, AIDS, whooping cough, measles, diphtheria, chicken pox, tuberculosis, avian influenza, and any other disease that could result in a pandemic.

10.2听 听Commitment & Responsibilities. 最快开奖直播搅珠结果 is committed to maintaining a safe work environment for employees and students. Each institution shall have policies and procedures to identify a serious health situation due to communicable disease. Universal precautions must be observed.

10.2.1听 听Institutional policy will reflect universal precautions as defined by The Center for Disease Control. These precautions are infection control guidelines designed to protect workers from exposure to diseases. Examples of these precautions are washing hands, wearing gloves, and procedures for handling infectious wastes.

10.2.2听 听Each institution will establish policy concerning authority, conditions, and procedures for medical assessments of employees in relation to communicable diseases (see also HIPAA policy, USY听V.C.15).

10.3听 听Confidentiality. 最快开奖直播搅珠结果 is committed to maintaining a safe work environment for employees and students. All medical information concerning employees and students infected with a communicable disease听or its related conditions will be treated confidentially as required by law (see HIPAA policy, USY V.C.15).

10.4听 听Non-Discrimination. 最快开奖直播搅珠结果 institutions will comply with the Americans with Disabilities Act (ADA), which requires that federal protection in housing and employment be granted to employees and students who are听infected with a designated communicable disease. Retaliation against an infected employee is prohibited.

10.5听 听Authority. The BOT has delegated to the Administrative Board the responsibility to establish procedures to manage outbreaks of communicable disease within the 最快开奖直播搅珠结果. Such procedures should be based on CDC recommendations. Each 最快开奖直播搅珠结果 institution's CEO has the authority, in consultation with health professionals, to determine the need to:

• Close part or all of a 最快开奖直播搅珠结果 institution
• Determine essential services
• Declare curtailed operations
• Implement alternative work schedules
• Address security issues
• Identify a key spokesperson and information data base
• Implement the lay-off policy (USY V.C.10)

10.5.1听 听The Chancellor's Office will provide consultation to the component institutions regarding financial, human resources, and/or any legal requirements related to campus procedures beyond those听listed in policy.

10.6听 听Preparedness. Each component institution will develop a written communicable disease plan which defines internal authority and processes for decision-making and includes specific information regarding roles, responsibilities, and procedures related to ensuring continuity of instruction and protection of students/employees and a communication plan for use at the onset of a communicable disease. (See also听USY听VI.F.3.3.3.1.2.6 and Curtailed Operations policy, USY V.F.5.3 and USY V.F.6.3.)

10.7听 听Education. 最快开奖直播搅珠结果 encourages the development and implementation of educational programs听concerning the transmission of communicable diseases. Such education should include topics such as routine infection control (such as hand hygiene, coughing and sneezing etiquette, etc.).

11.听听听Uniforms, Equipment and Other Special Clothing.听When, because of the nature of the work performed, uniforms, protective clothing, or equipment are required, they will be furnished by the institution. The normal costs of furnished clothing may be supported in total or in part by the institution. If the employee is required to share these costs, their portion may be handled as a payroll deduction. The institution will bear all maintenance costs for听uniforms and other special clothing that it rents. For more information regarding taxability of uniforms and/or special clothing, please see听Procedure听8-012, Apparel Benefits.

11.1听 听A list of the required uniforms, protective clothing, and equipment that is furnished by the institution will be available at both the office of the appropriate department head and the campus Human Resources or听other campus designated office.

11.2听 听Exceptions to this policy may be made with the approval of the institution's Human Resources Office when the usual practice is for employees to furnish their own work clothes (i.e., nurses' uniforms). Also, even if required for work, clothing and footwear that can be readily worn outside of work (i.e., white shirts or听blouses, dress slacks, hosiery, regular shoes, accessories, etc.). Academic robes are supplied by individuals.

11.3听 听Termination. A terminating employee who, when requested, fails to return an article of apparel or听equipment that has been provided by the institution may be billed for the cost.

12.听听听Employee Complaint and Grievance Procedures.

12.1听 听Authority.

12.1.1听 听The Chancellor, in consultation with the Administrative Board, is authorized by BOT V.C.2.2, 3.1, and 3.2 to adopt employment policies which will maximize the efficient and effective use of 最快开奖直播搅珠结果 Human Resources, ensure compliance with all applicable federal and state laws, and provide for a well-coordinated system of public higher education.

12.2听 听Standard of Conduct.

12.2.1听 听Every person working for 最快开奖直播搅珠结果 - including employees, student employees, and volunteers has a basic responsibility to cooperate in complaint and grievance procedures, including investigations, in an ethical and professional manner (BOT III.K.1.2).

12.2.2听 听Retaliation against anyone filing a complaint or grievance or participating in the process is strictly prohibited.

12.3听 听Delegation.

12.3.1听 听Each component institution shall establish a procedure for the resolution of employee grievances that shall be consistent with the requirements of this policy. The initial adoption and any subsequent amendment of an institutional grievance procedure shall be effective only after review and approval by the 最快开奖直播搅珠结果 General Counsel and 最快开奖直播搅珠结果 Chief Human Resources Officer.

12.3.2听 听Each component institution may also establish a mechanism for considering employee complaints. Complaint procedures may not be used to address termination of employment. The definition of issues to be considered under the complaint mechanism may be broader than that of a grievance complaint. Such non grievance complaint resolution mechanisms shall not, and shall not be construed to, provide employees any rights other than the right to have a complaint heard and considered. They also shall not bind the institution to a particular outcome or course of action or in any other way limit the institution's discretion to determine an appropriate outcome or course of action.

12.3.2.1听 听A complaint may be filed with Human Resources to address inappropriate workplace behavior, whether by verbal or physical behavior or electronic means, which is conducted by one or more persons against another or others that is harmful or inhibits their accomplishment of work or inclusion as members of the college/university community. It may include abuse of power. These behaviors may result in disciplinary actions, including termination. Examples of such conduct, which may, if continued or repeated constitute inappropriate workplace behavior may include, but are not limited to:

• Spreading rumors, hurtful gossip or innuendo
• Yelling, public reprimands, name-calling, mocking, insulting or ridiculing
• Unwanted physical contact or physical gestures that intimidate or threaten
• Taking credit for another's work
• Withholding information and/or resources essential to perform one's job
• Ignoring a coworker such that the coworker is unable to perform their job
• Ostracism, isolation, humiliation, dissociation or exclusion from others

12.3.2.1.1听 听Human Resources shall acknowledge receipt of the complaint within 5 workdays.

12.4听 听Institutional Grievance Procedures.

12.4.1听 听The employee grievance procedure adopted by any component institution shall provide for the following:

12.4.1.1听 听The definition of a grievance shall be "A written statement alleging a violation of a Board of Trustees, University System, or institutional policy." The grievance procedure shall not be used to review the substantive merits of an administrative judgment, evaluation, or other discretionary act or decision, except as may be necessary when a violation of a nondiscrimination policy is alleged.

12.4.1.2听 听Status employees, excluding members of a certified collective bargaining unit, are eligible to file grievances under an institutional grievance procedure.

12.4.1.2.1听 听Employees in the Initial Introductory Period (see USY V.C.8.1.3.1) of employment are excluded from using the Grievance Procedure to appeal termination for inability to meet the requirements of the position.

12.4.1.3听 听The deadline for the filing of a grievance shall be ten (10) calendar days from the day on which the aggrieved employee becomes aware of the action that is alleged to violate policy and within one year of its occurrence.

12.4.1.4听 听A grievant may bring an advocate to any meeting or hearing held pursuant to a grievance procedure. The advocate may act in an advisory capacity to the grievant or, at the grievant's request, may speak on the grievant's behalf. The third party must be a status 最快开奖直播搅珠结果 employee and shall not be an attorney.

12.4.1.5听 听The campus procedure shall provide some appropriate opportunity for the parties to the grievance to present material and relevant testimony including documents from one or more witnesses. Such opportunity need not be present at each step of a campus procedure that provides for more than one step.

12.4.1.6听 听The remedies available under a grievance procedure shall be limited to that necessary to bring the grieved action into conformance with policy or policies which were violated.

12.4.1.7听 听Subject to the provisions of USY V.D.12.4.1.7.1, below, the CEO of the institution shall retain the authority to either: (a) make the final decision on an employee grievance or (b) modify or reverse the final decision (if made by some other person or committee) under the following circumstances: (i) the final decision maker exceeded their authority or (ii) implementation of the remedy would cause grave harm to the institution. The CEO鈥檚 determination shall be final.

12.4.1.7.1听 听Exception.听If the CEO is named as a party in a grievance, the grievant may request review by the 最快开奖直播搅珠结果 Chancellor if campus procedures do not result in resolution.听In such cases, the grievance must be received by the Chancellor鈥檚 office no later than 10 calendar days after the final campus review.听The Chancellor or their designee shall review the record of the grievance, hold a hearing, and/or make any such further inquiry as may be deemed necessary or expedient.听The Chancellor or their designee shall then decide the grievance and so notify the grievant and CEO of the institution.听Any such decisions shall be final.

12.4.2听 听The filing of a grievance shall not affect the rights of an employee to seek any remedy that may be available in an external forum. However, the filing of a grievance does not postpone any deadlines for pursuing remedies in any external forum.

12.4.3听 听An employee who is grieving a termination may be placed on leave of absence without pay during the time involved in processing the grievance. Under such circumstances, 最快开奖直播搅珠结果 shall continue its benefits contributions for up to ninety (90) days for anon-exempt employee and for up to one hundred and twenty (120) days for an exempt employee unless otherwise stated by collective bargaining contract or faculty handbook. If the ninety (90) days or one hundred and twenty (120) days expire while a Chancellor level review is still underway, the 最快开奖直播搅珠结果 benefit contributions for the grievant shall continue听until the Chancellor's decision is made. Normal notice periods shall apply in cases of termination (see USY V.C.9.8.5).

12.5听 听Record Keeping and Reporting.

12.5.1听 听All materials generated in a grievance proceeding, including recordings, exhibits, minutes, and affidavits, shall be the property of the institution. At the conclusion of the grievance, all such materials shall be held in a confidential file in an appropriate institutional office. This shall be separate from the official personnel file.

12.5.2听 听All grievance materials will be held at least three years after the termination or retirement of the grievant. In cases where an employee lawsuit is involved, records shall be retained at least three years after conclusion of the suit.

12.5.2.1听 听At the time of destruction of grievance files, a permanent record will be maintained of the facts of a grievance, the outcome, the records to be destroyed, and date of destruction.

12.5.2.2听 听Nothing in the above policy shall preclude expunging records from the personnel file or the official record of an employee.

12.5.3听 听Each component institution shall maintain the following information regarding the operation of its grievance procedure:

12.5.3.1听 听The number of written grievances received by the institution annually.

12.5.3.2听 听The number of grievances resolved prior to formal hearing steps.

12.5.3.3听 听The broad section of policy upon which grievances are alleged.

12.5.4听 听Each component institution shall report annually to the 最快开奖直播搅珠结果 Chief Human Resources Officer听the information enumerated in section USY V.D.12.5.3 along with any other information he or she may from time to time request.

13.听听听Non-work Related Solicitations.

13.1听听听最快开奖直播搅珠结果 strives to provide a work environment free of non-work related interruptions. Employees听are expected to engage in the work of 最快开奖直播搅珠结果 or 最快开奖直播搅珠结果-sponsored activities during work time and in the work place, free from interruption, disruption, or distraction from sources unrelated to their work.

13.1.1听听听As such, solicitation of or by employees on behalf of non-最快开奖直播搅珠结果 entities during work hours and in the workplace is restricted to non-working hours and non-work space, such as a designated web site. Institutional level policy may permit the use of lunchrooms and/or other appropriate common areas for solicitation by, or on behalf of, appropriate non-最快开奖直播搅珠结果 organizations so long as that activity does not interfere with the ability of employees and supervisors to maintain a work environment appropriate to the conduct of 最快开奖直播搅珠结果鈥檚 work.

14.听听听Emergency Response. In the event of an emergency situation, which is expected to last more than a week (7 calendar days) in length and declared by the institution's CEO, all normal 最快开奖直播搅珠结果 and campus policies for the safety rights of employees and management rights to direct work will remain in effect. (See also USY.V.D.10, USY.V.C.12, USY V.F.5.3, USY V.F.6.3, and USY VI.F.3.3.3.1.2.6.) The institution's CEO may declare either partial or full Emergency Operations for an extended period of time.

14.1听听听Staffing. All employees are expected to report to work, unless notified otherwise. The institution and its managers will assess the safety of working conditions and will account for that in assigning work. They may also apply the Fitness for Duty policy (USY V.C.12). In addition, each employee is expected to assess听their听personal safety and respond accordingly.

14.2听听听Monetary Payment.

14.2.1听听听In addition to their normal rate of pay plus any applicable additional pay, such as shift and overtime, employees who work during an Emergency Operations may receive an emergency work stipend as determined by the instituion's CEO, in conjunction with Human Resources, based on circumstances of the emergency, the nature of the emergency, and institutional needs.

14.2.2听听听Those status employees and fiscal year faculty not required to report to work and not assigned to work will be paid for the first 5 emergency leave days of time where offices are closed. After the first 5 emergency leave days, it is expected that employees will use accrued Earned Time/Vacation Leave, or be on leave without pay, unless they are already using paid Sick Leave or other appropriate paid leave.

14.2.3听听听If there is no communication with an employee after the first week (7 calendar days), the employee鈥檚 paid Earned Time or Leave Time will be used until there is notification from the employee not to use Leave Time, curtailed operations end, or the leave time is exhausted, whichever comes first. (See USY V.F.10.4.7 if there is an overpayment.)

14.2.4听听听When an employee exhausts paid leave time, they have a choice of taking a leave of absence without pay with benefits for up to 90 days or terminating employment in order to seek eligibility for unemployment compensation. (For leave of absence, see USY V.C.16). If an employee fails to return after a leave of absence during curtailed operations, the institution may make an exception and not require repayment of benefits paid on the employee鈥檚 behalf during the first 90 days of the leave without pay if it is determined that the circumstances of the emergency are the main reason that the employee chose not to return to work.

14.2.5听听听It is expected that active status and adjunct faculty hired on an academic year or semester/term basis (i.e. with no accumulated leave) will continue in a paid status for the remainder of the semester in which the institution is closed with the expectation that work to complete a semester may be made up at a later date (e.g. semester dates are extended into the summer). Any decision to continue pay beyond the end of the semester in which the emergency听occurred will be made by the institution's CEO based on the conditions at the time of the decision.

14.3听听听Benefit Continuation. Medical, Dental, and Life Insurance benefits will continue for the first 90 days of a declared emergency status regardless of the employees active work status. Retirement benefits will continue if an employee is in a paid status. Conditions for continuation of benefits for a period more than 90 days will be determined by the institution's CEO before the end of the 90 day period. Continuation of benefits will require employees to make their own benefit contributions, but arrangements may be made for later payment.

14.3.1听听听Employees are not eligible for Long-Term Disability for an illness or injury that begins after the end of employment, but will remain eligible for Long-Term Disability while in an active leave status as described in the plan document. The exclusions of that plan (e.g. injury resulting from participation in a riot, or as a result of an act of war) will continue to apply.

14.4听听听Other Considerations. The following delegations are made to each campus Human Resources Office:

• Suspension of deadlines for grievances
• Extension of probationary periods
• Extension of introductory periods
• Extension of leaves of absence about to expire

1.听听听Authority.

1.1听听听The Board of Trustees (BOT) authorizes the Administrative Board听to establish Professional Development/Training policies.

1.2听听听In accordance with BOT V.B.2 and USY V.B.2.1, 最快开奖直播搅珠结果 shall establish policies and procedures to promote听growth for employees.

1.3听听听The component institutions shall have prime responsibility for establishment of professional development, training and funding.

2.听听听Professional Development and Training.

2.1听听听Goal. Employee development is intended to be a continuing responsibility of both the individual employee and the institution. The goal is to encourage individual growth and improved productivity, and to provide a means of reinforcement and reward.

2.2听听听Employee and supervisory training will be conducted as determined by the institution.

2.3听 听The institutional office responsible for training will determine attendance policies, such as mandatory or optional participation. Employees taking advantage of the tuition benefit will normally be expected to make up the time or use accrued leave time听for time taken to attend courses during the work day. Time spent by employees attending work-related workshops or seminars shall normally be considered time worked. In all cases such time will be accounted for in compliance with the definition established by听the Fair Labor Standards Act.

2.4听听听Funding. Professional development training and/or travel shall be subject to availability of funding. Each institution shall define the approval process for funding.

3.听听听Job Exchange.

3.1听听听Faculty Exchange Programs. Full-time faculty are eligible for exchange programs with faculty at other institutions of higher education when the experience will be mutually beneficial to the participant and the institution, endorsed by the appropriate administrator, and approved by the Chief Executive Officer (CEO).

3.1.1听听听While on exchange, the faculty member will be considered on full time appointment at their home institution with salary, benefits, and all rights and responsibilities retained.

3.1.2听听听Exchanges may be for any period of time up to one calendar year. Time spent on exchange will count as time in rank toward mandatory tenure decision and as time toward eligibility for a subsequent leave for professional improvement.

3.1.3听听听Performance evaluations will be requested from the host institution and a post-exchange evaluation of professional activities will be required from the participant, to be included in subsequent considerations for promotion and salary adjustments.

3.1.4听听听Faculty on exchange will be obligated to return to their institutions for a period of one year following the exchange.

3.2听听听Exempt Employee听Exchange Programs. Exempt employees听who are employed in status positions are eligible for exchange programs听at other institutions of higher education when the experience will be mutually beneficial to the participant and the institution, is endorsed by the appropriate administrator, and approved by the CEO.

3.2.1听听听While on exchange, the exempt employee will be considered on regular appointment at their home institution, with salary, benefits, and all rights and responsibilities retained, including use and accrual of Vacation and Sick Leave.

3.2.2听听听Exchanges may be for any period of time up to one calendar year.

3.2.3听听听Performance evaluations will be requested from the host institution and a post-exchange evaluation of professional activities will be required from the participant, to be included in subsequent considerations for promotion and salary adjustments.

3.2.4听听听Exempt emplolyees on exchange will be obligated to return to their institutions for a period of one year following the exchange.

3.3听听听Other procedures and/or contractual relationships will follow guidelines and legal requirements adopted by the host institution.

4.听听听Professional Development Leave.

4.1听听听Goal. Faculty and exempt employees are eligible for leave for professional improvement that will result in specific benefit to the institution and/or 最快开奖直播搅珠结果. Such leave shall be available as a matter of privilege rather than right and shall be granted to an eligible faculty or exempt employee only in those cases where the criteria set forth below are met.

4.2听听听Leave Conditions -- General. Recipients of paid leaves for professional improvements are permitted to receive income for professional activities without prejudice to their receipt of income from 最快开奖直播搅珠结果, provided the activity is approved by the appropriate dean or supervisor. In no case may the faculty or exempt employee undertake full-time paid employment while on leave for professional improvement. Upon return from leave the faculty or exempt employee听is expected to submit a report summarizing the professional activities of their leave. The individual's campus may require that they return to service for a specific period after a professional development leave or reimburse the institution the full amount of salary and benefits paid during the leave.

4.3听听听Leave Approval -- General. All paid leaves for exempt employees require approval of a specific proposal for professional improvement that outlines the benefits expected for both the individual and 最快开奖直播搅珠结果. Applications for leave are submitted to the CEO听through the appropriate academic/administrative officer who should be given reasonable notice of the date the leave is to begin. Each application is judged upon its individual merits and availability of funding. The CEO听or their designee must approve all paid leaves.

4.4听听听Sabbatical-Faculty.

4.4.1听听Eligibility. Faculty members with the rank of assistant professor and above shall become eligible for sabbatical leave upon the completion of six years of full-time service at the institution. Years of service shall count from the date of full-time appointment to the rank of instructor or above or from the ending date of the previous leave for professional improvement. All leaves of absence (with or without pay) shall be excluded in determining years of service for this purpose, as shall all years of less than full-time service. Sabbatical leaves are ordinarily reserved for those members of the faculty who have completed advanced academic preparation. Exceptions may be made at the discretion of the CEO if: (1) completion of formal advanced study will strongly promote interests of the college/university and (2) the person has shown substantial progress toward completing such study while employed by the institution.

4.4.2听听Duration of Leave. For faculty on an academic year appointment, one semester at full salary or two semesters at half salary. For faculty on fiscal year appointments, it shall be up to six months at full salary or 12 months at half salary. In exceptional cases, shorter leaves at more frequent intervals may be granted or even requested by 最快开奖直播搅珠结果 to allow for greater flexibility than is attainable under the normal circumstances. For leaves at half pay the college/university will maintain its full contribution to benefits if the faculty member makes the applicable contributions. See USY V.F.10 for payroll information and USY V.A for specific information regarding benefit contributions.

4.5听听听Exempt Employee Professional Development Leave.

4.5.1听听听Eligibility. Exempt employees听who have been employed with 最快开奖直播搅珠结果 for at least three years in a status position may apply for a leave for professional improvement. Each application is reviewed on its own merits.

4.5.1.1 听听Subsequent Leaves. 听If an exempt employee听has been on either a full or partial leave of 120 days or more or a professional development leave, they are听not eligible for a professional development leave again until serving in a status position for at least 24 months after returning from leave, unless the most recent leave was for FMLA reasons.

4.5.2听听听Duration of Leave. The leave may be of varying duration depending upon the number of calendar years of service not to exceed one month at full pay or two months at half pay per calendar year of service up to a maximum of six months at the employee's full pay or 12 months at the employee's half pay. See USY V.F.10 for payroll information.

4.6听听听Executive Officer Professional Development Leave.

4.6.1听听听Eligibility. Executive Officers are eligible for leave that will enhance their professional growth and improve the quality of higher education within 最快开奖直播搅珠结果. It is anticipated that professional improvement/development leaves will be for projects focused upon such things as organizational problems and the management procedures needed to solve them, cost effectiveness of 最快开奖直播搅珠结果听 operations, collective bargaining and its effects on higher education, data processing systems and how they can serve administrators, coordinated academic programming within a diversified university system, and long-range budget or physical plant planning. Such leaves shall be available as a matter of privilege rather than right and are subject to the criteria set forth below.

4.6.2听听听Application. Approval is required of a specific proposal for professional development leave which outlines the benefits expected for both 最快开奖直播搅珠结果 and the Executive Officer. Leaves of absence for professional development are granted by the CEO听of the institution or, in the case of CEOs, by the BOT.

4.6.3听听听Duration of Leave. Leave for professional development may be granted after three years of full-time service as an Executive Officer听with 最快开奖直播搅珠结果. Such leave may be of varying duration not to exceed one month at full pay or two months at half pay per year of service up to a maximum of six months at full pay or 12 months at half pay.

4.6.4听听听Conditions. Executive Officers who receive approval for professional development leave will normally be expected to return to employment within 最快开奖直播搅珠结果 (to the same or a higher position) immediately following the expiration of the leave. The Executive Officer, upon return to 最快开奖直播搅珠结果, will be expected to submit a report summarizing the professional activities of their leave to the institution's CEO, or in the case of CEOs, to the BOT.

4.7听听听Benefits.

4.7.1听听听Vacation/Sick Leave Accrual. Fiscal year exempt employees and Executive Officers continue to earn Vacation/Sick Leave at the normal rate of accrual while on a sabbatical/professional improvement leave.

4.7.2听听听For specific benefits coverage policy see USY V.A.

5.听听听Memberships in Professional Organizations.

5.1听 听最快开奖直播搅珠结果听encourages employees to join professional organizations in their respective field.听

6.听听听Internal Promotion.

6.1听听听最快开奖直播搅珠结果听is committed to the concept of promotion of employees as defined in USY V.E.6.1.1. The intent of the internal promotion and hiring guidelines is to:

6.1.1听听听Enhance upward mobility opportunities by providing an exclusive internal posting for 最快开奖直播搅珠结果 status and adjunct employees who have been employed within 最快开奖直播搅珠结果 for at least twelve (12) months in total and have worked at least 1,250 hours or half-time听during the 12 month period preceding the posting. Half-time will mean half of the hours that are normally the base full-time hours (e.g. 2080.0, 1957.5, etc.) as determined by policy. Final determination of eligibility will be made by HR.

6.1.2听听听Provide status employees with the opportunity to be considered for position openings that could result in enhanced personal advancement opportunities.

6.1.3听听听Advance qualified employees (especially women, minorities and those with disabilities) into executive, administrative, supervisory, and other upper-level management positions.

6.2听听听Criteria/Conditions. Departments may elect to elect exclusive internal posting of all听positions when the following conditions exist:

6.2.1听听听There are a sufficient number of qualified internal candidates from which to select.

6.2.2听听听The potential applicant pool of eligible employees includes a sufficient number of qualified women and minorities to match availability guidelines established in the Affirmative Action Plan.

6.2.3听听听Internal promotion will benefit both the institution and 最快开奖直播搅珠结果 as determined by the CEO听or their听 designee.

6.2.4听听听If these three criteria/conditions do not exist, or if, upon internal posting, no qualified candidates apply, then the department will consider external candidates.

6.3听听听Procedures.

6.3.1听听听The component institutions shall establish procedures to conduct internal job postings. Those procedures shall include (a) a formal request to Human Resources to post internally; (b) a means to designate the position as an internal promotional opportunity; (c) a minimum posting notice that complies with policies established in USY V.C.

6.3.2听听听Where an internal candidate exists within the department the posting may indicate "internal candidate exists as of this posting date" if a candidate has indicated a desire to apply.

6.3.3听听听Applications, resumes and appointments will be reviewed using the same process as any other selection procedure.

1.听听听Authority.听The Board of Trustees (BOT) authorizes the Chancellor, in coordination with the Administrative Board, to establish a job evaluation system, compensation policies, and compensation guidelines for annual increases and the principals and standards for distribution, except as noted below.听These shall comply with state and federal legislation, and shall be established and implemented to promote the goals of internal equity, reward for听meritorious performance, effective recruitment, and retention of employees.

1.1听 听Definition of Compensation.听For status appointments (see USY V.C.6.2.4), compensation is defined as base salary paid as regular budgeted earnings.听Benefit contributions are made only on base salary, not on additional pay with the exception of performance bonuses and over-range maximum bonuses. (See USY V.F.7.1)

1.1.1听 听For adjunct appointments (see USY V.C.6.2.4.2), compensation is defined as remuneration for services performed during a specific appointment period.

1.2听 听Classification and Pay Ranges. The BOT authorizes the Chancellor to establish a set of pay ranges and classification assignments for non-faculty exempt and non-exempt employees, Academic Administrators, and Extension Educators. The 最快开奖直播搅珠结果 Chief Human Resources Officer听shall be responsible for establishment and听maintenance of the pay program. Faculty salary levels and ranges shall be set by individual institutional authority, unless covered by Collective Bargaining Agreements (CBAs).

1.3听 听Additional Pay Policies. The BOT authorizes the Chancellor to establish compensation policies relating to hours worked, work in excess of regularly classified and compensated work, holiday听pay, shift differentials and policy for payment of hourly adjunct employment.

2.听听听Job Evaluation.

2.1听听听Authority/Evaluation System. The Chancellor shall establish a job evaluation system for non-faculty exempt and non-exempt听positions. The basis of the job evaluation system shall be the content of the position. The 最快开奖直播搅珠结果 Office of Human Resources shall be responsible for the methodology and maintenance of job evaluation standards and is authorized to make adjustments to those methods and standards. Any overall change of job evaluation or purchase of a new system shall be approved by the Chancellor in conjunction with the Administrative Board.

2.2听听听Job Content and Organizational Structure. Each institution shall be responsible for organizing its tasks, jobs, and organizational structure. Each shall have the authority to restructure organizations and job content to meet institutional needs and to fulfill the institutional mission. Human Resources shall be responsible for monitoring and maintaining job descriptions.

2.3听听听Administration.

2.3.1听听听Each听Human Resources at each institution is authorized to classify all non-faculty positions using the job evaluation system established in USY V.F.2.

2.3.2听听听The University of New Hampshire is authorized to establish the classifications of the Extension Educator听ranks.

2.3.3听 听The BOT as defined by Trustee policy shall be the sole authority for the classification and establishment of positions as听Executive Officers.

3.听听听Establishment of Pay Ranges.

3.1听听听Pay Ranges.

3.1.1听听听Wage and Salary Schedules, including hourly rates for non-exempt employees and annual rates for exempt employees, will be established by 最快开奖直播搅珠结果 Human Resources.

3.1.2听听听Each pay range consists of minimum and maximum dollar amounts at each end of the scale. The pay range minimum is the lowest pay rate for all jobs in a particular range, and the pay range maximum is the highest rate employees may attain for all jobs in that pay range.

3.1.3听 听最快开奖直播搅珠结果 Human Resources will revise pay ranges whenever necessitated by operational requirements. This usually occurs when an across-the-board pay adjustment is implemented for employees.

3.1.4听听听A wage schedule for adjunct appointments will be established and revised periodically by 最快开奖直播搅珠结果 Human Resources. Minimum and maximum hourly rates are included for various categories of suggested skills and services.

3.2听听听Assignment of Classified Jobs to Pay Ranges.

3.2.1听听听Generic classifications are assigned to a specific pay range by utilizing compensation studies to compare the salary survey market range midpoint for a like job to the closest matching 最快开奖直播搅珠结果 range midpoint. If directly related compensation data is unavailable, the classification will be assigned to a range by taking into account:

3.2.1.1听听听Similarity of managerial responsibilities and/or professional expertise with other comparable classifications within 最快开奖直播搅珠结果.

3.2.1.2听听听Similarity of background requirements, education and experience with other comparable听最快开奖直播搅珠结果 classifications.

4.听听听Determination of Exempt/Non-Exempt Status.

4.1听听Every job shall be designated as exempt or non-exempt as defined by the Fair Labor Standards Act.听Human Resources shall be responsible for making such determinations in consultation with 最快开奖直播搅珠结果 Human Resources.

5.听 听Pay Policies and Practices.

5.1听 听Workweek Definitions and Authority. The workweek begins on Saturday and ends on Friday. The standard workweek is 40 hours as determined by operational needs. Authority to determine what constitutes听time worked to comply with FLSA resides with Human Resources with advice from 最快开奖直播搅珠结果 Human Resources as appropriate.

5.2听 听Records. Human Resources and Payroll are responsible for maintaining true and accurate records of the hours worked by each employee and the amount of wages paid to them. Employees are required to timely and accurately submit accounting for hours actually worked, which must be completed by the employee and approved by the supervisor.

Any changes or correction to an employee鈥檚 time record must be acknowledged and approved by the employee and their supervisor. Failure to timely submit and/or approve time records may be grounds for discipline.

5.3听 听Non-Exempt/Hourly Pay Policies

5.3.1听 听Non-Exempt Work Schedules. The supervisor may not change a non-exempt employee's regular work schedule without prior consultation with Human Resources. When this occurs, the supervisor must give reasonable (normally defined to be thirty [30] calendar days) advance notice to the employee. This policy is intended to cover permanent or major changes听and is not intended to prohibit flexibility in dealing with ad-hoc/short-term needs. Supervisors must approve in advance any employee work outside of the regular work schedule.

5.3.2听 听Hourly Time Accounting.听最快开奖直播搅珠结果 is required to ensure that all non-exempt employee work hours are accurately recorded to ensure that they are paid for all hours worked as required by applicable law. Non-exempt employees must not be permitted or asked to perform off-the-clock work and all aspects of time-keeping records must accurately reflect hours worked and Meal Periods taken. Supervisors must approve in advance any overtime work.

5.3.3听 听Rest Periods. Each non-exempt employee is allowed, but not required, to take two 15-minute rest periods per day away from their job, which are considered time worked. The immediate supervisor will determine when rest periods may occur. Rest periods are not cumulative.

5.3.4听听 Meal Periods. All employees are entitled to a Meal Period if they work more than five consecutive hours in a day unless it is feasible for the employee to eat while working and the employee is permitted to do so. Meal Periods are breaks that are at least 30 minutes long and may be scheduled by the supervisor for as long as 60 minutes.

Exempt employees are responsible for scheduling and taking their own Meal Periods, or choosing to work through lunch if their job can be performed while eating.

Non-exempt employees will usually have their Meal Periods scheduled by their supervisors who will determine both the time of day and duration. If working in a department where Meal Periods are not scheduled, then Meal Periods may be taken at a time consistent with operational needs. Meal Periods are unpaid for non-exempt employees and are not considered time worked. Non-exempt employees who take a Meal Period must record the time of day the break starts and the time of day the break ends in their time-keeping records.

Non-exempt employees are required to take their Meal Periods unless permission is requested and received in advance to work through lunch for a specific reason. A request to work through lunch may only be authorized by a supervisor if:

(1) it is feasible for the employee to eat while working, in which case the time worked is paid; or听
(2) if it is not feasible for the employee to eat while working but it is possible to grant the employee a paid break of 15-20 minutes in duration to break the five consecutive hours of work and allow the employee time to eat, with the understanding that the paid break must be documented with the employee.

In either case, the supervisor should separately consider the need for possible advance authorization of overtime.

5.4听 听Non-Exempt Paid Holiday Leave.

5.4.1听听听Eligibility. To receive paid holiday leave, a non-exempt employee must: hold a status appointment; their appointment dates must encompass the holiday; and they must not be in a leave without pay situation immediately prior to or following the holiday. If an employee is on paid leave when a designated holiday occurs, they will receive paid holiday leave, and the time will not be charged as Earned Time.

5.4.2听听听Payment. All full-time eligible status non-exempt employees receive holiday leave amounting to their base hourly rate multiplied by their usual daily hours not to exceed eight hours (for percent time staff see below).

5.4.2.1听听听Non-Exempt with percent time appointments. Each case is individualized, based on the employee's appointment dates, working schedule, and when the holidays fall as per below:

5.4.2.1.1听听听Flex-time appointments. Those employees whose appointment dates cover the full fiscal year (the 12 month period from July 1 - June 30), but are less than 100%, will have their appointment percentage applied to the holiday leave hours for the week within which the holiday falls. For example, a 75% fiscal year (July 1 - June 30) appointment within which an employee works three eight hour days and one six hour day each week of the fiscal year, would receive 75% of eight hours (i.e., six hours) of paid holiday leave during a week with one holiday.

5.4.2.1.2听听听Flex-Year appointments. Those employees whose appointment dates do not cover the entire fiscal year will have the percent-time of their work hours for the work week in which the holiday falls applied to the holiday hours as long as the holiday falls within the employee's appointment dates. For example, an 80% appointment within which an employee works full-time (eight hours a day) from August 11 鈥� May 28 would have the percentage of their work hours for the week in which the holiday falls (100%) applied to the holiday hours (eight hours).

5.4.2.2听听听 A holiday is counted as a day worked for the purpose of computing overtime pay (see USY V.F.7.3.1).

5.5听 听Non-Exempt Pay During Curtailed Operations.

Curtailed Operations may be declared and authorized by the Campus Chief Executive Officer (or their designee) in the event of an emergency or extreme weather conditions. In such situations, status non-exempt employees may be directed to perform assignments, come in late, leave early, or not come in at all as applicable to the period of Curtailed Operations and shifts specified. Curtailed Operations may be a partial closure of the institution or a full closure. A period of Curtailed Operations of seven (7) calendar days or less is considered short duration. Under Emergency Response, Curtailed Operations may be declared for a longer period of time (see USY V.D.14).

5.5.1听 听Essential Personnel. Each institution may designate and maintain a list of employees who are necessary for operations through weather or other emergency conditions. Such employees will continue to be required to receive supervisory approval for weather/emergency related absences.

5.5.2 听听Monetary Payment for Curtailed Operations of Short Duration.

5.5.2.1听听听If a status non-exempt employee does not report to work due to weather conditions and curtailed operations is declared, the employee shall charge their Personal Time or Earned Time for any work hours not covered by the Curtailed Operations.

5.5.2.2听听听Status non-exempt employees are entitled to pay for the day if all of the following conditions exist:

No more than two hours of their shift occur after the end of Curtailed Operations.

The employee has not previously requested the use of accrued time for the scheduled hours.

5.5.2.3听听听Status non-exempt employees not directed to leave early or come in late will receive their regular pay for the regularly scheduled hours worked plus equal compensatory time (see USY V.F.7.3.1.3) off later.

5.5.2.4听听听In certain operations requiring continuous 24-hour service, status non-exempt employees may be authorized payment instead of equal compensatory time (see USY V.F.7.3.1.3) off.

5.5.3听 听Absences Not Covered by Curtailed Operations Pay. In cases of marginal weather conditions when operations are not formally curtailed, employees who do not report to work at a specified time or choose to leave work early will be required to contact their supervisor and use Personal Time, Earned Time or leave without pay.

6.听听 Pay Policies.

6.1听听听Definition. Employees who are exempt, as determined by听the provisions of the Fair Labor Standards Act, are paid by salary. Exempt employees are expected to work those hours which are necessary to effectively accomplish the objectives of the position. When excessive hours are consistently required of an employee in the regular job, the supervisor and employee听should mutually discuss a resolution around the needs and responsibilities of the job and appropriate administrative options using Human Resources as a resource.

6.2听听听Holiday Pay. Employees听who are听exempt from the provisions of the Fair Labor Standards Act are听eligible to receive holiday pay if the holiday falls within their appointment dates. Compensation for holiday pay is based on their usual daily salary. If the employee听is in a position requiring that they work on a designated holiday, arrangements should be made with the supervisor to take a day off with pay at a mutually agreeable time.

6.3听听听Curtailed Operations may be declared and authorized by the Campus Chief Executive Officer (or their designee) in the event of an emergency or extreme weather conditions. In such situations, status exempt employees may be directed to telework, perform assignments, come in late, or leave early,听as applicable to the period of Curtailed Operations. Curtailed Operations may be a partial closure of the institution or a full closure. A period of Curtailed Operations of seven (7) calendar days or less is considered short duration. Under Emergency Response, Curtailed Operations may be declared for a longer period of time (see USY V.D.14).

6.3.1 听听Essential Personnel. Each institution听may designate and maintain a list of employees who are necessary for operations through weather or other emergency conditions. Such personnel will continue to be required to receive supervisory approval for weather/emergency related absences.

6.3.2听 听Monetary Payment for Curtailed Operations of Short Duration. If an employee does not report to work due to weather conditions and Curtailed Operations is declared, the employee shall charge their Personal Time for any day or half-day not covered by the Curtailed Operations if the employee has not previously requested the use of Sick Leave or Personal Time听for the听scheduled time.

7.听听听Additional Pay.

7.1听听听Definition. Additional pay is extra compensation that is paid to a status employee above salary paid as regular budgeted earnings. Employee benefit contributions are not made on additional pay, except FICA, performance bonuses, and above range maximum bonuses. There are three categories of additional pay which may be either inside or outside the regular appointment period: Hourly-based for Services, Salary-based for Services, and Additional Pay for Recognition (described in USY V.F.7.3, 7.4, and 7.5). Appointments which may involve additional pay are also referenced in USY V.C.6. Some additional pay applies to adjunct employees. In those situations, the applicability is referenced under the specific type of additional pay.

7.2听听听Conditions for Review and Approval of Additional Pay.

7.2.1听听听All categories of hourly-based additional pay for services (USY V.F.7.3) require prior approval by the status position supervisor as well as those approvals noted in the particular policy section below. Institutional policy may dictate additional procedures as well as specify that some on-going payments, such as shift differential, need not be approved at each event or each pay period.

7.2.2听听听All categories of salary-based additional pay for services (USY V.F.7.4) shall be subject to an approval process determined by institutional policy which shall include the following:

7.2.2.1听听听At a minimum, the supervisor shall be made aware of all such additional payments, and policy may require prior approval.

7.2.2.2听听听Categories of pay inside the appointment period, described in USY V.F.7.4.2 and USY V.F.7.4.4, shall require prior approval by the supervisor and at least one of the following offices: the Office of the President, the appropriate Vice President, or Human Resources, or their designees as determined by institutional policy or procedure. Institutional policy may also require additional approvals, such as those by the Office of Sponsored Research.

7.2.2.3听听听Categories of pay outside the appointment period, described in USY V.F.7.4.1 and USY V.F.7.4.3, will have approval processes described by institutional policy. A single approval may be sufficient.

7.2.3听听听Categories of additional pay for recognition (USY V.F.7.5) shall have approval processes determined by institutional policy. That approval process must include at least one central institutional administrative office. Institutional policy may also require additional approvals such as those by the Office of Sponsored Research.

7.2.3.1听听听Exception. Longevity (USY V.F.7.5.8) shall require only a review of the calendar years of service by听Human Resources.

7.2.4听听听Other conditions. Any approvals for additional pay for services within the appointment period described in USY V.F.7.4.2 and/or USY V.F.7.4.4 must include documentation that the payment is for services performed outside the duties and responsibilities of the employee's classification. In the case of Executive Officers, Academic Administrators, Librarians, Exempt Employees, Extension Educators and Non-Exempt Employees, the absence from the regular job duties shall be accounted for through the use of documented Vacation/Earned Time or other such appropriate arrangements made and documented with the supervisor in advance. Furthermore, any additional pay for other services requires advance approval of the institution's Chief Executive Officer; or, in the case of CEO's, the Executive Committee of the BOT.

7.3听听听Hourly-based Additional Pay for Services for adjunct appointments. In addition to approvals noted in the sections below, all categories of non-exempt additional pay for services require prior approval by the supervisor as noted above in USY V.F.7.2.

7.3.1听听听Overtime Pay. Time worked, by status and adjunct employees, in excess of 40 hours in any week is paid at one and one-half times the regular rate of pay (USY V.F.7.3.1.1). The hours worked in all jobs must be paid by the hour and combined for calculation of overtime. The only exception is when the additional job is teaching a credit course. For employees who work a 7.5 hour day or a 37.5 hour work week, the first 2.5 hours per week are paid at their base hourly rate. For status employees, a paid holiday leave day is counted as a day worked for the purpose of computing overtime pay.

7.3.1.1听听听Regular Rate of Pay. Determination of regular rate of pay for the purpose of complying with FLSA requires that certain types of salary increments be included with the base rate when computing the regular rate of hourly pay for overtime purposes. These increments are shift differential, weekend differential, longevity and stand-by pay, as applicable.

7.3.1.2听听听Pay for Scheduled Work on a Holiday. Status employees who, prior to the holiday, are scheduled to work on an authorized holiday are paid at one and one-half times the base rate for all hours worked (see USY V.A.4.9.2) in addition to their paid holiday leave.

7.3.1.2.1听听听Pay for Call-in on Holidays. Status employess who were not scheduled to work on an authorized holiday, but who do so at the request of their supervisor, are compensated at double the base pay rate for the hours worked with a guaranteed minimum of three hours. This compensation shall be in addition to any holiday leave pay they would have received without working.

7.3.1.3听听听Compensatory Time. If permitted by institutional听policy, compensation for overtime for status employees may be in the form of compensatory time off in lieu of a monetary payment. Such compensatory time will be at one and one-half hour for each hour of overtime worked in excess of 40 hours in one week. For employees who work a 7.5 hour day or a 37.5 hour work week, compensatory time off for the first half hour of extra work per day, or the first 2.5 hours per week will be at an hour-for-hour rate. Compensatory time may only be applied to status appointments and may not be applied if the overtime is a result of an employee听having both a status and adjunct appointment.

7.3.1.3.1听听听Agreement. Compensatory time must be the result of a mutual agreement between the employee and supervisor prior to the performance of the work without any coercion or pressure by the supervisor.

7.3.1.3.2听听听Accumulation. In general, employees may accumulate up to 240 hours of compensatory time with the exception of those engaged in public safety work who may accumulate 480 hours as applicable. Since compensatory time may not be carried from one fiscal year to another, employees should be permitted to take accumulated compensatory time off within a reasonable period of time after the overtime is worked.

7.3.1.3.3听听听Monetary Payment. Compensatory time will be paid off in cash prior to or on June 30 of each year. If an employee terminates or transfers to another department, cash payment will be made for accumulated compensatory time based either on the average regular rate of pay over the last three years or the final regular rate of pay, whichever is higher.

7.3.1.3.4听听听Records. Unless otherwise specified by the institution, the supervisor is responsible for maintaining records. Records of compensatory time must be maintained and preserved to include:

• Number of compensatory hours earned each work week by each employee
• Number of compensatory hours used each work week by each employee
• Number of hours of compensatory time paid in cash
• For law enforcement personnel, an indication of the work week period for each employee

7.3.2听听听Stand-by Pay. Compensation paid to those status and adjunct employees who are specifically required in writing by their supervisors to restrict their travel and consumption of alcoholic beverages during non-working hours. The purpose of such restrictions is for the institution to be able to provide an immediate and safe response to any emergency situations. Such payment is limited to operations that are designated as essential services by the institution.

7.3.2.1听听听Monetary Payment. Stand-by compensation is paid on a per hour basis of $2.25 per hour effective September 5, 2020.

7.3.2.2听听听Guidelines. The receipt of stand-by compensation is not contingent upon being asked to come in to work since the employee is being compensated for the inconvenience factor. However, if requested to come in while on stand-by, the employee shall be paid their base hourly rate for the time actually worked plus overtime when appropriate with a guaranteed minimum of two hours. If the work is performed via teleworking from home, the hours worked are paid and overtime applied as appropriate, but the two-hour minimum is not applicable. In both听instances, stand-by compensation is included.

7.3.3听听听Callback Pay. Compensation paid to a status or adjunct employee who is called back to work after having completed scheduled work hours and at a time which precedes the start of the next regular working day. This pay compensates an employee for the inconvenience of leaving their residence to return to work and returning to their residence after completion of the required tasks.

7.3.3.1听听听Monetary Payment. Compensation for callback to work is one and one-half times the base pay rate for the hours worked with a guaranteed minimum of three hours pay. If the work is performed via teleworking from home, the hours worked are paid at one and one-half times the base pay rate, but the three-hour minimum is not applicable.

7.3.3.1.1听听听Exception. If an employee is called back to begin work before their normal shift time and continues working into their regular shift, compensation for such work is not considered to be callback pay, and normal overtime policies will apply.

7.3.4听 听Shift Differential.听A shift differential is paid to compensate status nonexempt employees for working second, third, or weekend hours.听The shift payment rate for the entire shift is determined by the beginning time of the shift.听Job classifications eligible for shift differential are determined by HR Compensation.

7.3.4.1听 听Second Shift:听Begins between the hours of 2:00 p.m. and 7:59 p.m. Employees will receive $0.60 per hour in addition to their base rate.

7.3.4.2听 听Third Shift:听Begins between the hours of 8:00 p.m. and 3:59 a.m.听Employees will receive $0.70 per hour in addition to their base rate.

7.3.4.3听 听Weekend Shift:听Begins Saturday听at 12:00 a.m. through Sunday at 11:59听p.m.听Employees will receive $0.50 per hour in addition to their base rate.听Employees will receive $1.10 per hour for Weekend Second Shift or $1.20 per hour for Weekend Third Shift.

7.3.4.4听 听Adjunct and student employees are not eligible for shift differential pay.

7.3.5听听听Pay for Adjunct Hourly Appointments. The pay rate is determined by the type of adjunct appointment (see USY V.C.6). It is expected that the hours worked in the adjunct appointment will be outside the status employee's normal work hours/day. If the work occurs during the employee's regular work day, the employee may, only with the concurrence of the supervisor, perform the adjunct work during the regular work day and either use Earned Time/Vacation Leave or make up the hours through a documented agreement with the supervisor.

7.3.6听听听Pay in Lieu of Holiday Leave. When a designated holiday falls on a full-time status employee's regularly scheduled day off, they may take the same number of holiday hours off with pay during the same or following week; or, if approved by the supervisor, collect the value of the holiday at the employee's regular rate as additional compensation (for percent-time staff see USY V.F.5.2.2.1). Such payment is not counted as time worked for FLSA overtime purposes.

7.3.6.1听听听When status employees, such as dining or other service employees, are temporarily laid off because of an academic break period containing a designated holiday, such as Thanksgiving or Christmas, and are recalled immediately following the break, they may collect holiday pay only if they worked or were on approved paid absence on the last scheduled work day before and first scheduled work day after the break.

7.4听听听Salary-based Additional Pay for Services -- by Event, Project, or Course. All categories of exempt additional pay for services shall be subject to an approval process as outlined in USY V.F.7.2 (See also USY V.D.7.1-10).

7.4.1听听听Faculty Non-appointment Period Supplemental Payments. Compensation paid for teaching or services for an event or project which occurs outside the faculty member's base appointment period.

7.4.1.1听听听Faculty Supplemental Pay. Pay for work on a sponsored project, administrative stipend (summer only), or other activities that are performed outside the faculty member's academic year appointment dates. Time and pay limitations are determined by system/institutional policy and, where applicable, CBAs and/or sponsor regulations for sponsored projects (see UNH V.F.7.3.6).

7.4.1.2听听听Summer Pay. Applicable only to academic year faculty, summer pay is for 最快开奖直播搅珠结果 administered summer period activities, including teaching, effort on internally and externally sponsored projects, and administrative work. Time and pay limitations are determined by system/institutional policy and, where applicable, CBAs and/or sponsor regulations for sponsored projects (see UNH V.F.7.3.5).

7.4.2听听听Faculty Supplemental Pay during the Appointment Period. Compensation for teaching or providing services for an event or project that is not included in the regularly assigned workload of the faculty member. This includes teaching overload courses in the faculty member's academic division, teaching for Continuing Education, institutes and all other 最快开奖直播搅珠结果 institutions, or work on sponsored projects, which occur during the faculty member's academic or fiscal year appointment period. Time and pay limitations are determined by system/institutional policy and, where applicable, CBAs and/or sponsor regulations for sponsored projects (see UNH V.F.7.3.6).

7.4.2.1听听听Faculty Administrative Stipend. Pay for administrative services performed, such as acting appointments, department/program chair, center/program director, and special projects assigned as overload. Time and pay limitations are determined by system/institutional policy and, where applicable, CBAs and/or sponsor regulations for sponsored projects (see听UNH V.F.7.3.2).

7.4.3听听听Payment for Work Outside the Normal Appointment Period. Compensation made for services rendered to 最快开奖直播搅珠结果 which are not included in the duties and responsibilities as outlined in the employee's classification and which are performed outside the employee's normal work period (e.g. outside daily work period, weekends, or outside the flex appointment).

7.4.4听听听Payment for Work Inside the Appointment Period. Compensation made for services rendered to 最快开奖直播搅珠结果 which are not included in the duties and responsibilities as outlined in the employee's classification, and which are performed inside the employee's normal work period.

7.5听听听Additional Pay -- Recognition, Recruitment, Other. These categories of additional pay shall have approval processes as described in USY V.F.7.2.

7.5.1听听听Bonus. Compensation awarded to status and adjunct employees to recognize contribution, extraordinary effort, attainment of skills at the end of an introductory period, or for assuming for a period of time extra duties which are not included in the duties and responsibilities as outlined in the employee's classification.

7.5.2听听听Transition Payment. Compensation paid a faculty or exempt employee as part of a recruiting effort intended to provide payment for items such as relocation costs that may not be eligible for direct reimbursement under IRS and/or 最快开奖直播搅珠结果 guidelines. (Information regarding the transition payment form can be found on the 最快开奖直播搅珠结果 Financial Services website.)

7.5.3听听听Acting Appointment Stipend. Compensation paid to an employee who assumes some higher level responsibilities of a vacant position for a period of time, typically a period of six months or less, while retaining the benefits and a significant portion of the duties and responsibilities of their status position. (See also "bonus" (USY V.F.7.5.1) and "interim appointment" (USY V.F.8.6)).

7.5.4听听听Temporary Upgrade. A temporary upgrade is for a period of six months or less and may occur when an employee is temporarily assigned duties and responsibilities that clearly exceed the established duties and responsibilities of the classification of their status position. Such action may include a change in title and/or the need for additional compensation. The payment of compensation may be made during the period of the temporary assignment or may be in the form of a bonus at the end of such service.

7.5.5听听听Temporary Increase in Percent Time. A temporary increase in percent time is for a period of six months or less and occurs when an employee is temporarily assigned an ongoing increase in hours/days of work. Compensation for the extra time worked, based on the employee鈥檚 regular hourly/annual rate, will be provided during the period of the temporary increase in percent-time.

7.5.6听听听Honorarium. An honorarium is an award that may be provided to a status or adjunct faculty employee by 最快开奖直播搅珠结果 as a token of its appreciation and is often associated with the employee serving as a distinguished or keynote speaker for a special lecture, symposium, or workshop. Honoraria are compensated by a one-time, non-negotiable cash payment to a recipient and are unrelated to the employee's base rate of pay. (Please see Procedure 08-008, Awards, Gifts, and Prizes,听for specifics regarding payments and taxes.)

7.5.6.1听听听Honorariums for Non-resident Aliens. Due to strict federal regulations related to non-resident aliens, any honorarium to a non-resident alien must be pre-approved by听Human Resources or its designee.

7.5.7听听听Award. An award is defined as a one-time payment to an employee awarded by the institution in recognition of special achievement. (Please see Procedure 08-008, Awards, Gifts, and Prizes, for specifics regarding payments and taxes.听For non-cash awards, see USY V.F.10.4.4).

7.5.8听听听Longevity Pay -- Applicable only to status Non-Exempt employees with current status employment start dates prior to July 1, 2011. It is an extra pay increment awarded to status Non-Exempt employees each pay period to recognize length of service to 最快开奖直播搅珠结果. To conform to FLSA regulations, longevity payments are included in the regular rate for the purpose of computing overtime.

7.5.8.1听听听Increments. Longevity increments for Non-Exempt employees are as follows:

• On completion of 10 years service--2%
• On completion of 15 years service--4%
• On completion of 20 years service--6%
• On completion of 25 years service--8%
• On completion of 30 years service--10%

7.5.8.2听听听Determination of Length of Service. For longevity purposes, a year of service will be equal to a calendar year of status employment, i.e. 12 consecutive months from date of hire equals one calendar year. If an employee held a status flex-year appointment of 75% for 10 years, the total years of service for longevity purposes would be 10 years.

7.5.8.3听听听Calculation of Longevity Increment. The longevity increment, awarded each pay period, is calculated by multiplying the base pay for that pay period by the longevity percentage.

7.5.8.4听听听Beginning Accrual. Length of employment will start from the first day of status employment of at least 75% time.

7.5.8.5听听听Effective Date. Longevity increments shall be effective on the employee's anniversary date of status employment.

7.5.9听听听Payment of Accrued Earned Time and Vacation Leave. Any Earned Time and Vacation Leave paid at retirement, termination, or paid as a result of a status change, such as from exempt to non-exempt, or a policy exception, is considered additional pay. (See USY V.A.4.8听&听USY V.A.4.9.9听for Earned Time and USY V.A.4.10.6 &听USY V.A.4.10.8 for exempt staff.)

8.听听听Initial Salary Policy.

8.1听听听Starting Salary.

8.1.1听听听Authority. The BOT听delegates to the campus CEOs the authority to establish starting salaries for exempt/non-exempt employees. The responsibility for approving salaries that fall within the guidelines in USY V.F.8.1.2. is delegated to Human Resources after consultation with appropriate deans or directors.

8.1.2听听听Exempt/Non-Exempt Employees (Exempt category includes Extension Educators)

8.1.2.1听听听The starting salary of a new employee having only the minimum qualifications for the classification will normally not exceed the range minimum.

8.1.2.2听听听 With documentation showing qualifications far in excess of the minimum, the CEO, or their designee, may authorize hiring hourly rates for Non-Exempt employees above the first quartile.

8.1.2.3听 听If a new employee has academic preparation and/or directly related experience in excess of the minimum acceptable qualifications for the job, a guideline of five percent for each applicable year of education, training or directly related experience may be added to the minimum. In no instance shall an employee be hired above the job range maximum, see USY V.F.3.1.2.

8.1.3听听听Faculty.

8.1.3.1听听听Authority. The BOT delegates to the campus CEO the authority to establish starting salaries for all new faculty members. The responsibility for determining the starting salary is delegated to either the campus Human Resources Officer and/or the Chief Academic Officer after consultation with appropriate deans, department chairs or directors. Such consultation will include appropriate market data. Where applicable, such consultation will conform to CBAs.

8.1.4听听听Executive Officers. For Chief Executive Officers (CEOs), the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions, see BOT V.F.2; for all other Executive Officers, see USY V.F.11.

8.2听听听Promotion.

8.2.1听听听Authority. Human Resources is delegated the responsibility for determining salaries for promotions based on the guidelines set forth in USY V.F.8.2.3 through USY V.F.8.2.7.

8.2.2听听听Definition. A promotion is an assignment to a vacant position with a higher salary range. An employee has the right to pursue and be considered for employment opportunities throughout 最快开奖直播搅珠结果 without prejudice to their current responsibilities. Promotions will be made on the basis of individual merit and qualifications.

8.2.3听听听Starting Salary. The starting salary and placement within the new range for an employee will be based on the individual's own qualifications and the guidelines and philosophy for starting salary as outlined in USY V.F.8.1, not on the individual's placement in the former range.

8.2.4听听听Eligibility for Promotion. Employees on an initial introductory period are not normally eligible for promotion until the end of the introductory period.

8.2.5听听听Service Credit. Employees who are promoted to a different position, either within the same institution or to another, will suffer no loss of service credit or benefits.

8.2.6听 听Non-Exempt to Exempt. In cases of promotion from non-exempt to exempt employment the following guidelines should be considered in determining the appropriate salary.

8.2.6.1听听听If on a 37.5-hour week, the employee's current salary should be converted to a 40-hour weekly equivalent.

8.2.6.2听听听Since exempt employees do not receive longevity, the longevity increment, if applicable, should be added to the new salary base.

8.2.6.3听听听After these computations have been made, final placement within the new salary range should be made in accordance with salary guidelines shown in USY V.F.8.2.3.

8.3听听听Transfer.

8.3.1听听听Authority. Human Resources is delegated the responsibility of approving all transfers before commitments are made and for determining salaries based on the guidelines set forth in USY V.F.8.3.3.

8.3.2听听听Definition. A transfer is the voluntary acceptance of another position within 最快开奖直播搅珠结果, or a reclassification, to a classification in a lower or the same pay range, and will normally effect no change in service date or benefits for the employee.

8.3.3听听听Transfer salary. At the time of transfer, Human Resources, in conjunction with the hiring department, will determine the employee's salary at the time of transfer, based on the employee's qualifications and the guidelines and philosophy for starting salary (USY V.F.8.1) as well as the philosophy described in compensation for equity (USY V.F.9.4). This salary will be communicated in writing to the employee at the time of transfer.

8.3.3.1听听听 If the transfer results in no change or a higher salary or rate of pay, the new/continuing salary or rate of pay increase can be immediate.

8.3.3.2听听听 If the transfer is involuntary and results in a lower salary, there will be a transition period of not less than three months during which the hourly or salary rate of the employee will be maintained at their current rate. The transition period is inclusive of any notice period in cases where the employee is a successful candidate in a search.

8.3.4听听听Eligibility for transfer. Employees in an introductory period are not normally eligible for transfer until the end of the introductory period.

8.3.5听听听Non-Exempt to Exempt. In cases of a transfer from Non-Exempt to Exempt employment, the following guidelines should be considered in determining the appropriate salary.

8.3.5.1听听 If on a 37.5-hour week, the employee's current salary should be converted to a 40-hour weekly equivalent.

8.3.5.2听听听Since exempt employees do not receive longevity, the longevity increment, if applicable, should be added to the new salary base.

8.3.5.3听听听After these computations have been made, final placement within the new salary range should be made in accordance with salary guidelines in USY V.F.8.3.3.

8.4听听听Reclassification.

8.4.1听听听Authority. The Administrative Board has delegated the responsibility for classification听to each institution's Human Resources Office.

8.4.2听听听Definition. A reclassification is the reassignment of a position to another generic classification which is based on changes in the duties and responsibilities of the job since its last review. If a position is reclassified, it may be assigned to either the same, a higher or lower range within the salary schedule.

8.4.2.1听听听Approval. The supervisor through the department head makes requests for approval of exempt classification reviews to the appropriate administrator as per institutional procedure.

8.4.2.2听听听Appeals. Classification determinations by the institution's听Classification Committee may be appealed either in writing or through a personal appearance by the supervisor at one of the Committee meetings. Such appeals must contain additional information that was not included for the initial review.

8.4.3听听听Reclassification Pay Changes. A position reclassification may result in an increase, decrease or maintenance of earning potential. The employee's听placement and salary level within the new range will be determined by Human Resources.

8.4.3.1听听听Non-exempt to exempt. In cases of reclassification from a non-exempt to exempt position, the appropriate salary adjustment is determined as follows:

8.4.3.1.1听听听If on a 37.5-hour week, the employee's current salary should be converted to a 40-hour weekly equivalent.

8.4.3.1.2听听听Since exempt employees do not receive longevity, the longevity increment, if applicable, should be added to the new salary base.

8.4.3.1.3听听听After these computations have been made, final placement within the new salary range should be made in accordance with听USY V.F.8.4.3.

8.4.3.2听听听Maintenance of Former Salary. At the time of reclassification, the former salary level may be retained when the new classification assignment is to a pay range that is either lower or the same or the former salary is at the median of the new classification.

8.4.3.3听听听Limitations. In all reclassifications, the employee may not be paid less than the minimum or more than the maximum of the new pay range.

8.4.3.3.1听听听Exceptions. In circumstances where the current salary or hourly rate is above the maximum of the new pay range, the salary or hourly rate will be maintained until such time as the pay range increases to encompass the salary/hourly rate, or maintained for a period of one year from the date of the reclassification.

8.5听听听Demotion.

8.5.1听听听Authority. Human Resources is delegated the responsibility: (a) of approving all demotions before commitments are made, and (b) for determining salaries and transition period based on the guidelines set forth in USY V.F.8.5.3.

8.5.2听听听Definition. A demotion is the involuntary change of an employee to a lower pay range and may occur as a result of: (1) the assignment of an employee to a position in a classification with a lower pay range than the employee's former position; or (2) a reclassification when the position is assigned a classification in a lower pay range than the previous classification. Demotion is not recommended for any individual who has not yet completed the initial introductory period听(see USY V.C.8.2.3).

8.5.3听听听Salary. At the time of the demotion, an employee's salary may be maintained, or it may be reduced following a transition period (see USY V.F.8.5.4). Human Resources will be involved in determining the employee's salary. This salary will be communicated in writing to the employee at the time of the transition.

8.5.3.1听听听If the employee's hourly or salary rate at the time of demotion exceeds the new pay range, the new range maximum will normally be assigned. However, Human Resources may authorize a salary over the range maximum when warranted by such considerations as the employee's length of service and institutional desirability of the transition.

8.5.4听听听Transition period salary. If the hourly or salary rate of the employee will be reduced as a result of the demotion, their current rate will be maintained for a transition period of not less than three months, and normally not more than one year. The length of time of the transition period is determined by the hiring department in consultation with Human Resources and will consider such factors as equity, the employee's length of service, and the institutional desirability of the transition.

8.6听听听Interim Appointment.

8.6.1听听听Authority. Interim appointments are made at the initiation of the institution and each institution's听Human Resources Office is delegated the responsibility for employment actions involving interim appointments.

8.6.2听听听Definition. Interim appointments are applicable to status positions which are vacant or created to fill a need for a specific appointment period. An interim appointment may be filled by an internal employee or an external hire. If the appointment is internal, the employee appointed does not retain a significant proportion of their permanent status position's duties/responsibilities.

8.6.3听听听Length of appointment is normally for six months or more.

8.6.4听听听The hourly rate/salary for the appointment will be determined by the position's supervisor in consultation with听Human Resources. At the termination of the interim appointment, the internal employee will return to their permanent status position and compensation with any salary increases added that might have occurred during the period of the听interim appointment.

9.听听听Other Types of Salary Adjustments.

9.1听 听Across-the-Board Increase.

9.1.1听听听Definition. An Across-the-Board increase is an annualized, fixed percentage amount that is applied to all pay ranges and to salaries of all employees except those listed as exceptions in compensation guidelines. All Across-the-Board increases are dependent upon the听availability of funds allocated for that purpose. As referenced in the compensation guidelines, Across-the-Board increases are withheld in certain circumstances including cases of poor performance as determined听by the supervisor in consultation with听Human Resources.

9.2听 听General Increase

9.2.1听听听Definition. A General Increase is a percentage or an annualized amount (the amount may differ by occupational type) which is applied to all employees' salaries except those listed as exceptions in compensation guidelines or those excluded by provisions of CBAs. However, application of a General Increase shall not result in an employee's salary exceeding its assigned pay range maximum. All General Increases are dependent upon the availability of funds allocated for that purpose. As referenced in the compensation guidelines, General Increases are听withheld in certain circumstances including cases of poor performance as determined by the supervisor in consultation with听Human Resources.

9.3听听听Market Equity Range Change. When salary survey data indicates that the range assignment of a particular classification is no longer competitive,听Human Resources, in conjunction with the 最快开奖直播搅珠结果 Chief Human Resources Officer may move the classification and employees in it to a higher salary range.

9.3.1听听听Exempt Positions. Exempt classifications may be applicable or relevant to other positions at more than one institution. Each institution must agree to the range change prior to approval.

9.3.2听听听Non-Exempt Positions. Since non-exempt range changes are based primarily on local survey data, range changes for non-exempt classifications require the approval of the singular institution in that particular location, with the concurrence of 最快开奖直播搅珠结果 Human Resources.

9.3.3听听听Monetary Considerations.

9.3.3.1听听听The range may be moved with or without an accompanying salary adjustment to employees in the classification;听however, those employees whose salary falls below the new range minimum must be adjusted to the minimum.

9.3.3.2听听听If a salary adjustment is given to an exempt classification, the percentage need not be the same for each institution, but normally should be equal for all in the same classification within the institution.

9.3.3.3听听听The amount of the salary increase is not to exceed 10% and is dependent on such factors as the severity of recruitment problems, actual incumbent salaries and consideration of seniority in the classification.

9.3.3.4听听听The monetary source for all market equity range change increases is dependent on the availability of funds.

9.4听听听Equity Adjustment.

9.4.1听听听Authority. The CEO has the authority to award equity adjustments in any amount to exempt and non-exempt employees. Such increases are dependent on the availability of funds.

9.4.2听听听Definition. An equity adjustment is a salary increase that may be granted to an employee听when a responsible administrator in conjunction with Human Resources, recognizes an inconsistency in an employee's compensation that should be corrected when either of the following conditions exists:

9.4.2.1听听听An internal equity adjustment may be appropriate when salary inconsistencies are found due to differences in the compensation paid to employees in the same classification with equal years of service within the classification which cannot be explained by differences in education, training, and/or job performance.

9.4.2.2听听听An external or market equity adjustment may be appropriate when salary inconsistencies are found because salary survey data indicates that the mean or median salary听for a like position in the outside market is considerably higher than the compensation paid to an employee within 最快开奖直播搅珠结果.

9.5听听听Merit Increase.

9.5.1听听听Definition. Merit increases are pay increases that may be awarded each fiscal year to employees for excellence in work performance based on an annual review by the employing department. All merit increases are dependent upon the availability of funds allocated for that purpose.

9.5.2听听听Limitations. No meritorious performance increases may be awarded which cause employees' salaries to exceed their salary range maximums.

9.6听 听Administrative Adjustment.

9.6.1听听听Authority. The BOT听authorizes each institution's CEO, in conjunction with the Chief Human Resources Officer, to award administrative adjustments when certain conditions exist.

9.6.2听听听Definition. An administrative adjustment is a salary increase that may be granted by the 最快开奖直播搅珠结果 Chief Human Resources Officer, upon the recommendation of the institution's Chief Human Resources Officer, when such an adjustment is necessary:

• to compensate for an administrative error,
• to conform to other provisions of the compensation program, or
• because it has been otherwise demonstrated to be in the best interest听of 最快开奖直播搅珠结果.

9.7听听 Discretionary Increase.

9.7.1听听听Authority. The BOT听delegates each institution's Chief Executive Officer the authority to award discretionary increases. Such increases are dependent on the availability of funds.

9.7.2听听听Definition. A discretionary increase is a salary adjustment to be awarded only in exceptional cases during the fiscal year, (separate from annual merit increase considerations), in which the annual salary rate of an employee may be increased by an amount up to 5%.

9.7.3听听听Exception. Such adjustments may also be in the form of a bonus, which does not affect the continuing salary.

9.8听 听Delay of Increases.

9.8.1听听听Absences. In cases听of leaves of absence by an employee, salary adjustment increases will be delayed and may be granted upon return to active service.

9.8.2听听听Probation. If an employee听is placed on an extended initial or a post-initial probation, the effective date of all increases during that time period will be delayed until they successfully complete听such probation.

9.8.3听听听Retroactive Payments. The only times retroactive payments are allowed in delay of increase cases is when an employee is on temporary military leave or when a grievance is resolved in favor of the employee.

9.8.4听听听Exceptions. Delay of increases does not apply to the following:

Professional Development Leaves (full or half-pay)
Leaves covered by Earned Time or Vacation/Sick Leave Programs

10.听听听Pay Distribution.听最快开奖直播搅珠结果 encourages all employees to participate in the electronic direct deposit program for their payroll payments. 最快开奖直播搅珠结果 considers this the standard method of pay and, unless directed otherwise by the employee, will request information necessary to establish direct deposit at the time of employment. Human Resources will be responsible for determining how information about payroll options will be communicated to employees. For those employees not able to take advantage of direct deposit, the 最快开奖直播搅珠结果 standard method of pay distribution, a paper payroll check will be generated and听mailed to the employee's designated institutional or home address on the appropriate Friday. Checks will normally not be distributed to employees earlier than the official payment date for that particular pay period.

10.1听听听Pay Year/Periods. The pay year is either fiscal (July 1 through June 30) or academic (specific dates, provided annually by each campus which encompass the beginning and ending dates of the academic year). 最快开奖直播搅珠结果 pays employees on a bi-weekly basis.

10.1.1听听听Employees receive their pay the week after their pay period ending date and are paid for work performed through the pay period end date including any additional pay such as shift, overtime, etc.

10.2听听听Compensation Schedules. Employees shall normally be compensated during the payroll periods inclusive of their appointment beginning and ending dates.

10.2.1听听听Hourly employees are paid through a positive pay process, which means that payment is the direct result of the entry of hours worked into the payroll system.

10.2.2听 听Effective August 27, 2020, continuing status exempt staff who are either a flex year (percent time) employee or are employed on an academic year basis that have already elected to听"spread/defer" their pay and receive their regular budgeted salary over 26 pay cycles may continue to do so. There shall be an annual process which allows such employees to change their compensation schedule; such changes must be made before the pay year begins. Once elected, that schedule cannot be altered by any听circumstance, except leave without pay. In the case of leave without pay, there is no option to distribute or "spread" pay.听The option to defer pay is not available to status exempt staff who are newly hired or are not currently electing this option.

10.3听听听Pay Advances. Except as provided below, in no instance shall an employee receive advanced compensation before the requisite amount of service has been rendered.

10.3.1听听听Exceptions. In exceptional situations, it is possible to pay a portion of a continuing employee's salary not to exceed the anticipated net pay before the requisite service has听been rendered if the circumstances are known in advance and approved in writing by the appropriate supervisor, institutional official and 最快开奖直播搅珠结果 official.

10.4听听听Pay Deductions

10.4.1听听听Authority. Various types of payroll deductions and withholdings may occur during the pay year. The payroll office shall be responsible for interpretations and applications of required deductions. Federal and State statutes require the payment of certain taxes and these shall occur each pay period as appropriate.

10.4.2听听听Tuition Taxability. 最快开奖直播搅珠结果 is required by federal law to add the value of waived tuition to the employee's paycheck for federal taxation purposes if the employee, spouse, or dependent child is enrolled in a graduate program and is considered by the enrolling institution to be a matriculating graduate student.

10.4.3听听听Fellowship payments provided to "degree-candidates" are exempt from tax withholding only to the extent they are used for tuition and related instructional expenses, fees, books, supplies, and equipment. Amounts used for room, board, or other living expenses are subject to income tax. Non-degree candidates receive no income tax exemption. 最快开奖直播搅珠结果 is not responsible for reporting the compensation to recipients via either the Form 1099 or the Form W2; the recipient is responsible for reporting the income to IRS when filing the annual tax return. 最快开奖直播搅珠结果 is also not responsible for withholding any taxes from these payments if said payments are taxable; the recipient is responsible for making tax deposits directly to IRS. Payments made to non-resident aliens are reportable to IRS by 最快开奖直播搅珠结果 via Form 10425 and generally taxes must be withheld when the payment is made.

10.4.4听听听Prizes, gifts, and awards provided to employees by 最快开奖直播搅珠结果 must be paid through the 最快开奖直播搅珠结果 Payroll system and are taxable and reportable to the IRS. (See Procedure 08-008, Awards, Gifts, and Prizes,听for specifics regarding payments and taxes.)

10.4.5听听听Non-cash fringe benefits provided to employees are taxable income and must be reported to IRS on the employee's Form W2.听(See Procedure 08-008, Awards, Gifts, and Prizes, for specifics regarding payments and taxes.)

10.4.6听听听Court Mandated Withholdings. Required withholdings such as those mandated by a probation court, levies or garnishment of wages, etc. shall occur by court order and as specified by the terms of that order.

10.4.7听听听Overpayment. Payroll deductions for overpayments resulting from administrative error are governed by standards in NH RSA 275:48. An employee may write a check for the overpayment or agree to payroll deductions to recover the overpayment. Repayments made by payroll deductions require a voluntary, written repayment agreement from the employee and may not exceed 20% of the employee's gross pay for a pay period. The agreement must include: (1) the dates the deductions will begin and end, (2) the amount of the deduction as agreed upon by the employee and employer, and (3) an agreement as to whether the employer can take the remaining balance from the last check in cases of termination or retirement. The payroll deductions will begin one pay period after the date of the written agreement.

Due to the limitations in the amount that can be withheld on a per pay period basis,听最快开奖直播搅珠结果鈥檚 requested, preferred method for collection of overpayments is full repayment via a single听personal or cashier鈥檚 check. If full repayment cannot be made in one lump sum, a听repayment plan may be established and can be requested by the employee through the 最快开奖直播搅珠结果 Payroll Office.

If repayment via payroll deduction is听requested by the employee, 最快开奖直播搅珠结果 Payroll will review the repayment options and timeline with the employee. It is the responsibility of the campus Human Resources to update听最快开奖直播搅珠结果 Payroll听Office of any change in the status of any employees with an existing overpayment听collection agreement. This includes termination (voluntary or involuntary), leaves of听absence, changes in compensation rate or the addition of secondary positions.

If any overpayment is not recovered in full through check or withholdings, 最快开奖直播搅珠结果 will pursue repayment through campus collection processes听or the Court system.

10.4.8听听听Benefit deductions will occur as authorized by the employee's enrollment in the fringe benefit program and as defined by the plan year.

10.4.9听听听Optional Benefit and Activity Deductions. Additional payroll deductions for optional benefits and/or institutional-related programs (parking, cultural arts campaign, etc.) shall occur as designated by the specific program and/or employee's written authorization. In general, the amount of the deduction should be in whole dollar units.

10.4.10听听听Professional Organizations. Dues deductions for professional organizations are governed by the Administrative Board or by labor contract agreement, and are currently defined by contract or else during a four-pay cycle during October and November each year. No new deductions may be added without formal approval.

10.4.11听听听Written Consent Deduction -- Workers'听Compensation. An employee who is collecting wages from Workers' Compensation will not have certain payroll withholdings or payroll deductions occur until and unless they have provided written consent to do so.

10.4.12听听听Termination and Tuition Benefit. An employee听who terminates during a semester in which the educational benefit is being used shall be eligible for a pro-rated portion of听the benefit. The employee will be expected to pay for the pro-rated course value granted to self, spouse, or dependent child for the remaining portion of the semester.

10.5听听听Pay Effective Dates. The effective date for all increases/decreases shall normally be the calendar day听on which the personnel transaction occurs as defined by policy or as specifically authorized by compensation guidelines.

10.6听听听Deceased Employee. Upon the death of an employee, the payment of wages for service rendered shall be made based on provisions of relevant federal and/or state statute(s). In addition, a sum equal to听the number of days of accrued annual leave (Vacation or Earned Time) will be paid, using the same provisions as prescribed by termination of employment.

10.7听听听Honorarium Pay. Honorariums, when paid to employees, are processed through the payroll system and not as an accounts payable transaction. (See Procedure 08-008, Awards, Gifts, and Prizes, for specifics regarding payments and taxes.)

11.听听听Total Compensation for Executive Officers.

11.1听听听BOT policy, BOT V.F.2.4, delegates to the Administrative Board the authority to adopt a policy on total compensation for Executive Officers (EOs) other than the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions. For those positions see BOT V.F.2.4.听The authority to set compensation in accord with the Administrative Board's policy is听delegated to each Chief Executive Officer, subject to compliance with the process set forth in subsections BOT V.F.2.5听through BOT V.F.2.8.

11.2听听听Each 最快开奖直播搅珠结果 institution shall develop a policy on total compensation for EOs that reflects the needs of that institution and submit it to the听Administrative Board for information only. The institutional policy shall conform to the requirements of the Board's policy cited in the preceding section as well as this policy.

11.3听听听Institutional EO compensation policies should reflect financial prudence as well as听marketplace realities. One of the main goals of a compensation policy should be to attract, reward and retain an effective senior leadership team.

11.4听听听Institutional EO compensation policies should also reflect 最快开奖直播搅珠结果's Total Rewards philosophy, with some portion of an EO's听total compensation "pay at risk"-- construed as merit-based pay and/or bonus pay. This reflects a second main goal of an EO's compensation policy: to provide incentives for very high levels of performance.

11.5听听听It is responsibility of the institution's CEO to apply the institution鈥檚 policy. A CEO's decision听under the approved policy will be shared with members of the Administrative Board for information only.

Each institution shall develop and submit to the Chancellor a Campus Master Plan which includes at least the following:

1.听听听Plan horizon date, which shall be at least 20 and not more than 25 years distant.

2.听听听Planning assumptions as to numbers, departmental distribution and activities of students, faculty and staff at current and horizon dates.

3.听听听Space program for horizon date, defining requirement by departmental and activity groups.

4.听听听Comprehensive analysis of existing buildings, potential building sites, vehicular and pedestrian circulation systems, parking, natural conditions and site improvements, and utility systems.

5.听听听Boundaries of all real property holdings (including leased property) and the locations of all buildings, streets, walks, utility lines, parking lots, athletic fields, etc.

6.听听听Identification of major capital improvement projects for which substantially full construction funding has been committed.

7.听听听Graphic representation of major functional interrelationships between existing buildings.

8.听听听Narrative statement of the physical development goals and priorities which the Master Plan will attempt to achieve.

9.听听听Narrative statement of broad design and planning concepts underlying specific recommendations of the Plan.

10.听听听Detailed narrative, tabular and graphic recommendations for physical changes to provide the space, and achieve the goals identified in the preceding analysis, by the Plan horizon date, including all significant new and existing buildings, vehicular circulation and parking, pedestrian circulation and landscape design, utility systems, phasing, cost estimates, and executive summary.

1.听听听Revisions. Each institution shall revise its Campus Master Plan not more than five years after the submittal date of the original plan, and at intervals of not more than five years thereafter. Periodic revisions shall include a new horizon date, planning assumptions and detailed recommendations as required for the original plan, revised to reflect current conditions, projections and objectives.

2.听听听Amendments. Campus Master Plans may be amended at any time by written request which includes the following:

2.1听听听Narrative description of proposed change(s).

2.2听听听Specific narrative justification of proposed changes (i.e. changed enrollment assumptions, new programs not anticipated in original plan, etc.)

2.3听听听Revised wording and/or data required to bring all text, formulas, charts, tables, etc., in the plan into full agreement with the proposed changes.

2.4听听听Revised overlays describing all changes required to graphic plans and other drawings in the Master Plan to bring them into full agreement with the proposed changes.

1.听听听Each institution shall prepare and submit a Campus Facilities Plan on or before November 1 in each odd numbered year, which shall list, identify funding source(s) for, and describe all facility projects which will require expenditure of any funds within the six year period beginning July 1 of the following year. "Facility projects" shall include all property acquisition or disposal, new construction, renovation and/or facilities repair, with the exception of projects with a total cost less than $200,000 which are limited to repairs, utility system improvements, improvements required by codes, and interior renovations. Campus Facilities Plans shall include at least the following:

1.1听听听Spreadsheet summary, listing all projects in priority order, and indicating for each (a) total project cost, (b) total previous expenditures, (c) anticipated expenditures in each fiscal year within the six-year plan period, (d) fund source for each expenditure, and (e) total expenditures anticipated after the end of the plan period. The spreadsheet should also display (a) total expenditures by fiscal year, (b) totals by year/by fund source, (c) six-year grand totals.

1.2听听听Statement of construction cost(s) for each project, based on average costs per square foot prevailing at time of preparation of the plan for similar construction.

1.3听听听Narrative description and justification of each project initiated or significantly modified since submittal of the preceding six-year plan.

2.听听听All projects included in each Campus Facilities Plan shall be consistent in all respects with the submitting institution's approved Master Plan, as revised and/or amended to date. Campus Facilities Plans must include all repair and renovation projects scheduled in Master Plans.

听

1.听听听Each institution shall prepare and submit a Campus Project Schedule annually on or before November 1 of each even numbered year. These Schedules shall list and identify funding source(s) for all facility projects which will require expenditure of any funds within the two-year period beginning July 1 of the following year. Schedules shall be in spreadsheet format showing anticipated expenditures by fund source for each fiscal year, and shall include totals by project and by fund source.

2.听听听Campus Project Schedules shall be consistent in all respects with current Campus Facilities (Six-Year) Plans, and shall include all projects listed in the last previous Six-Year Plan.

3.听听听In the event that changed circumstances have rendered the last previous Six-Year Campus Facilities Plan incorrect or obsolete in any respect, the institution shall revise such Plan for the balance of its original Six-Year term, and resubmit it in lieu of the Campus Projects Schedule.

1.听听听University System Authority

1.1听听听Board of Trustees policy (BOT VI.F.2) delegates to the Chancellor the authority to establish University System policy on the operations and maintenance of property and delegate, in turn, to the component institutions the authority to establish correspondent institutional policies.

2.听听听Delegation of Authority

2.1听听听The Chancellor delegates to the chief executive officers of each component institution the responsibility and authority to establish and administer an operations and maintenance program for all property owned, occupied, or managed by their respective institutions.

2.2听听听The component institutions' operations and maintenance programs shall include procedures establishing prudent property management practices and ensuring compliance with applicable Board of Trustees and University System policies and state and federal laws. Those programs shall designate specific institutional officials to be responsible for ensuring institutional compliance with program requirements.

3.听听听Policy on Environmental Health and Safety

3.1听听听Overview

3.1.1听听听It is the policy of the 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) to maintain a reasonably safe environment for its students, faculty and other academic appointees, staff, and visitors.

3.1.2听听听Operations at each component institution shall be conducted in compliance with applicable regulations, and when appropriate, with accepted health and safety standards.

3.1.3听听听A Council on Environmental Health and Safety is responsible for overall coordination and assessment of System-wide environmental health and safety efforts. The Council is chaired by the UNH Director of Environmental Health and Safety and includes representation from each component institution. The President or Chancellor of each component institution (GSC, KSC, PSU, UNH, 最快开奖直播搅珠结果) appoints members to the Council. The Council shall meet quarterly to share current information, and shall provide to the Presidents and then to the Chancellor an annual report describing the state of the University System's environmental health and safety.

3.2听听听Responsibility

3.2.1听 听The Chancellor and Presidents are responsible for the implementation of the Environmental Health and Safety policy at their respective component institutions.

3.2.2听听听Vice Presidents, Deans, Directors, Department Chairs, principal investigators, supervisors, and all other employees are responsible for compliance with this policy as it relates to operations under their control.

3.3听听听Campus Program Elements and Objectives

3.3.1听听 The Chancellor, Presidents and Vice Presidents shall enact programs for environmental health and safety and such programs will be in compliance with applicable health and safety standards promulgated by federal, state and local agencies. In the absence of appropriate statutes and governmental regulations, the published standards of nationally recognized professional health and safety organizations would serve as guides. Appropriate working relationships with official regulatory agencies pertinent to environmental health and safety are recommended and encouraged.

3.3.2听听听Each component institution shall establish a written mission statement to outline operating policies, procedures and guidelines, as well as training for compliance with applicable environmental health and safety objectives listed below.

3.3.3听听听The written statement and programs for health and safety and environmental compliance shall include, but not be limited to the following program elements and objectives.

3.3.3.1听听听Injury and Illness Prevention

3.3.3.1.1听听听Objectives: The objectives are (1) to provide the means by which workplace hazards are identified and corrected in a timely manner; employees are to be informed of the specific hazards associated with their jobs and are to be trained in the appropriate safe work practices; employees can communicate, without fear of reprisal, their concerns about work area safety, and (2) to integrate existing and future compliance programs and environmental health and safety technical disciplines in a manner to ensure statutory and regulatory compliance in an efficient and logical approach. These programs and disciplines are discussed below.

3.3.3.1.2听听听Compliance Programs/Technical Disciplines

3.3.3.1.2.1听听听Industrial Hygiene: The practice of recognition, evaluation and control of potentially harmful substances and physical agents in the work area. The scope of this program shall include, but not be limited to, toxic materials, air quality in controlled environments, elements of physical exposure such as lighting, noise and temperature, and asbestos abatement.

3.3.3.1.2.2听听听General Safety: Identification and correction of factors which contribute to the incidence of accidental injury shall be maintained. The scope of these efforts shall include environmental conditions, engineering and design, maintenance of facilities and equipment, and the human factor.

3.3.3.1.2.3听听听Radiation and Laser Safety: Applicable regulations and appropriate standards shall be observed in the use of radioactive materials and radiation-producing machines. Appropriate guidelines shall be followed relating to the proper use, storage, and disposal of radioactive materials.

3.3.3.1.2.4听听听Occupational Health and Medicine: Appropriate resources and technology shall be applied to the recognition and response to occupational diseases and injury. Preventive health measures and surveillance techniques shall be utilized in a manner consistent with regulatory guidelines, accepted industry standards, and campus policy. The purpose of this program is the maintenance of reasonable standards for the health and safety of campus personnel and students.

3.3.3.1.2.5听 听Integrated Contingency Planning: Contingency planning听shall facilitate appropriate mechanisms for accident prevention, mitigation and response to unplanned releases of oil or non-radioactive hazardous material to air, soil, surface water or groundwater. Appropriate contingency plans shall be maintained for each campus and steps taken to ensure adequate familiarity with the plan on the part of campus personnel.

3.3.3.1.2.6听 听Biological Safety: Applicable regulations and accepted standards governing the use, storage, and disposal of hazardous biological substances shall be observed. Conscientious surveillance shall be maintained and resources and technology applied to the handling of bio-hazardous substances consistent with regulatory controls and/or recognized health and safety standards.

3.3.3.1.2.7听 听Diving Safety: Diving operations under the auspices of the University of New Hampshire shall be conduced in compliance with appropriate regulations, safety standards, and campus policy.

3.3.3.2听听听Hazardous Materials and Environmental Management

3.3.3.2.1听听听Objectives: The objectives are: (1) to comply with statutory and regulatory requirements for hazardous materials inventory and emissions reporting; and (2) to collect, classify, and pack for shipment all hazardous waste for proper disposition.

3.3.3.2.2听听听Compliance Programs

3.3.2.2.1听听听Hazardous Waste Management: Procedures and facilities shall be maintained to allow for the preparation and ultimate disposal of hazardous waste produced by the campus. All applicable laws and regulations shall be used to establish standards for compliance.

3.3.2.2.2听听听Hazardous Materials Inventory and Reporting: This program develops and maintains campus hazardous materials inventories for the purpose of complying with regulations related to hazard听communication, community right-to-know, air emissions, building/fire codes, and emergency preparedness.

1.听 听Summary of Policy:听Prior to matriculation at a member institution within the 最快开奖直播搅珠结果 (最快开奖直播搅珠结果), all undergraduate and graduate students are required to provide proof of immunization or demonstrate their immunity to specific vaccine-preventable diseases as outlined below.

2.听 听Background and Purpose:听According to the American College Health Association (ACHA):

Immunizations offer safe and effective protection from vaccine-preventable diseases and outbreaks. The United States is experiencing re-emergence of these diseases, in part due to factors such as un-immunized and under-immunized persons and global travel鈥CHA strongly supports the use of vaccines to protect the health of our individual students and our campus communities. In recognition of the vital role that vaccine coverage plays in community immunity (herd immunity), ACHA discourages use of nonmedical exemptions to required vaccines.

2.1听 听In addition, there is unanimity among health professionals from Keene State College, Plymouth State University and the University of New Hampshire that a System-wide mandatory immunization policy would optimize the safety and health of our communities from vaccine preventable diseases, many of which are extremely contagious, especially in residential environments.

2.2听 听ACHA guidelines on immunizations, updated in October 2018, are included for reference.听These guidelines follow Advisory Committee on Immunization Practices (ACIP) recommendations published by the Centers for Disease Control and Prevention (CDC).听 As such, 最快开奖直播搅珠结果 is requiring the following immunizations for all students attending a member institution:

3.听 听Policy:

3.1听 听Scope:听This policy applies to Keene State College, Plymouth State College, and the University of New Hampshire.听Granite State College is excluded from the scope based on its unique characteristics, including the lack of residential facilities.听Specific Immunization Requirements and Recommendations (in accordance with the above guidelines):

3.2听 听Required:

• Measles, Mumps, Rubella (MMR): 2 doses at least 28 days apart, initiated after 12 months of age, or immune titers
• Meningococcal (ACWY): 1 dose required within 5 years of enrollment; a booster dose required if initial dose administered prior to age 16
• Tetanus, Diphtheria, Pertussis (Tdap): within 10 years, after completion of primary series
• Chicken Pox (Varicella): two doses of vaccine, separated by four to eight weeks, or immune titer

3.3听 听Strongly Recommended:

• Influenza:听 annually
• Hepatitis B: series of 3 doses

4.听 听Compliance:听Notice of the above immunization requirements and recommendations should be incorporated into appropriate member institution publications.听Each member institution will promulgate and maintain procedures under this policy to establish the processes to review and document all student health records for compliance with this policy.

4.1听 听Each member institution is responsible for determining whether the student has met their entrance health requirements as well as the result for a student failing to meet one or more of the entrance health requirements upon arrival at their institution.

5.听 听Exemptions:听Individual students seeking an exemption to one or more of the above requirements must make a written application to their member institution for evaluation.

1.听 听Purpose

This policy informs all 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) community members, which includes employees, students, prior students, alumni, parents, contractors, and vendors, of their responsibilities related to maintaining the privacy and security of institutional information and information technology resources.

Protection of information and information technology resources is critical to ensuring the confidentiality, integrity, and availability of that information and to support the ongoing success of 最快开奖直播搅珠结果 and the administrative, academic, and business units of its component institutions.

2.听 听Authority

Authority to establish and enforce this policy and all related standards has been granted to the Chief Information Officer (CIO) by the 最快开奖直播搅珠结果 Administrative听 Board.

3.听 听Scope

This policy and the related standards apply to access and use of institutional information and information technology resources by all authorized 最快开奖直播搅珠结果 community members.听It applies to information in digital format as well as information in physical formats (e.g., on paper).

For purposes of this policy the term "information technology resources" shall include, but not be limited to, telecommunication and network equipment, desktop/laptop computers, mobile devices, servers, storage solutions, software packages, and applications which are owned by or operated on behalf of 最快开奖直播搅珠结果, its component institutions, or any of its administrative, academic, or business units. The term shall also include non-institutional information technology resources used in the performance of official duties by faculty, staff, or administrators, but only to the extent of such use.

Critical Infrastructure Technology Resources, which includes industrial control systems (ICS) and operational technology (OT), are not in-scope for this policy or the related standards, unless explicitly indicated in the scope of a specific standard.

4.听 听Audience

最快开奖直播搅珠结果 community members authorized to access or use institutional information and/or information technology resources should be familiar with this policy and their responsibilities for compliance with the requirements it defines.

5.听 听Policy Statement

5.1听 听Cybersecurity is everyone's responsiblity

5.1.1听 听All 最快开奖直播搅珠结果 community members have responsibility for protecting the confidentiality, availability, and integrity of 最快开奖直播搅珠结果 and its component institution鈥檚 information and information technology resources.

5.1.2听 听All 最快开奖直播搅珠结果 and component institution information and information technology resources are assets of 最快开奖直播搅珠结果.听The provisions outlined in this policy:

5.1.2.1听 听Apply to any 最快开奖直播搅珠结果 or component institution information, regardless of where or how it is accessed, captured, stored, processed, transmitted, or otherwise managed or what format it is in.

5.1.2.2听 听Apply to any device that accesses, captures, stores, processes, transmits, or otherwise manages institutional information and/or utilizes a 最快开奖直播搅珠结果-owned or managed information technology resource, regardless of whether that device is itself an institutional information technology resource (owned and managed by 最快开奖直播搅珠结果 or its component institutions) or a non-institutional information technology resource (personally owned).

5.1.3听 听All 最快开奖直播搅珠结果 administrative, academic, and business units shall implement and enforce appropriate cybersecurity controls to:

• Protect the privacy and confidentiality of institutional information in all formats
• Safeguard institutional information against unauthorized use, modification, destruction, and loss
• Protect information technology resources from unauthorized access, compromise, modification, disruption, and destruction

5.1.4听 听Situations that are not covered by this policy, or its related standards, or situations for which clarity is required to ensure compliance, shall be raised to the attention of the Chief Information Security Officer (CISO) for guidance and resolution.

5.2听 听Governance

5.2.1听 听An organizational structure with clearly assigned responsibilities for oversight and enforcement of cybersecurity across the University System shall be established and maintained and led by the CISO.

5.2.2听 听The CISO shall develop and maintain a Cybersecurity Program and all its components, including this policy and all related policies, standards, processes, and procedures.

5.2.3听 听The CIO shall be responsible for approval of the Cybersecurity Program and all related components. The CIO has the authority to delegate approval for aspects of this program to the CISO.

5.2.4听 听Standards, processes, and procedures outlining the requirements to comply with this, and other information technology or cybersecurity policies, shall be established in alignment with best practices and industry framework(s) identified in the Cybersecurity Program.

5.2.5听 听Cybersecurity Policies and Standards shall be maintained in an easily accessible location appropriate for authorized community members.

5.2.6听 听Processes required to monitor adherence to this policy and the related standards shall be established, implemented, monitored for effectiveness, and regularly reviewed, to enable and ensure continuous improvement.

5.2.7听 听Owners of all 最快开奖直播搅珠结果 information and information technology resources shall be assigned (e.g., information/data stewards, business application owners, technology service owners) and shall act as the authorizing manager for that asset.

5.2.8听 听The CISO shall provide periodic reporting of meaningful cybersecurity metrics to the CIO and the appropriate authoritative body to ensure visibility into the effectiveness of and compliance with 最快开奖直播搅珠结果 Cybersecurity Policy and Standards.

5.3听 听Protection of 最快开奖直播搅珠结果 Information

5.3.1听 听All institutional information shall be classified according to the information classification system outlined in the 最快开奖直播搅珠结果 Information Classification Policy.

5.3.2听 听Pursuant to the relevant standards, 最快开奖直播搅珠结果 community members shall adhere to established information handling requirements, respect the privacy of others whose information they have access to, and take appropriate precautions to protect that information from unauthorized disclosure or use.

5.3.3听 听Administrative, logical, and physical controls shall be implemented for all institutional information, regardless of the format of the information (e.g., electronic, stored on removable media, printed).听Required controls shall be based on the information鈥檚 classification and documented in the relevant standard(s).

5.3.4听 听Access to and use of all institutional information, regardless of classification or format, shall be authorized by the designated information steward.

5.3.5听 听All institutional information shall be encrypted per the requirements outlined in the relevant standard(s).

5.3.6听 听All institutional information that is stored in physical formats shall be secured per the requirements outlined in the relevant standards.

5.3.7听 听Access to institutional information tied to another specific community member鈥檚 account shall only be authorized as outlined in the relevant standard.

5.3.8听 听Access to institutional information shall only be granted to a vendor or other external party after all requirements defined in the relevant standard(s) have been met.

5.3.9听 听Appropriate media sanitization methods as defined in the relevant standard(s) shall be used to remove all institutional information from each information technology resource that is capable of storing data, prior to the release of that resource for disposal or re-use, or at the cessation of organizational control over that resource.

5.4听 听Protection, Continuity, and Resilience

5.4.1听 听最快开奖直播搅珠结果 information and information technology resources shall be protected from natural and human hazards in alignment with the Cybersecurity Risk Management Standard and other relevant 最快开奖直播搅珠结果 standard(s).

5.4.2听 听最快开奖直播搅珠结果 information, regardless of where it is stored or by whom it is managed, shall be backed up according to requirements established in the relevant standard(s).听

5.4.3听 听The CIO and the CISO have the authority to act, with appropriate communication to business application owners, technology service owners, and the 最快开奖直播搅珠结果 community, if possible, to ensure that enterprise information technology resources do not pose a threat to the mission or operations of 最快开奖直播搅珠结果 or its component institutions, institutional information, or other information technology resources.

5.4.4听 听Enterprise Technology & Services (ET&S) shall develop, publish, and maintain an Information Technology Disaster Recovery Plan designed to minimize the effects of a disaster and support restoration of critical enterprise information technology resources and operations following a disaster.

5.5听 听Risk Management

5.5.1听 听Risk must drive cybersecurity decision making, investment, and prioritization.

5.5.2听 听The CISO shall be responsible for establishment, management, and maintenance of a Cybersecurity Risk Management Program which shall be documented in the relevant standard(s).

5.5.3听 听All administrative, academic, and business units shall be required to participate in this Program, if requested to do so, and are responsible for implementing Risk Action Plans developed as a result of that participation.

5.5.4听 听All enterprise Information technology resources and critical administrative, academic, or business processes shall be assigned a security categorization as outlined in the relevant standard(s).听This categorization shall be used in formal and informal risk assessments involving that resource.

5.5.5听 听Cybersecurity risk assessments shall be performed, documented, actioned, tracked, reviewed, and revised as dictated by the relevant standard(s).

5.5.6听 听Cybersecurity risks that are not mitigated, transferred, or avoided shall require risk acceptance as outlined in the relevant standard(s).

5.6听 听Personnel Security

5.6.1听 听All 最快开奖直播搅珠结果 employees, including student workers that work with certain types of information, shall be subject to a background check according to the process dictated by 最快开奖直播搅珠结果 Human Resources.

5.6.2听 听最快开奖直播搅珠结果 community members who manage institutional information and/or information technology resources on behalf of the University System, or its component institutions, shall be required to review and sign the Enterprise Technology & Services Confidentiality and Cybersecurity Agreement.

5.6.3听 听最快开奖直播搅珠结果 community members authorized to access or use institutional information or information technology resources may be required to sign data-specific agreements and/or complete additional training requirements prior to being provided with that access.

5.7听Awareness & Training

5.7.1听 听A Cybersecurity Awareness and Training Program, designed to reduce the risks of error, theft, fraud, misuse, or other compromise of institutional information and information technology resources, shall be established and documented in the relevant standard(s).

5.7.2听 听最快开奖直播搅珠结果 community members shall be informed of their responsibilities for the protection of institutional information and information technology resources and provided appropriate training to aid in fulfilling those responsibilities.

5.7.3听 听最快开奖直播搅珠结果 community members with specific cybersecurity responsibilities shall be informed of these responsibilities and provided appropriate training to aid in fulfilling those responsibilities, prior to being granted any privileged or elevated access necessary to fulfill those responsibilities.

5.8听 听Identity and Access Management

5.8.1听 听Access to institutional information shall be restricted to only those individuals with approved authorizations.

5.8.2听 听Institutional information shall only be shared, including verbally, in paper form, or via digital means, with those individuals who are authorized to receive it, using the appropriate mechanism for the information鈥檚 classification as defined in the relevant policies and standards.

5.8.3听 听Access to institutional information stored in or managed by information technology resources shall be protected from unauthorized access through the management of identities, authentication credentials, accounts, and authorized access permissions.

5.8.4听 听Each 最快开奖直播搅珠结果 community member shall be assigned a single, primary 最快开奖直播搅珠结果 identity according to the requirements defined in the relevant standard(s).

5.8.5听 听Use of 最快开奖直播搅珠结果 username shall be restricted to approved uses as established in the relevant standard(s).

5.8.6听 听Access to institutional information and information technology resources shall be granted in accordance with the requirements and restrictions defined in the relevant standard(s).

5.8.7听 听Passwords used to secure access to information technology resources shall follow the requirements established in the 最快开奖直播搅珠结果 Password Policy.

5.8.8听 听Accounts used to access information technology resources shall be approved, created, enabled, modified, disabled, removed, and used in accordance with the requirements established in the relevant standard(s).

5.8.9听 听Privileged access to information technology resource shall be granted and managed in accordance with the requirements established in the relevant standard(s).

5.8.10听 听Remote access to information technology resources shall comply with the established security requirements, usage restrictions, recommended configurations, and implementation guidance provided in the relevant standard(s).

5.9听 听Regulatory Compliance

5.9.1听 听Use and operation of information and information technology resources shall comply with federal, state, and local laws, 最快开奖直播搅珠结果 and component institution policies, and contractual obligations.

5.9.2听 听Access to and use of institutional information protected by regulation or industry requirement, including but not limited to the following, shall follow all requirements defined in the relevant standard(s):

• FERPA 鈥� Family Educational Rights and Privacy Act
• HIPAA 鈥� Health Insurance Portability and Accountability Act
• PCI-DSS 鈥� Payment Card Industry 鈥� Data Security Standard

5.9.3听 听The CISO shall institute programs, processes, procedures, and training, as needed, to inform 最快开奖直播搅珠结果 community members and administrators about the security controls needed to comply with applicable laws, regulations, 最快开奖直播搅珠结果 policies, and contractual obligations.

5.9.4听 听The CISO shall periodically conduct an audit of security controls implemented by administrative, academic, and business units to ensure compliance with applicable laws, regulations, 最快开奖直播搅珠结果 policies, and contractual obligations.

5.10听 听Physical and Environmental Security

5.10.1听 听最快开奖直播搅珠结果 community members authorized to access and/or use information and information technology resources shall take appropriate measures, as outlined in relevant standard(s), to prevent physical access to that information and those resources by unauthorized persons.

5.10.2听 听Technology Service Owners and Business Application Owners shall institute and enforce procedures, within their level of responsibility and authority, to protect the information and information technology resources under their control in compliance with the relevant standard(s).

5.10.3听 听Physical access to facilities where specific types of information or information technology resources are housed or stored shall be restricted to authorized personnel.听Examples of specific types include, but are not limited to:

• Information stored in paper format with a classification that requires physical access be restricted
• Infrastructure components including, but not limited to, networking equipment (e.g., switches and routers)
• Servers that are capturing, storing, processing, transmitting, or otherwise managing institutional information
• Endpoints that require specific physical security controls to meet research grant requirements or other contractual obligations

5.11听 听Network Management

5.11.1听 听All 最快开奖直播搅珠结果 networks shall be managed in such a manner that the confidentiality, integrity, and availability of institutional information and information technology resources are safeguarded from interference, unauthorized access, or compromise consistent with 最快开奖直播搅珠结果鈥檚 commitment to privacy, and the requirements defined in the relevant standard(s).

5.11.2听 听Designated Network Administrators shall be responsible for management of all 最快开奖直播搅珠结果 networks and implementation of all required security controls to safeguard those networks, as defined in the relevant standard(s).

5.11.3听 听Access to the information technology resources used to provide and manage 最快开奖直播搅珠结果 networks shall be appropriately restricted, both physically and logically, to ensure only authorized personnel have access.

5.11.4听 听最快开奖直播搅珠结果 networks shall be monitored to detect cybersecurity incidents as required in the relevant standard(s).

5.11.5听 听最快开奖直播搅珠结果 wireless networks shall be managed, and the wireless spectrum monitored, to minimize interference between wireless networks and other devices using radio frequencies.

5.12听 听Information Technology Resource Management

5.12.1听 听Appropriate safeguards and controls shall be incorporated into the lifecycle of all information technology resources as required by the relevant standard(s).

5.12.2听 听Required safeguards and controls shall be determined by the classification of the institutional information being accessed, captured, stored, processed, transmitted, or otherwise managed and/or the security categorization of the information technology resource(s).

5.12.3听 听Configuration changes made to information technology resources, regardless of where they are hosted or who manages them, shall be approved using the procedures defined in the relevant standard(s).

5.12.4听 听Regular maintenance activities (e.g., applying patches, installing updates, arranging for annual service calls) shall be performed on all information technology resources according to the requirements defined in the relevant standard(s).

5.12.5听 听All administrative, academic, and business units shall develop and maintain a comprehensive inventory of information technology resources for which they are responsible.

5.12.6听 听Software used to conduct 最快开奖直播搅珠结果 or component institution business shall comply with all Cybersecurity Policies and Standards, including software and applications that reside on 最快开奖直播搅珠结果 owned or managed information technology resources as well as software and applications that are provided by and/or managed by vendors.

5.12.7听 听Endpoint devices used to connect to 最快开奖直播搅珠结果 networks shall be configured, managed, used, maintained, and disposed of according to the requirements defined in the relevant standard(s).

5.12.8听 听All servers connecting to 最快开奖直播搅珠结果 Networks shall be configured, administered, and managed in accordance with the requirements defined in the relevant standard(s).

5.12.9听 听Administrative, academic, and business units shall not deploy, implement, or build enterprise information technology services that duplicate services provided by Enterprise Technology & Services (ET&S) (e.g., email servers) without the express written permission of the CIO.听Unauthorized services may be blocked from accessing the network.

5.12.10听 听Enterprise telecommunication services and the information technology resources used to provide them shall be appropriately protected from intentional, unintentional, inappropriate, or negligent acts or omissions according to the requirements in the relevant standard(s).

5.13听 听Vendor Management

5.13.1听 听Procurement and/or use of vendor information technology resources that capture, store, process, transmit, or otherwise manage institutional information shall require approval by Cybersecurity & Networking and follow the requirements defined in the relevant standard(s).听This includes vendor cloud-hosted applications and vendor-supported information technology resources that are hosted on-premise.

5.13.2听 听Administrative, academic, and business units that procure information technology resources from vendors, and who choose to manage and support those vendor applications internally, rather than engage in a support agreement with Enterprise Technology & Services (ET&S) for management of those resources, shall obtain ET&S approval and be responsible for:

• Ensuring appropriate cybersecurity controls are implemented
• Implementing and managing access controls aligned with the Access Management Standard and the Accounts Management Standard
• Providing support to the 最快开奖直播搅珠结果 community
• Maintaining that information technology resource (e.g., applying security patches, handling upgrades, monitoring performance)
• Managing the relationship with the vendor
• Maintaining appropriate audit trail artifacts and annual attestation(s)

5.14听 听Incident Management

5.14.1听 听All members of the 最快开奖直播搅珠结果 community are responsible for reporting cybersecurity incidents, including any suspected, potential, or actual unauthorized disclosure of institutional information, to Cybersecurity & Networking immediately per the process identified in the Cybersecurity Incident Response Plan.

5.14.2听 听Cybersecurity events and incidents shall be investigated, mitigated, remediated, documented, and tracked according to the Cybersecurity Incident Response Plan.

5.14.3听 听To ensure appropriate, timely notification of potential and confirmed data breaches, the CISO, in cooperation with the 最快开奖直播搅珠结果 General Counsel鈥檚 Office, shall manage all required notifications to relevant regulatory bodies pursuant to the relevant standard(s).

5.15听 听Policy Maintenance

5.15.1听 听The CISO is responsible for documenting issues of clarity within this Policy or the related Standards raised by 最快开奖直播搅珠结果 community members and for ensuring those issues are resolved in a timely manner through revision of this Policy and the related standards.

5.15.2听 听This Policy and the related standards shall be reviewed and maintained regularly, but no less than once per year.

6.听 听Enforcement

Failure to comply with this Policy puts the University System, its component institutions, and its information and information technology resources at risk and may result in disciplinary action.听Disciplinary procedures will be appropriate for the individual responsible for non-compliance (e.g., students, faculty, staff, vendors) as outlined in the relevant institutional regulations for that individual (e.g., student conduct and/or applicable personnel policies).

Non-compliant technology and/or activities may be mitigated as deemed necessary by the CISO and/or CIO.

Employees who are members of institutionally recognized bargaining units are covered by the disciplinary provisions set forth in the agreement for their bargaining units.

7.听 听Exceptions

Requests for exceptions to this Policy shall be submitted and approved according to the requirements provided in the Cybersecurity Exception Standard.

8.听 听Roles and Responsibilities

8.1听 听Administrative, Academic, and Business Unit Leadership

8.1.1听 听Enforce appropriate cybersecurity controls to:

• Protect the privacy of institutional information
• Safeguard electronic and derivative information against unauthorized use and modification
• Protect information technology resources against unauthorized access, modification, and disruption
• Prevent the loss of or damage to institutional information and information technology resources

8.1.2听 听Develop and maintain a comprehensive inventory of information technology resources for which they are responsible.

8.1.3听 听Provide support, maintenance, and vendor relationship management, either directly, or through negotiated agreements with Enterprise Technology & Services (ET&S), for information technology resources procured from vendors.

8.1.4听 听Report all cybersecurity events or incidents to Cybersecurity & Networking.

8.2听 听Application Developer/System/Database/Application Administrator

8.2.1听 听Ensure appropriate cybersecurity controls are applied during the information technology resource lifecycle.

8.2.2听 听Protect, to the extent practical, the information technology resources in their care from natural and human hazards.

8.2.3听 听Report all cybersecurity events or incidents to Cybersecurity & Networking.

8.3听 听Business Application Owner

8.3.1听 听Institute and follow procedures to protect the information technology resources under their control from loss, damage, theft, compromise, and unauthorized access.

8.3.2听 听Ensure appropriate access management controls are implemented to reduce the risk of unauthorized access.

8.3.3听 听Report all cybersecurity events or incidents to Cybersecurity & Networking.

8.4听 听Chief Information Officer (CIO)

8.4.1听 听Approve all cybersecurity Policies and Standards.

8.5听 听Chief Information Security Officer (CISO)

8.5.1听 听Develop and maintain the Cybersecurity Program and all its components, including this policy and all related standards, processes, and procedures.

8.5.2听 听Ensure the policies, standards, processes, and procedures supporting the Cybersecurity Program are established in alignment with the framework(s) designated in the Cybersecurity Program.

8.5.3听 听Provide access to the standards, processes, and procedures related to this policy in an easily accessible location appropriate for authorized community members.

8.5.4听 听Monitor adherence to this policy and all related standards, processes, and procedures.

8.5.5听 听Establish the Cybersecurity Risk Management program.

8.5.6听 听Provide appropriate cybersecurity awareness training for all 最快开奖直播搅珠结果 community members.

8.5.7听 听Institute procedures to inform appropriate 最快开奖直播搅珠结果 community members about applicable laws, regulations, 最快开奖直播搅珠结果 and component institution policies, and contractual obligations.

8.5.8听 听Conduct an audit of security controls used to protect institutional information.

8.5.9听 听Review and approve exceptions to this policy and related standards.

8.5.10听 听The CISO shall establish and maintain an Identity and Access Management program.

8.6听 听Information Steward/Data Steward

8.6.1听 听Act as the authorizing manager for a designated information asset(s).

8.6.2听 听Authorize all access to and use of designated information asset(s).

8.7听 听Network听Administrator

8.7.1听 听Manage all 最快开奖直播搅珠结果 networks in such a manner that institutional information and information technology resources are safeguarded from interference, unauthorized access, and compromise.

8.7.2听 听Manage the wireless spectrum to minimize interference between wireless networks and other devices that use radio frequencies.

8.7.3听 听Monitor and enforce compliance with this Policy on all 最快开奖直播搅珠结果 networks.

8.7.4听 听Report all cybersecurity events or incidents to Cybersecurity & Networking.

8.8听 听Technology Service Owner

8.8.1听 听Institute and follow procedures to protect the information technology resources under their control from loss, damage, theft, compromise, and unauthorized access.

8.8.2听 听Create a safe environment for the housing and use of information technology resources under their control.

8.8.3听 听Report all cybersecurity events or incidents to Cybersecurity & Networking.

8.9听 听最快开奖直播搅珠结果 Community Members

8.9.1听 听Protect the confidentiality, availability, and integrity of 最快开奖直播搅珠结果 and its component institution鈥檚 information and information technology resources as required by the relevant standard(s).

8.9.2听 听Follow processes and procedures provided by Enterprise Technology & Services (ET&S) and the 最快开奖直播搅珠结果 administrative, academic, and business units to ensure compliance with all required cybersecurity controls.

8.9.3听 听Complete all assigned cybersecurity training within the required timeframe.

8.9.4听 听Request clarification when needed to ensure understanding of responsibilities and requirements for complying with 最快开奖直播搅珠结果 policies and standards.

8.9.5听 听Sign confidentiality and data handling agreements as required prior to accessing institutional information and/or information technology resources that require them.

8.9.6听 听Adhere to established information handling requirements, respect the privacy of others whose information they have access to, and take appropriate precautions to protect that information from unauthorized disclosure or use.

8.9.7听 听Report any suspected, potential, or actual unauthorized disclosure of institutional information per the process identified in the Cybersecurity Incident Response Plan.

8.9.8听 听Report all cybersecurity incidents to Cybersecurity & Networking.

8.10听 听The 最快开奖直播搅珠结果 President鈥檚 Council

8.10.1听 听Oversight of the Cybersecurity Program to ensure 最快开奖直播搅珠结果 has made proper and appropriate preparations to respond to and recover from a Cyber Event.

8.11听 听The Identify and Access Management (IAM) Team

8.11.1听 听The IAM team has developed a Standard Operating Procedure (SOP) (V1.1, dated 20 March 2023) which contains or addresses network monitoring, log management, and incident management. The SOP is reviewed and updated quarterly.

9. Definitions.听Terms used in the 最快开奖直播搅珠结果 Cybersecurity Policies and Standards and not otherwise defined will have the meaning as described in the 听 ().

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CONTACT INFORMATION

For 最快开奖直播搅珠结果 community members: Questions about this Policy, requests for additional information or training, or reports of violations can be directed to Cybersecurity Governance, Risk, & Compliance (GRC) via this .

All other requests can be submitted here: .

1.听 听Purpose

The information technology resources provided by the 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) and its component institutions support the educational, instructional, research, and administrative activities of the University System and those institutions.听Use of these resources is a privilege that is extended to 最快开奖直播搅珠结果 community members.听Inappropriate or improper use of these shared resources can impede or negatively impact availability for the rest of the community.听As such, all community members are required to behave in a responsible, ethical, and legal manner during that use.

This policy defines acceptable use of information technology resources at 最快开奖直播搅珠结果 and its component institutions and outlines the responsibilities and obligations of community members who are granted access to or use of these resources.听Specifically, this policy supports the following objectives:

• Safeguarding the confidentially, availability, integrity, and privacy of institutional information and enterprise information technology resources
• Providing a reliable information technology environment for all 最快开奖直播搅珠结果 community members
• Guaranteeing use of enterprise information technology resources is consistent with the principles and values that govern use of other 最快开奖直播搅珠结果 and component institution resources (e.g., facilities)
• Confirming that enterprise information technology resources are used for their intended purposes

2.听 听Scope

This policy applies to anyone who utilizes 最快开奖直播搅珠结果 information technology resources, and all uses of those resources, irrespective of where the resources are being used. This includes students, faculty, staff, contractors, vendors, prior students/alumni, parents, volunteers, and external customers utilizing services provided by 最快开奖直播搅珠结果.

For purposes of this policy only, any individual who is authorized to access or use a 最快开奖直播搅珠结果 or component institution information technology resource is considered a member of the 最快开奖直播搅珠结果 community.

This policy covers the use of all information and information technology resources owned, managed, licensed, or entrusted to 最快开奖直播搅珠结果 or one of its component institutions, regardless of who is providing those resources, how they are being provided, or how they are being accessed.听Referred to throughout this policy as institutional information and 最快开奖直播搅珠结果 information technology resources, this includes, but is not limited to:

• Information technology resources administered by Enterprise Technology & Services (ET&S) or contracted vendors
• Information technology resources administered or managed by individual administrative, academic, or business units
• Institutionally owned endpoint devices
• Institutional telecommunication services including voicemail
• Personally owned endpoint devices that connect to any 最快开奖直播搅珠结果 network
• Devices, regardless of device ownership, that connect to any 最快开奖直播搅珠结果 information technology resource, including students鈥� use of devices

Business Application Owners or Technology Service Owners have the authority to establish more restrictive requirements governing use of those resources in their care. When there are additional use restrictions for a specific information technology resource, individuals who need access to that resource shall be informed of those restrictions, and agree to abide by them, prior to access being granted.

3.听 听Audience

This Policy applies to all 最快开奖直播搅珠结果 community members granted access to any 最快开奖直播搅珠结果 information technology resource.

4.听 听Policy Statement

4.1听 听Information Technology Resources are Shared

4.1.1听 听最快开奖直播搅珠结果 provides information technology resources to authorized members of the 最快开奖直播搅珠结果 community and others in support of each 最快开奖直播搅珠结果 component institution鈥檚 mission and the mission of the University System.

4.1.2听 听To ensure access to and reliability of this shared resource, 最快开奖直播搅珠结果 and its component institutions shall safeguard the confidentiality, integrity, availability, and privacy of these information technology resources and the institutional information captured, stored, processed, transmitted, or otherwise managed by them.

4.1.3听 听最快开奖直播搅珠结果 and component institution policies that govern freedom of expression, discriminatory harassment, and related matters in the context of standard written expression, also govern electronic expression as well. This Policy addresses circumstances that are particular to information technology resources and is intended to augment, but not to supersede, other relevant 最快开奖直播搅珠结果 and component institution policies.

4.2听 听Community Member Rights and Responsibilities

4.2.1听 听Members of the 最快开奖直播搅珠结果 community shall be provided with the use of information technology resources. While accessing and using these resources, community members shall have a reasonable expectation of:

• reliable use of these shared resources
• protection from abuse and intrusion by others sharing these resources

4.2.2听 听Community members shall be responsible for exercising good judgment in the use of those resources including respecting the rights and privacy of others, respecting the security and integrity of the information technology resources they are given access to, and observing all relevant laws, regulations, contractual obligations, and 最快开奖直播搅珠结果 policies and standards.

4.2.3听 听Any suspicious activity related to enterprise or institutional accounts or information technology resources shall be reported immediately according to the Cybersecurity Incident Reporting process.

4.3听 听Acceptable Use

4.3.1听 听Acceptable Use of information technology resources is always ethical, reflects academic integrity, and shows restraint in the consumption of shared resources.

4.3.2听 听It demonstrates respect for intellectual property, ownership of data, information technology resource security, and freedom from intimidation and harassment.

4.3.3听 听The following are explicitly defined as acceptable:

4.3.3.1听 听Use that supports the administrative, academic, research, outreach, service, and operational mission of 最快开奖直播搅珠结果 and each of its component institutions.

4.3.3.2听 听Use of information technology resources for which the community member has been authorized to access and use so long as that use adheres to the intended use of those resources.

4.3.3.3听 听Use that protects the intellectual property of others and the rights of copyright holders of music, videos, images, texts, and other media.

4.4听 听Prohibited Use

4.4.1听 听Use of 最快开奖直播搅珠结果 information technology resources that is illegal, disruptive, or that has the potential to negatively impact other community members or shared information technology resources is prohibited.

4.4.2听 听Use that violates a 最快开奖直播搅珠结果 or component institution policy, a contractual obligation, or that subverts the mission of 最快开奖直播搅珠结果, or its component institutions is prohibited.

4.4.3听 听Additionally, the following uses of 最快开奖直播搅珠结果 information technology resources are explicitly prohibited:

4.4.3.1听 听Unauthorized Use

4.4.3.1.1听 听Use or attempted use of any information technology resources without permission.

4.4.3.1.2听 听Use of another community member鈥檚 credentials, even if the community member gives their permission.

4.4.3.1.3听 听Sharing any password associated with enterprise or component institution credentials in violation of the 最快开奖直播搅珠结果 Password Policy.

4.4.3.1.4听 听Allowing or enabling use of 最快开奖直播搅珠结果 information technology resources by any individual or organization that is not affiliated with 最快开奖直播搅珠结果 or one of its component institutions.

4.4.3.2听 听Illegal Use

4.4.3.2.1听 听Use of 最快开奖直播搅珠结果 information technology resources in violation of civil or criminal law at the federal, state, or local levels or in violation of any regulation.

4.4.3.2.2听 听Use of 最快开奖直播搅珠结果 information technology resources to libel, slander, harass, defame, intimidate, or threaten anyone.

4.4.3.2.3听 听Use that violates copyright laws through inappropriate reproduction or dissemination of copyrighted material.

4.4.3.3听 听Inappropriate Use

4.4.3.3.1听 听Use that is inconsistent with the University System's non-profit status.

4.4.3.3.2听 听Use of 最快开奖直播搅珠结果 information technology resources for profit and/or commercial use, including non-最快开奖直播搅珠结果 or component institution business purposes.

4.4.3.3.3听 听Use for the purpose of lobbying that connotes 最快开奖直播搅珠结果 or component institution involvement in or endorsement of any political candidate or ballot initiative.

4.4.3.3.4听 听Attempting to alter or reconfigure any 最快开奖直播搅珠结果 information technology resource without proper authorization.

4.4.3.3.5听 听Use that results in the display of obscene, lewd, or sexually harassing images or text in a public area or location that can be in view of others.

4.4.3.4听 听Damaging Use

4.4.3.4.1听 听Use that damages the integrity of information technology resources, whether they belong to 最快开奖直播搅珠结果 or not.

4.4.3.4.2 Use of information technology resources to gain unauthorized access to networks or other information technology resources, whether they belong to 最快开奖直播搅珠结果 or not.

4.4.3.4.3听 听Use that seeks to circumvent, defeat, or attempt to defeat information technology resource security controls.

4.4.3.5听 听Disguised Use

4.4.3.5.1听 听Use that attempts to alter or obscure the identity of the community member or the identity of an endpoint or other connected device while communicating with any 最快开奖直播搅珠结果 network

4.4.3.5.2听 听Masquerading as or impersonating others or otherwise using a false identity without authorization, while accessing and/or utilizing 最快开奖直播搅珠结果 information technology resources.

4.4.3.6听 听Disruptive Use

4.4.3.6.1听 听Use that impedes, interferes with, impairs, or otherwise causes harm to the activities of other community members (e.g., consumption of excessive bandwidth, distribution of malicious programs, spamming internal distribution lists).

4.4.3.6.2听 听Removal of any 最快开奖直播搅珠结果-owned or administered information technology resource from its normal location without authorization.

4.5听 听Privacy

4.5.1听 听Student educational records stored on or accessible via 最快开奖直播搅珠结果 information technology resources shall only be shared and used in accordance with the Family Educational Rights and Privacy Act of 1974 (FERPA).听Handling requirements for information protected by FERPA are provided in the Protected Information Handling Standard.

4.5.2听 听While all 最快开奖直播搅珠结果 community members shall have a reasonable expectation to a certain degree of privacy related to their use of information technology resources provided by 最快开奖直播搅珠结果 and its component institutions, there are specific circumstances under which access to information or information technology resource use for a specific community member shall be authorized for 最快开奖直播搅珠结果 officials, ET&S personnel, law enforcement, other community members, or other external parties.

4.5.3听 听Some of those circumstances allow for this access without the knowledge and/or consent of the impacted community member.

4.5.4听 听The rules governing when and how that access is granted and to whom it can be granted for allowable circumstances shall be documented in the Access to Password Protected Information Standard.

4.5.5听 听ET&S reserves and retains the right to access, affect, and inspect information technology resources, and the information stored within those resources, without the consent of community members, to the extent necessary to manage and administer those resources (e.g., backup and caching of information and communications, the logging of activity, monitoring of general usage patterns, and other activities necessary or convenient for the provision of service).

4.6听 听Use of Personally Owned Devices

4.6.1听 听最快开奖直播搅珠结果 and its component institutions shall allow community members to connect personally owned devices to 最快开奖直播搅珠结果 networks and to use personally owned endpoint devices to access approved institutional information and 最快开奖直播搅珠结果 information technology resources on-campus or remotely.

4.6.2听 听While this is an acceptable use of 最快开奖直播搅珠结果 information technology resources, community members who choose to use personally owned devices to connect to and/or access any 最快开奖直播搅珠结果 information technology resource shall agree to the following:

4.6.2.1听 听Connecting to a 最快开奖直播搅珠结果 network with a personally owned endpoint or other device implies consent for 最快开奖直播搅珠结果 and its component institutions to perform security scans on that device while connected to the network.

4.6.2.2听 听Any personally owned device connecting to a 最快开奖直播搅珠结果 network must be registered with the appropriate component institution.

4.6.2.3听 听Unregistered devices may be blocked from accessing 最快开奖直播搅珠结果 networks or other information technology resources.

4.6.2.4听 听All personal endpoint devices connecting to 最快开奖直播搅珠结果 information technology resources must meet the requirements defined in the Endpoint Management Standard.

4.6.2.5听 听Personally owned endpoint devices used by 最快开奖直播搅珠结果 employees to conduct 最快开奖直播搅珠结果 or component institution business that are involved in a cybersecurity incident may be searched as part of the internal ET&S investigation or any investigation by law enforcement.

4.6.3听 听Although use of personally owned endpoint devices or other devices to connect to or use 最快开奖直播搅珠结果 information technology resources is considered acceptable use, these devices shall not be used to host websites, applications, or services, across any 最快开奖直播搅珠结果 network, for a non-最快开奖直播搅珠结果 or component institution organization, without specific authorization from the Chief Information Security Officer (CISO).

4.7听Personal Use of 最快开奖直播搅珠结果 Information Technology Resources

4.7.1听 听Incidental personal use of 最快开奖直播搅珠结果 information technology resources is allowed (e.g., internet access, accessing personal e-mail) as long as it is consistent with this Policy, and any applicable administrative, academic, or business unit policies, procedures, and guidelines, and it does not:

4.7.1.1听 听Interfere with the performance of an employee鈥檚 job or other responsibilities.

4.7.1.2听 听Consume a disruptive amount of information technology resources.

4.7.1.3听 听Violate any other 最快开奖直播搅珠结果 or component institution policies.

4.7.2听 听While this is considered an acceptable use, supervisors may impose further limits on use of 最快开奖直播搅珠结果 information technology resources for non-work purposes, in accordance with normal supervisory procedures.

4.8听 听Network听Infrastruture

4.8.1听 听Unless specifically authorized, by the Chief Information Security Officer (CISO), community members shall not connect networking equipment (e.g., routers, hubs, sniffers) to any 最快开奖直播搅珠结果 network, nor operate network services (e.g., routing, name service, multicast services) on any endpoint or other device attached to a 最快开奖直播搅珠结果 network.

4.8.2听 听Community members shall not attempt to modify or tamper with any 最快开奖直播搅珠结果 wired and/or wireless network services nor to extend these information technology resources beyond the limits provided.

4.8.3听 听Unauthorized information technology resources connecting or attempting to connect to a 最快开奖直播搅珠结果 network may be denied access, have access terminated, and/or be banned from future access.

4.8.4听 听Detailed requirements for obtaining authorization to connect to a 最快开奖直播搅珠结果 network shall be provided in the relevant 最快开奖直播搅珠结果 Standards.

4.9听 听Loss of Access to Shared Information Technology Resources

4.9.1听 听ET&S may temporarily deactivate or restrict an individual's access to one or more shared information technology resources, even in the absence of a suspected AUP violation, when necessary to preserve the confidentiality, integrity, and/or availability of those and other information technology resources.

4.10听 听Acceptable Use Violations

4.10.1听 听If a community member observes or is otherwise aware of an alleged violation of this Policy, they should report the matter to the CISO.

4.10.2听 听The CISO, based on the details of the alleged violation, may investigate and, if appropriate, refer the matter to the appropriate 最快开奖直播搅珠结果 institution鈥檚 disciplinary authorities as outlined in the Enforcement section below.

4.11听 听Policy Maintenance

4.11.1听 听This Policy and the related standards shall be reviewed and maintained regularly, but no less than once per year.

5.听 听Enforcement

Failure to comply with this policy puts the University System, its component institutions, and its information and information technology resources at risk and may result in disciplinary action.听Disciplinary procedures will be appropriate for the individual responsible for non-compliance (e.g., students, faculty, staff, vendors) as outlined in the relevant institutional regulations for that individual (e.g., student conduct and/or applicable personnel policies).

Non-compliant technology and/or activities may be mitigated as deemed necessary by the CISO and/or CIO.

Employees who are members of institutionally recognized bargaining units are covered by the disciplinary provisions set forth in the agreement for their bargaining units.

6.听 听Exceptions

Requests for exceptions to this policy shall be submitted and approved according to the requirements provided in the Cybersecurity Exception Standard.

7.听 听Roles and Responsibilities

7.1听 听Business Application Owners/Technology Service Owners

7.1.1听 听Adhere to the rules governing access to specific community member institutional information and/or information technology resources defined in the Access to Password Protected Information Standard.

7.1.2听 听When warranted:

7.1.2.1听 听Establish more restrictive requirements governing use of information technology resources in their care.

7.1.2.2听 听Provide 最快开奖直播搅珠结果 community members with any additional requirements governing use of that specific information technology resource prior to granting access to that resource.

7.1.2.3听 听Ensure 最快开奖直播搅珠结果 community members agree to abide by information technology specific requirements before access is granted.

7.2 听 Chief Information Security Officer听(CISO)

7.2.1听 听Determine if alleged violations of this policy require investigation or further action.

7.2.2听 听Refer violations of this policy, where appropriate, to the relevant 最快开奖直播搅珠结果 institutional disciplinary authority.

7.2.3听 听Document issues of clarity within this policy or the related standards raised by 最快开奖直播搅珠结果 community members.

7.2.4听 听Ensure issues with this policy raised by 最快开奖直播搅珠结果 community members are resolved in a timely manner through revision of this policy and the related standards, if needed.

7.2.5听 听Ensure this policy and related standards are reviewed and maintained regularly, but no less than once per year.

7.3听 听最快开奖直播搅珠结果 Community Members

7.3.1听 听Observe all relevant laws, regulations, contractual obligations, and 最快开奖直播搅珠结果 policies and standards in relation to their access and use of 最快开奖直播搅珠结果 and component institution information technology resources.

7.3.2听 听Exercise good judgement in the use of 最快开奖直播搅珠结果 information technology resources.

7.3.3听 听Respect the rights and privacy of other community members.

7.3.4听 听Respect the security and integrity of 最快开奖直播搅珠结果 information technology resources.

7.3.5听 听Protect all enterprise and component institution credentials (username and password) issued to them.

7.3.6听 听Report any suspicious activity related to enterprise or institutional accounts or information technology resources immediately according to the Cybersecurity Incident Reporting process.

7.3.7听 听Avoid engaging in any prohibited use of information technology resources including the connection of networking equipment to any 最快开奖直播搅珠结果 network and modification or tampering with any 最快开奖直播搅珠结果 network service.

7.3.8听 听Understand the ramifications of using a personally owned endpoint or other device to access 最快开奖直播搅珠结果 information technology resources.

7.3.9听 听Report alleged violations of this policy to the CISO.

7.4听 听Enterprise Technology & Service听(ET&S)

7.4.1听 听Provide information technology resources in support of 最快开奖直播搅珠结果 and component institution missions and objectives.

7.4.2听 听Safeguard the confidentiality, integrity, availability, and privacy of institutional information and 最快开奖直播搅珠结果 information technology resources.

7.4.3听 听Cooperate, upon the advice of the 最快开奖直播搅珠结果 General Counsel鈥檚 Office (GCO), with any local, state, or federal investigation involving or pertaining to use of institutional information or 最快开奖直播搅珠结果 information technology resources.

7.4.4听 听Adhere to the rules governing access to specific community member institutional information and/or information technology resources defined in the Access to Password Protected Information Standard.

8.听 听Definitions

See the ET&S Cybersecurity Policy & Standard Glossary for full definitions of each term.

• Acceptable Use
• Anti-virus
• Authorization
• Availability
• Business Application Owner
• Chief Information Security Officer
• Confidentiality
• Copyright
• Credentials
• Cybersecurity Incident
• Encryption
• Endpoint Device
• Exception
• Information Technology Resource
• Information
• Institutional Information
• Integrity
• Intellectual Property
• Password
• Personally Owned Device
• Policy
• Privacy
• Prohibited Use
• Standard
• Technology Service Owner
• Username
• 最快开奖直播搅珠结果 Community Member
• Vulnerability

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CONTACT INFORMATION

For 最快开奖直播搅珠结果 community members: Questions about this Policy, requests for additional information or training, or reports of violations can be directed to Cybersecurity Governance, Risk, and Compliance (GRC) via this .

All other requests can be submitted here: .

1.听 听Purpose

This policy informs all 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) community members of their responsibilities related to maintaining the privacy and security of institutional information.听To effectively safeguard institutional information, the 最快开奖直播搅珠结果 community must have a shared understanding of what needs to be protected and what kind of protection is required for different types of institutional information.

To facilitate that shared understanding, this Policy establishes a model for the classification of institutional information that defines each classification and provides examples of the kind of information associated with each classification.听This model shall be used by all 最快开奖直播搅珠结果 institutions to classify information.听The classifications defined here form the foundation for any other policies or standards pertaining to the protection of information.

This policy and the related Information Handling Standards define the minimum requirements for each information classification tier.

2.听 听Scope

This policy applies to all institutional information, regardless of storage format (e.g. data/digital, paper).

3.听 听Audience

All 最快开奖直播搅珠结果 community members should understand this policy and how it applies to the institutional information they access and use.

4.听 听Policy Statement

All 最快开奖直播搅珠结果 and component institution information shall be protected appropriately based on the classification of that information.听Institutional information shall only be shared between, and released to, authorized parties when there is a need to know, and as necessary, to execute job-related duties in alignment with established information handling standards.

4.1听 听Classification Structure

To facilitate the development and communication of clear standards, processes, and procedures for implementing the appropriate security controls for each type of institutional information, the Information Classification Model is separated into distinct tiers.听Each tier in the model encompasses specific types of institutional information which require that level of protection.

4.2听 听Tier 4 - Restricted Information

4.2.1听 听Information is restricted if protection is:

• legally defined
• required by federal and/or state law (excluding FERPA)
• required by contract or industry standard

4.2.2听 听Additionally, information can be designated as Restricted by the data steward of that information.

4.2.3听 听If compromised or exposed, Restricted information could result in significant institutional cost, harm to institutional reputation, and/or unacceptable disruption of the institution鈥檚 ability to meet its mission.

4.2.4听 听Examples of Restricted Information

4.2.4.1听 听SSNs and other personally identifiable information as defined by state of NH reporting requirements

4.2.4.2听 听Electronic Protected Health Information (ePHI) or non-electronic Protected Health Information (PHI) as defined by HIPAA

4.2.4.3听 听Research information that contractually requires specific security or privacy controls

4.2.4.4听 听Information protected by PCI-DSS

4.2.4.5听 听Information protected by FMLA and GLBA

4.2.4.6听 听Information protected through "Affirmative Action" and/or "disability regulation"

4.2.4.7听 听Information technology infrastructure, design, security, and authentication stores

4.3听 听Tier 3 - Protected Information

4.3.1听 听Information is protected if privacy controls are required by regulation or law but required protections do not rise to the level of those mandated for Restricted Information.

4.3.2听 听If compromised or exposed, protected information may result in serious institutional cost, harm to institutional reputation, and/or unacceptable disruption of the institution鈥檚 ability to meet its mission.

4.3.3听 听Examples of Protected Information

4.3.3.1听 听Information protected by FERPA

4.3.3.2听 听Library information

4.3.3.3听 听Research information that requires protection by contract

4.4听 听Tier 2 - Sensitive Information

4.4.1听 听Information is sensitive if controlled access is required by institutional policy, by the data steward, by contract, for ethical reasons, and/or if it is at high risk of damage or inappropriate access.

4.4.2听 听It includes information which, if compromised, could result in high institutional cost, harm to clients, harm to institutional reputation or unacceptable disruption of the institution鈥檚 ability to meet its mission.

4.4.3听 听It includes other information explicitly identified as requiring controlled access, but that does not require the level of protection dictated in the higher tiers.听Any institutional information that has not been designated as falling under another tier shall be considered sensitive.

4.4.4听 听Examples of Sensitive Information

4.4.4.1听 听Directory information as defined by the institution or by regulation

4.4.4.2听 听Intellectual property

4.4.4.3听 听Fundraising data

4.5听 听Tier 1 - Public Information

4.5.1听 听Information is public if it is explicitly identified as public by the data steward responsible for that information. It includes information that may be provided to anyone without any further oversight.

4.5.2听 听Examples of Public Information

4.5.2.1听 听Contact information of employees that is approved for publication in the public directory

4.5.2.2听 听Campus map that has been explicitly approved for public display

4.5.2.3听 听Academic calendar that has been explicitly approved for public display

4.6听 听Information Handling Requirements

4.6.1听 听With the input, oversight, and approval of the institutional data stewards, Cybersecurity & Networking shall be responsible for the development, publication, and maintenance of Standards defining the required security controls for each of the defined tiers.

4.6.2听 听Administrative, academic, and business units shall be responsible for the development and maintenance of clear and consistent information handling procedures, aligned with those Standards, in support of operations and business processes that involve the collection, access, use, processing, storage, or transmission of institutional information.

4.7听 听Clarification on Classification

4.7.1听 听While designated Data Stewards at each institution are responsible for determining the appropriate classification for the information under their stewardship, Cybersecurity & Networking is the central point of contact for questions about or clarification on the appropriate classification of a specific type of information or data element and for the required security controls for each classification.

5.听 听Enforcement

Failure to comply with this policy puts the University System, its component institutions, and its information and information technology resources at risk and may result in disciplinary action.听Disciplinary procedures will be appropriate for the individual responsible for non-compliance (e.g., students, faculty, staff, vendors) as outlined in the relevant institutional regulations for that individual (e.g., student conduct and/or applicable personnel policies).

Non-compliant technology and/or activities may be mitigated as deemed necessary by the Chief Information Officer and/or Chief Information Security Officer.

Employees who are members of institutionally recognized bargaining units are covered by the disciplinary provisions set forth in the agreement for their bargaining units.

6.听 听Exceptions

Requests for exceptions to this policy shall be submitted and approved according to the requirements provided in the 最快开奖直播搅珠结果 Cybersecurity Exception Standard.

7.听 听Roles and Responsibilities

7.1听 听Administrative, Academic, and Business Units

7.1.1听 听Develop and maintain clear and consistent information handling procedures, aligned with the published Information Handling Standards, in support of operations and business processes that involve the collection, access, use, processing, storage, or transmission of institutional information.

7.2听 听Cybersecurity & Networking

7.2.1听 听Develop standards defining required security controls for each Classification Tier defined in this Policy.

7.2.2听 听Provide guidance to 最快开奖直播搅珠结果 community members on the Information Classification Model.

7.3听 听Data/Information Stewards

7.3.1听 听Determine the appropriate classification for each type of information under their purview.

7.4听 听最快开奖直播搅珠结果 Community Members

7.4.1听 听Understand the classification of all institutional information with which they interact.

8.听 听Definitions

See the ET&S Policy & Standard Glossary for full definitions of each term.

• Chief Information Officer (CIO)
• Chief Information Security Officer (CISO)
• Data/Information Steward
• Exception
• FERPA
• GLBA
• HIPAA
• Information
• Institutional Information
• PCI-DSS
• Policy
• Procedure
• Protected Information
• Public Information
• Restricted Information
• Security Control
• Sensitive Information
• Standard
• 最快开奖直播搅珠结果 Community Member

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CONTACT INFORMATION

For 最快开奖直播搅珠结果 community members: Questions about this Policy, requests for additional information or training, or reports of violations can be directed to Cybersecurity Governance, Risk, and Compliance (GRC) via this .

All other requests can be submitted here: .

1.听 听Purpose

The purpose of this policy is to establish the requirements for the proper construction, usage, handling, and maintenance of all passwords at all 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) institutions.听These requirements ensure consistent application of security controls necessary to safeguard the information and information technology resources of 最快开奖直播搅珠结果 and its component institutions.听最快开奖直播搅珠结果 aligns itself with best practices from such organizations as National Institute for Standards and Technology (NIST) and Center for Internet Security (CIS).

2.听 听Scope

This policy applies to all passwords used to authenticate to 最快开奖直播搅珠结果 information technology resources or any information technology resource that stores non-public 最快开奖直播搅珠结果 data.

It does not apply to the following types of passwords, the requirements for each are defined elsewhere:

• Service Account Passwords - defined as passwords used by an information technology resource to contact or interface another information technology resource
• UNH Parent Portal Account Passwords

3.听 听Audience

All 最快开奖直播搅珠结果 community members with access to institutional information or information technology resources should be familiar with this Policy and their responsibilities for complying with the requirements it defines.

4.听 听Policy Statement

4.1听 听Password Change Frequency

4.1.1听 听All passwords associated with 最快开奖直播搅珠结果 accounts shall be changed annually with the following exceptions:

• System Administrator Accounts (every six months)
• All non-primary identity accounts accessed by employees with privileged access shall have passwords changed upon departure of employee.

4.1.2听 听最快开奖直播搅珠结果 community members shall be notified of the need to change their password, prior to the password鈥檚 expiration date.

4.1.3听 听最快开奖直播搅珠结果 community members with expired passwords shall be restricted from accessing 最快开奖直播搅珠结果 information technology resources.

4.2听 听Password Construction

4.2.1听 听Passwords shall:

• Be between 14 and 64 characters in length
• Be sufficiently different from previous passwords
• Contain a minimum of 5 unique characters

4.2.2听 听Passwords shall not:

• include the user鈥檚 first, last, or preferred name, the user鈥檚 最快开奖直播搅珠结果 username (e.g., abc1234), or the user鈥檚 最快开奖直播搅珠结果 ID (e.g., 991122334)
• be re-used
• contain number or character sequences of 4 or more (e.g., abcd, 6789, sTuV)
• contain characters repeated 4 or more times sequentially (e.g., bbbb, 8888, TttT, &&&&)

4.2.3听 听Known compromised or commonly used weak passwords are disallowed.

4.3听 听Password Usage

4.3.1听 听Passwords used for 最快开奖直播搅珠结果 purposes shall not be used for purposes outside of 最快开奖直播搅珠结果 including, but not limited to personal banking, Amazon, Netflix, etc.

4.3.2听 听Passwords used for accessing 最快开奖直播搅珠结果 information technology resources that require local application accounts for authentication shall not be the same as the community member鈥檚 最快开奖直播搅珠结果 password.

• Local application accounts are accounts for official university applications that do not use 最快开奖直播搅珠结果 credentials听
• Examples: Salesforce, 最快开奖直播搅珠结果 Benefits

4.4听 听Password Handling

4.4.1听 听Passwords shall:

• Be treated as sensitive, confidential information
• Not be shared with anyone, including administrative assistants or supervisors
• Not be written down or stored on-line in clear text
• Not be shared in email, chat, or other electronic communication
• Not be spoken aloud

4.4.2听 听Administrators of information technology resources who need to provide passwords to other administrators may use communication mechanisms for providing those passwords that are approved by Cybersecurity & Networking.

4.4.3听 听最快开奖直播搅珠结果 community members shall not use the "Remember Password" feature of web browsers to store 最快开奖直播搅珠结果 passwords.

4.4.4听 听Forgotten passwords shall be reset using 最快开奖直播搅珠结果 approved automated mechanisms.

4.4.5听 听最快开奖直播搅珠结果 community members with forgotten passwords who are unable to reset their password using automated mechanisms shall provide verification of identity via the approved 最快开奖直播搅珠结果 process.

4.4.6听 听Default passwords on all information system components, peripherals, and Internet of Things (IoT) devices shall be changed to passwords that meet the minimum requirements outlined in this Policy prior to installation or deployment.

4.4.7听 听Members of 最快开奖直播搅珠结果 Enterprise Technology & Services (ET&S) shall never ask users to provide their password for any 最快开奖直播搅珠结果 account.

4.5听 听Compromised Passwords

4.5.1听 听最快开奖直播搅珠结果 community members who believe their password has been compromised shall notify their local Help Desk immediately.

4.5.2听 听If 最快开奖直播搅珠结果 has reason to believe a community member鈥檚 password has been compromised, the community member鈥檚 access may be revoked, without notification, until the community member鈥檚 identity can be verified, and their password can be reset.

4.5.3听 听最快开奖直播搅珠结果 community members with potentially compromised passwords shall provide verification of their identity and set a new password to regain access to 最快开奖直播搅珠结果 information technology resources.

5.听 听Enforcement

Failure to comply with this policy puts the University System, its component institutions, and its information and information technology resources at risk and may result in disciplinary action.听Disciplinary procedures will be appropriate for the individual responsible for non-compliance (e.g., students, faculty, staff, vendors) as outlined in the relevant institutional regulations for that individual (e.g., student conduct and/or applicable personnel policies).
Non-compliant technology and/or activities may be mitigated as deemed necessary by the 最快开奖直播搅珠结果 CISO and/or CIO.
Employees who are members of institutionally recognized bargaining units are covered by the disciplinary provisions set forth in the agreement for their bargaining units.

Contractors or vendors that fail to comply with this policy may be in violation of their contract with 最快开奖直播搅珠结果 and risk penalties up to contract termination.

6.听 听Exceptions

Requests for exceptions to this policy shall be submitted and approved according to the requirements provided in the 最快开奖直播搅珠结果 Cybersecurity Exception Standard.

7.听 听Roles and听Responsibilities

• Application Administrators
  • Ensure local application accounts, including those used to administer applications and those enabling community member access, follow all requirements defined in this policy.
• Chief Information Security Officer (CISO)
  • Enforce this policy and related standards
  • Review this policy annually
• Enterprise Technology & Services (ET&S)
  • Send expiring password notifications to 最快开奖直播搅珠结果 community members
  • Disable accounts with expired passwords per the 最快开奖直播搅珠结果 Password Management Standard
• 最快开奖直播搅珠结果 Community Members
  • Comply with all restrictions and requirements outlined in this Policy when selecting passwords for use at 最快开奖直播搅珠结果
  • Maintain the confidentiality of 最快开奖直播搅珠结果 passwords
  • Use unique passwords on every account (e.g., do not use your 最快开奖直播搅珠结果 password for other accounts)
  • Report all cybersecurity events or incidents to Cybersecurity & Networking.听 or example, a 最快开奖直播搅珠结果 password that suddenly stops working without being changed by its owner would be considered a cybersecurity event.

8.听 听Definitions

• Access
• Account
• Administrator
• Authentication
• Compromised Account
• Confidentiality
• Cybersecurity/Information Security
• Cybersecurity Incident
• Exception听
• Identity
• Information
• Information Technology Resource听
• Institutional Information
• Internet of Things (IoT)
• Non-Primary Identity
• Password
• Policy
• Privileged Access
• Security Control
• Standard
• Username听
• 最快开奖直播搅珠结果 Community Member
• 最快开奖直播搅珠结果 ID

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CONTACT INFORMATION

For 最快开奖直播搅珠结果 community members: Questions about this Policy, requests for additional information or training, or reports of violations can be directed to 最快开奖直播搅珠结果 Cybersecurity Governance, Risk, & Compliance (GRC) via this .

All other requests can be submitted here: .
听

Our Commitment to Privacy

Your privacy is important to us. To better protect your privacy, we provide this policy explaining our websites information practices and the choices you can make about the way your information is collected and used. To make this policy easy to find, we make it available on our homepage and at every point where personally identifiable information may be requested. This policy applies to all information collected or submitted on 最快开奖直播搅珠结果 (最快开奖直播搅珠结果) websites or mobile applications. By using 最快开奖直播搅珠结果 websites, you are consenting to our collection and use of information in accordance with this Privacy Policy.

International Visitors

最快开奖直播搅珠结果 is located in the United States (State of New Hampshire). By providing information to 最快开奖直播搅珠结果, you are transferring your personal data to the United States. If you are providing personal information and are not a resident of the United States, your country鈥檚 laws governing data collection and use may differ from those in the United States.听

The Information We Collect

Personal Information

最快开奖直播搅珠结果 collects personal information about you through our websites and mobile applications only when you voluntarily submit your information to us.

"Personal information" is any information that can be used to identify you or that may be linked to you. This information is commonly limited to the information found in a public directory, such as first name, last name, postal address, email address, and phone number.听

Certain 最快开奖直播搅珠结果 websites allow individuals to create and maintain individualized accounts. Where these sites are concerned, users have the responsibility of maintaining the confidentiality of their accounts and passwords, and for restricting access to their computers. Users agree to accept responsibility and repercussions for all activities that originate from their accounts.

Log Files

最快开奖直播搅珠结果 and our third-party vendors may automatically collect certain information regarding your use of our websites, devices and applications. Information collected includes:

• Your session and the pages you visit;听
• Network device addresses such as IP address;
• Cybersecurity Metadata such as vulnerability data, patch levels and malware data;
• Date and time of access;
• Operating system of the device through which you access 最快开奖直播搅珠结果 websites;
• Browser type and version, the monitor screen size and color depth and other plugin and program information as sent by your browser.

The generic information we collect is based on IP address, which is the location of a computer or network.听 We may use or disclose your IP address and data connection-specific information, to help us diagnose problems with our servers and network, and to administer our websites by identifying (1) which parts of our sites are most heavily used, and (2) where our audience comes from, from both within and outside the 最快开奖直播搅珠结果 data networks.听 In addition, generic information collected during your visit can be associated with you, if 1) you choose to provide your personal information during your visit, 2) for marketing and development purposes, 3) it is necessary to do so to investigate an cybersecurity incident, and/or 4) we are required to do so by law or court order.

Mobile Applications

When you install mobile applications with the publisher name 鈥淯niversity of New Hampshire,鈥� 鈥淜eene State College,鈥� 鈥淧lymouth State University鈥� or 鈥淕ranite State College鈥�, the application may ask for permission to use or access:

GPS services

Push notifications听

Camera

The general information described above may be aggregated with the general information of all site visitors to identify and improve how our websites or applications are used. In turn, we may share this aggregate information about our site with partners or the general public. Aggregate data does not contain any information that could be used to contact or identify you.

Web Analytics

Some 最快开奖直播搅珠结果 websites and mobile applications (鈥渁pps鈥�) use Google Analytics, a service provided by Google, Inc. Google Analytics places a cookie on your computer or a code embedded in the mobile application to analyze how you use the site or app. The information generated by the cookie is transmitted to and stored by Google on its servers. Google uses this information to compile reports on website and mobile activity, and then the university site and application owners use that information to improve their sites and apps. Google may also transfer this information to third parties where required to do so by law, or where such third parties process the information on Google's behalf. Google does not associate your IP address with any other data held by Google.

Cookies

Cookies are small files that are stored on your computer (unless you block them). We use cookies to understand and save your preferences for future visits and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future. You may disable cookies by selecting the appropriate settings in your browser or you can opt out of the collection and use of this information; however, this may prevent you from experiencing the full functionality of our websites.

Other Sources

最快开奖直播搅珠结果 may receive information about you from other sources, including third parties, that help us update, expand, and analyze our records, identify new customers, or prevent or detect fraud. 最快开奖直播搅珠结果 may also receive information about you from social media platforms, including but not limited to, when you access our social media content or interact with us on these platforms. The information we may receive is governed by the privacy settings, policies, and/or procedures of the applicable social media platform; therefore, we encourage you to review them.

How We Use Collected Information

最快开奖直播搅珠结果 may use the information we collect:

• To respond to your inquiries;
• To provide services or materials you request;
• To operate and understand how services are utilized;
• To maintain our contact list(s);
• For marketing and development purposes;
• To provide business services for which the information is intended;
• To assess the effectiveness of our events, campaigns, and publications;
• For information processing that is reasonably appropriate or necessary within our legal obligations.

On some pages, you can request information, make requests, and register to receive materials or make recommendations about other people. We use the personal information you provide when placing a request to complete that request to the best of our ability. We use return email addresses to answer the email we receive. Such addresses may be used to communicate further with you for internal marketing and development purposes.听 You can choose to opt out of receiving marketing communications from us by 鈥渦nsubscribing鈥� using the instructions in any marketing email you receive from us.听

We process your Personal Information for the purposes described above to facilitate transactions requested by you and to meet our contractual obligations (for example, registering you for events); on the basis of our legitimate interests (for example, website analytics); or on the basis of your consent, where applicable.

How We Share Collected Information

We do not share this information with outside parties except for the following limited purposes:

• When we have your consent to share the information;
• To the extent necessary to complete your request;
• To verify (or match) information about you from other sources;
• With 最快开奖直播搅珠结果 school officials and administration;
• In response to subpoenas, court orders, or legal processes;
• As we deem necessary to protect the legitimate interests, rights, safety or property of the 最快开奖直播搅珠结果 and its component institutions.

Finally, we never use or share the personally identifiable information provided to us online in ways unrelated to the ones described above. If we are required to disclose information by law or court order, we will make reasonable efforts to notify any affected parties in advance.

Internet-Based Advertisements

We use tools such as Google Adwords to remarket to individuals who visit our program and promotional pages. Third-party vendors, such as Google, show our ads on sites across the internet, and in some cases, use cookies to serve ads based on someone's past visits to our website. You can opt out of Google's use of cookies by visiting Google's . You can also opt out of all third-party vendor use of cookies by visiting the .

Our Commitment to Data Security

To prevent unauthorized access, maintain data accuracy, and ensure the correct use of information, we have put in place appropriate physical, electronic, and managerial procedures to safeguard and secure the information we collect online.

Our Commitment to Children's Privacy

We are committed to protecting the privacy of the very young. While our websites are generally not directed at or intended to attract visitors under age 13, our institutions do run certain programs for children for which online registration or participation is available. For those activities, the following additional Children's Privacy Policy supplements this 最快开奖直播搅珠结果 Privacy Policy.

Children's Privacy

We recognize the need to provide additional privacy protections when information is collected from or about children under the age of 13. The following guidelines apply to activities (including but not limited to on-campus camps or lessons for children and online activities designed for children), in addition to our general Privacy Policy. These rules follow the Children's Online Privacy Protection Act (COPPA).

Information We May Collect

We may collect the following information about a child who will participate in a 最快开奖直播搅珠结果-administered youth activity:

Name
E-mail address
Street address
Date of birth (to ensure enrollment in age-appropriate activities)

Depending upon the activities in which your child chooses to participate, your child may be asked or choose to provide additional information. We do not require a person to disclose more information than is reasonably necessary to participate in an activity.

How We Use the Information

We use the information about your child to register your child for a 最快开奖直播搅珠结果 event and to insure appropriate content and safety for participants. 最快开奖直播搅珠结果 and its institutions will not disclose a child's information to any third party without parental authorization, except as may otherwise be required by law.

Parent/Guardian Consent

We will not collect or store online information from or about a child under age 13 until we have received a parent's or guardian's verified consent.

Parents or Guardians may review their child's personal information in our online databases; correct factual inaccuracies in the information collected about their child; refuse to permit us to collect further personal information from their child; and ask that information be deleted from our online records. Appropriate contact information for parents will be provided on every webpage promoting or permitting activities by children under age 13.

COPPA Notice Template

A is provided for use by the institutions of 最快开奖直播搅珠结果.

Questions Regarding this Privacy Policy

If you have questions about the data we collect, how that data is used, or this privacy policy in general, please contact the appropriate 最快开奖直播搅珠结果 Institution:

• Granite State College: gsc.help@granite.edu or 1-888-372-4270
• Keene State College: helpdesk@keene.edu or 1-603-358-2532
• Plymouth State University:听 helpdesk@plymouth.edu or 1-603-535-2929
• University of New Hampshire: IT.Security@unh.edu听
• University System of NH (最快开奖直播搅珠结果): 最快开奖直播搅珠结果.desktop.support@usnh.edu

External Links

Some 最快开奖直播搅珠结果 websites may contain links to external websites not owned by, or officially affiliated with, 最快开奖直播搅珠结果 in any way. 最快开奖直播搅珠结果 is not responsible for the privacy practices or the content of such websites.

Changes to this Policy

We reserve the right to change, modify, add or remove portions of our privacy statements at any time. Any such amendments will be noted on this page, so please visit periodically to view current statements.