SECTION E: PERSONNEL POLICIES: OTHER

Each year the Leaves and Honors Committee is responsible for reviewing leaves with pay requests and recommending recipients based on merit plus seniority; the Committee submits its priority list, based on the number of positions in the budget, to the Associate Vice President of Faculty Affairs. The Leaves and Honors Committee selects the campus nominee for the Outstanding Professor Award and the Lyle E. Gibson Distinguished Teacher(s).

Members of the Leaves and Honors Committe must be tenured, Unit 3 employees (Unite 3 Agreement, Section 27.5).

One student member, selected by the President of the Associated Students, shall augment the Committee for the selection of the Lyle E. Gibson Distinguished Teachers and the Outstanding Professor. (Reference: PM 83-24, 12/30/83)

The Leaves and Honors Committee shall meet annually during Spring Semester with the Faculty Personnel Committee, the Associate Vice-President of Faculty Affairs, and any appropriate FPC sub-committee to discuss issues which have risen during that year's deliberations and to make recommendations for policy modification. The chairs of those committees shall prepare a written report summarizing the issues raised and submit it to the Academic Senate at the last business meeting of the year.

Lyle E. Gibson Dominguez Hills Distinguished Teacher Award

(Reference: PM 78-20, 7/5/78; PM 79-31, 11/26/79)

Criteria for Selection

Lyle E. Gibson Dominguez Hills Distinguished Teachers are judged to be persons who know their subject thoroughly, who manifest in their teaching an understanding of broad areas of knowledge, and who demonstrate an ability to select, organize, and interpret with discernment the materials relevant to the courses they teach. They are recognized for their ability to communicate the materials of their courses effectively, for their active interest in the progress of students as individuals, and for qualities which lead them to search continually for new and creative ways to present materials and to generate intellectual enthusiasm among students.

The Leaves and Honors Committee is responsible for establishing and implementing procedures for the nomination and selection of persons for the award. The committee will look for concrete evidence of teaching achievement, such as supporting letters from colleagues and students, Perceived Teaching Evaluation forms, and course materials.

Distinguished Teaching Award

History

The Board of Trustees first resolved that a procedure and criteria be developed for making awards for excellence in teaching in the State Colleges in 1963. In 1965 the Legislature provided funds for Distinguished Teaching Awards of $500 to faculty members selected on the basis of one for each 2,000 full-time equivalent students according to procedures and criteria determined locally on each of the participating campuses. Although funding for the Distinguished Teaching Award has been deleted from the budget by the Legislature for several years, each State University has been urged to continue the annual selection and recognition of distinguished teachers.

When state funding for the Distinguished Teaching Award was deleted, Dr. Lyle E. Gibson, then Vice President for Academic Affairs, solicited funds from the community to enable this university to present two faculty members with monetary awards at commencement. Dr. Gibson called the award the Distinguished Professor Award. In 1978, the Academic Senate voted to change the name to the "Dominguez Hills Distinguished Teacher Award." Upon Vice President Gibson's retirement in June of 1978, the senate honored Dr. Gibson for his efforts on their behalf by voting that the name be changed to the "Lyle E. Gibson Dominguez Hills Distinguished Teacher Award."

Outstanding Professor Awards Guidelines

History

The Outstanding Professor Awards were established by the Board of Trustees of The California State University in September 1963 to give recognition for excellence in teaching. Each year until 1995 two distinguished faculty members of the CSU were honored for the contributions made to their students, to their academic disciplines, and to their campus communities. In 1995, the state-wide Outstanding Professor Awards were discontinued, but California University Dominguez Hills has continued the program as an annual campus-based award.

Criteria for Nomination

A nominee for an Outstanding Professor Award is expected to have a record of superlative teaching. The documentation submitted in support of a nomination is required to contain written evaluations, both from students and from faculty, which evidence excellence in teaching. No amount of professional achievement as evidenced by research and creative scholarship, or service to the campus and community shall be a substitute for this basic requirement. A significant part of each nominee's record of accomplishment shall have been established while a faculty member of The California State University.

Each nomination should be supported by evidence which includes a detailed lists of the nominee's achievements as a teacher, and also as a member of his/her profession, and as a member of the campus and community. All evidence should also include written statements, which are both descriptive and evaluative reports, by present and former students, colleagues in the nominee's academic discipline, campus administrators, and others who are qualified to comment upon the nominee's teaching and related contributions. All of the above evaluations should include a description of the type of evidence used as a basis for judgment. Letters and evaluative statements should be accompanied by a paragraph identifying the writer.

The nominee's professional accomplishments should be evaluated to ascertain their quality and the resultant contributions these activities have made to the nominee's teaching. The nominee's services to the campus and the larger community should be evaluated to ascertain their relevance to the nominee's teaching, as well as their overall significance.

Procedure for Nomination & Selection

1. Early Fall Semester

Initial published announcement of the award will be made to the faculty by the Office of Faculty Affairs. This announcement will define the nature of the award, the statewide criteria, the campus procedures for nominations, and the time line. Two announcements will be made at the beginning of the Fall Semester, one at the general faculty meeting and the second via a campus mailing to all faculty and departments.

2. October 15 or the following Monday

Nominations will be submitted to the Senate Parliamentarian who will contact each nominee to confirm the acceptance of the nomination. Nominations may be made either by a second party or by the nominee herself/himself. Nominations may be made by any member of the academic community

(faculty, students or staff). The reason for the nomination should be included and should relate to the specific criteria. If there are fewer than seven active nominees, then the Parliamentarian proceeds to a department chair level call for nominations. Department chairs must respond to the Parliamentarian by submitting a nomination (or nominations) or providing a statement that they are not proposing a nominee. Department chairs must submit their written response to the Parliamentarian by November 1 or the following Monday. The Parliamentarian will provide the Faculty Affairs Office with a list of nominees.

3. November 15 or the following Monday

Each active candidate will sign a form permitting access to her/his personnel file or will submit to the Senate Office a mini-file which will be an extract from the RTP file containing information consistent with the criteria for the award and the review process. The mini-file may be complemented with pertinent additions and updated materials. Suggested categories of contents in the mini-file are the following:

a. Support statements from colleagues and associates.

b. Support statements from students.

c. Evidence of superlative teaching in other areas (counseling, advising, teaching methods, instructional research, etc.)

d. PTE reports (not excluding current reports.

4. November 15 to last day of scheduled class for Fall Semester

The Leaves and Honors Committee, supplemented for this purpose with a student representative, shall review the files submitted and recommend to the President by the last day of scheduled class either one recepient for the award or no recepient, if no one meets the criteria.

One copy of all evidence in support of a nominee's candidacy should be submitted to the Academic Senate CSU office. Such evidence should include (a) full vita, (b) documentation and evaluation of teaching accomplishment, (c) documentation and evaluation of professional achievement, (d) documentation and evaluation of service to the campus and community, and (e) other material deemed relevant in support of the nomination.

5. Commencement

The campus nominee will receive appropriate recognition at Commencement and other appropriate events.

Emeritus/Emerita Status

(See PM 96-04)

EXCHANGES, LEAVES, AND ABSENCES

Faculty Exchanges

The Education Code authorizes The California State University to enter into agreements with other institutions to exchange faculty. A faculty member interested in teaching elsewhere and remaining on the payroll of Dominguez Hills may do so under this provision. Anyone interested should see his/her Dean or the Associate Vice President of Faculty Affairs. All agreements must be reviewed by the Associate Vice President of Faculty Affairs and if appropriate, by the Chancellor's Office legal staff.

Leaves of Absence With Pay (Sabbatical Leave)

(Reference: PM 82-37, 11/24/82; see also Articles of the Unit 3 Agreement)

A sabbatical leave shall be for purposes that provide a benefit to the CSU. To be eligible for a leave of absence with pay, an applicant must hold a full-time position and have served therein full time for six consecutive academic years in the preceding seven year period. Not more than one such leave may be granted in each seven-year period.

Regulations of the Board of Trustees relating to leaves of absence with pay are set forth in the California Administrative Code, Title 5, Sections 43000 to 43008. Section 43003 stipulates that:

(a) The president of each campus is responsible for assuring and certifying to the Chancellor that the number of leaves granted in any one quarter, semester, or year, are not so great in any department, division, or school, or at the campus as a whole as to disrupt the continued and regular course offerings, or to affect the quality level of education offered to the students.

Difference in Pay Leaves

A faculty member may also apply for a Difference in Pay Leave for one or more semesters. The salary for a difference in pay leave for a faculty unit employee shall be the difference between the faculty employee's salary and the minimum salary of the instructor rank (a minimum salary of the lowest librarian rank). See Article 28 of the Unit 3 Agreement for further details.

Procedures

The Office of Faculty Affairs will notify faculty each year of the date to submit applications for a leave with pay. Applications are reviewed by the Faculty Leaves and Honors Committee. The recommendation of that committee, including a priority listing for sabbatical leaves, will be presented to the President for final approval.

After six years of full-time qualifying service, a faculty member may choose from the following schedule the leave of absence for which she/he wishes to apply (no combinations are permitted):

One semester leave at full pay.

Two semesters leave at one-half of full pay.

One or two semesters leave at difference-in-pay.

At the conclusion of the leave with pay, a report is to be submitted by the faculty member to her/his RTP file describing accomplishments resulting from the leave.

1n order to cancel a leave with pay, once awarded, a faculty member must receive approval to do so from the head of the academic unit and from the Associate Vice President of Faculty Affairs.

Final approval of the leave shall be subject to the filing by the applicant of a suitable bond indemnifying the State against loss in the event the employee fails to render service in The California State University, upon return from leave, at the rate of one term of service for each term of leave. The bond shall be in the amount of the total salary to become due the applicant during the leave. In lieu of the bond, the applicant may submit a written agreement to return to the service of the CSU for at least one term of service for each term of leave, accompanied by a statement of assets indicating ability to indemnify the State in the event of failure to fulfill the agreement. Forms are available from the Office of the Associate Vice President of Faculty Affairs.

Policy on the Comparative Evaluation of Applications for Sabbatical Leaves (Approved June 3, 1974 and revised per PM 82-37, 11/24/82)

1. Merit.....................................................................................................................50 points

The proposal may be one involving scholarly research, creative activity, extended study, or significant travel. In any case, the evaluation shouldconsider the feasibility and direct relevance of successful completion of the proposed program to the subsequent service of the faculty member at CSUDH. Among the factors which may be included in this consideration are the strengthening of faculty expertise in a significant area, the improvement of teaching generally or specifically, the utility of the particular enhanced skills for current or projected academic programs of the university, and the enhancement of the reputation of the university which may result from completion of the project.

2. Seniority..........................................................................................................50 points

Each candidate is given seniority points, using the formula SF = Y - (S x 6), where Y is the number of

years of full-time faculty service at the University or in the California State University system, S is the number of prior leaves with pay during this time, and SF is the seniority factor The applicant with the highest seniority factor is assigned 50 points. Each of the other candidates is assigned a proportion of 50 points which is equal to the proportion of their seniority factor to the highest seniority factor.

PERS Credit During Leave With Reduced Salary

While on sabbatical leave or other leave at less than full pay, an employee's contributions to and credit in the retirement fund will be only in proportion to reduced compensation while on leave. Full credit may be regained on payment by the employee of: (l) the difference in the employee's contribution, (2) the added amount the State would have contributed had the employee been full compensated, and (3) interest on the amounts in (1) and (2). Payment may be by lump sum on return to full employment, or by lump sum at some later date, or in installments beginning at the date of election, which must be after return from the reduced compensation leave. However, each case must be computed individually because it is not always to the member's advantage to contribute. (Government Code, Section 20860.5 (PERS): Government Code, Section 22716 (STRS).)

Other Leaves of Absence With Pay

In addition to sabbatical and difference in pay leaves, the Unit 3 Agreement also provides for the following types of paid leaves of absence: Bereavement Leave, Jury Duty Leave, Leave to Vote, Absence as a Witness, Emergency Leave, and Military Leave. As limitations and restrictions apply to several of these forms of paid leave, faculty unit employees are advised to consult the provisions of Article 23 for further information.

Sick Leave

Provisions regarding accrual and usage of sick leave are found in Article 24 of the Unit 3 Agreement.

Both faculty employees and student services personnel should contact their department or unit office as soon as possible should the need arise to report illness, injury, accident or other emergency.

Leaves of Absence Without Pay

Both personal leaves without pay (including maternity/paternity leave) and professional leaves without pay are addressed in Article 22 of the Unit 3 Agreement. Faculty unit employees should note that leave without pay timelines are discussed in Article 22.6. Application forms for both personal and professional leaves are available from the Office of Faculty Affairs.

Holidays (including Personal Holidays)

Unit 3 Faculty should refer to Article 33 of their collective bargaining agreement for information on this subject. Unit 3 Counselors should consult

Vacation

Faculty unit employees eligible to accrue vacation are referred to Article 34 of the Unit 3. Counselors eligible for vacation accrual are referred to Article 24 of the Unit 3 Agreement for Counselors

NEPOTISM

Policy on Employment of Relatives of Faculty or Staff Employees

(CSUDH adopted March 22, 1971; Revised June 5, 1972)

General Information

It is necessary to have guidance about the employment of relatives of faculty or staff employees to insure that any limitations on personal freedom and opportunities be reasonable ones. "Relative" for purposes of this policy means son, son-in-law, daughter, daughter-in-law, brother, brother-in-law, sister, sister-in-law, mother, mother-in-law, father, father-in-law, husband, or wife. This policy is to be applied equally to all people without regard to the gender of the people affected. This policy applies to initial employment, reassignments within the University, and marriages that occur after both the marriage partners have begun employment with the University.

Initial Employment

Candidates for employment will be considered on the basis of ability, experience, and professional qualifications without regard to relationship by blood or marriage to people already employed by the University. To be fair to all candidates for employment, any present employee who is a relative of a candidate may not participate in interviewing, recommending, or in any other way influencing the University decision regarding which candidate will be employed. The personnel applications and files of the candidates shall not be made available to the relative already employed by the University.

Initial Assignment or Later Reassignment

Care will be used in determining whether to assign or reassign relatives to the same work unit. The University will consider such factors as the size of the unit, the "specialty mix" existing in the unit, the areas of specialization of the relatives, the maturity and apparent ability of the relatives to interact agreeably with other people and groups, and whether assignment to the same work unit would in the future likely mean that one relative would be:

A. Under the supervision of the other;

B. In a position of fiscal responsibility with regard to the employment of the other; and/or

C. On a committee or in any other position in which one could make decisions or influence the personnel status of the other.

An employee will not be in a position to supervise or otherwise directly affect the performance and progress of a related employee without the prior written approval of the administrative head of the organizational unit and/or if appropriate, the Personnel Office. In the event that fellow workers marry and supervision (or authority to otherwise directly affect) is involved, such appraisal and written approval will be necessary.

Relative on Reappointment, Tenure, and Promotion Committee (RTP)

In connection with activities of RTP Committees, a relative on such committees shall refrain from looking at the file of a relative being considered by the committee and shall disqualify herself or himself from participation, including absenting herself or himself from the committee room while the committee is considering, discussing, voting or otherwise acting upon the relative's case, and the records of the committee will indicate that the relative did not participate.

Chancellor's Office Statement

After CSUDH policy was adopted, on March 8, 1978 the Chancellor's Office published FSA 78-19 which states that:

It is the policy of the CSU to seek for its administrators, instructional faculty, and support staff the best possible candidates through appropriate search procedures preceding each appointment and promotion. There shall be no bars to the appointment of close relatives in administrative, faculty or staff employment categories, in the same or different units or departments so long as the following standard is met.

No CSU employee shall vote, make recommendations or in any way participate in decisions about any personnel matter which may directly affect the selection, appointment, retention, tenure, compensation, promotion, termination, other employment status or interest of a close relative.

For the purposes of this policy, "close relative" is defined as husband, wife, mother, father, son, daughter, sister, and brother.

Campuses should be aware of the fact that regulations which set reasonable restrictions on an individual's capacity to function as a judge or advocate in specific situations involving a member of her or his immediate family are permissible where they do not have the effect of denying equal employment opportunity to one sex over the other.

SALARY AND EMPLOYEE BENEFITS

Pay Warrants

Pay warrants are distributed on dates specified in accordance with the State pay period calendar. The list of paydays is distributed to all employees each January. Salaries for academic-year employment are paid in twelve installments. Warrants are issued to the major administrative offices for distributions to the employees.

Mandatory payroll deductions are:

1. Public Employees' Retirement System

2. Social Security/OASDI

3. Federal Income Tax

4. State Income Tax

Service Salary Step Increase (SSI)

(Unit Three Agreement; Article 31.43 through 44)

The Office of Faculty Affairs will distribute annually to all faculty the campus guidelines and procedures for PSSI.

Performance Salary Step Increase (PSSI)

(Unit Three Agreement; Article 31)

Health Insurance

Most individuals holding full-time University appointments and many individuals employed on a part-time basis are eligible to participate in one of the various medical and dental plans offered by the State of California. Full information on coverage, privileges, and rates of the plans is available from the University Personnel Office.

Miscellaneous Insurance

In addition to State-sponsored health and dental insurance, University employees may also elect to participate in group insurance plans for disability income protection, accidental death coverage, and term or ordinary life coverage, to name a few. Information regarding these optional, employee-paid insurance arrangements is available from the University Personnel Office.

Individuals may also wish to check with their employee organization regarding insurance benefits available to the general membership.

Worker's Compensation Insurance

The University Personnel Office will be happy to respond to any questions you may have regarding Worker's Compensation coverage. However, please be advised that pursuant to the California Labor Code as well as Title 8 of the California Administrative Code, the University may not be liable for the payment of Worker's Compensation benefits for any injury which arises out of an employee's voluntary participation in any off-duty recreational, social or athletic activity which is not a part of the employee's work-related duties.

Non-Industrial Disability Insurance (NDI)

A member of the University who suffers a disability or injury which is not work-related may be eligible to receive NDI benefits if she/he meets certain conditions. More detailed information on eligibility criteria and application procedures is available in the Personnel Office.

NOTE: The foregoing benefits information is not exhaustive. Information on additional employee benefit programs as well as more detailed information on the items noted herein may be obtained from the University Personnel Office.

Retirement/OASDI

One of the benefits California State employees enjoy is a dual protection retirement plan. New employees automatically become members of a coordinated program of the Public Employees' Retirement System (PERS) and the Federal Old Age and Survivor's Disability Insurance program (Social Security). These two systems provide a retired employee with retirement incomes from two independent sources.

Retirement income from the State system is determined by the length of service (unused sick leave is credited toward length of service), the average salary received during the three years of highest earnings, and age at retirement. Minimum retirement age for most State employees is 50 years. Faculty members of the PERS who reach age 70 may continue in employment.

All of the employee's contributions to the State system are refunded upon request with compound interest if she/he leaves State employment before reaching retirement age; however, the employee will not receive the State's contribution toward her/his retirement.

Faculty who have had a leave without pay and who meet the criteria for Public Service as expressed in Government Code Sections 20930-20937 may request PERS to allow them to contribute to the retirement system for the time absent. The employee who wants the credit must provide the required justification. If approved, the employee pays her or his own retirement credit contribution, the contributions usually paid by the State, plus the interest these amounts would have earned.

Faculty Early Retirement Program (FERP)

A faculty early retirement program is also offered whereby a qualified faculty unit employee may retire and the campus will provide the retiree with a stipulated amount of employment for a specified period of time. Although the individual will not receive additional retirement credit for this service, she/he will receive retirement benefit payments throughout the year in addition to compensation from the University for time worked.

For additional information, see Article 29 of the Unit 3 Agreement or contact the Office of Faculty Affairs.

Pre-Retirement Reduction in Time Base (PRTB)

A tenured Unit 3 teaching employee 55 years or older may phase into retirement by reducing his or her time base to as low as one-third time while maintaining full retirement and other benefits. More detailed information on this program is provided in Article 30 of the Unit 3 Agreement.

Retirement Procedure

A faculty member who plans to retire is asked to inform her/his department chair and school dean six months before the anticipated retirement date. Various PERS retirement forms are available in the Human Resources Management Office. The Faculty Affairs Office handles applications for the Faculty Early Retirement Program and the Pre-Retirement Reduction in Time Base Program.

Employee Fee Waiver Program

The Unit 3 Agreement includes sections (Articles 26 and 16, respectively) concerning the terms and conditions under which their constituents may enroll in the CSU for nominal cost only. Questions regarding enrollment procedures may be directed to the University Personnel Office.

Catastrophic Leave Policy

The Catastrophic Leave Donation Program provides assistance to academic and non-academic employees of CSUDH who have experienced a catastrophic illness or injury which has totally incapacitated the employee from work. To receive Catastrophhic Leave Donations, an employee must exhaust all vacation and CTO credits, as well as the maximum amount of sick leave available for family illness. This program also serves as a supplement to any disability benefits for which an employee is eligible.

The Catastrophic Leave Policy applies to all academic and non-academic employees of CSUDH and their immediate family members, with the exception of student assistants and graduate assistants. Student assistants and graduate assistants do not accrue sick leave, vacation or CTO credits and are excluded from this program.

For additional information, please refer to the appropriate Bargaining Unit Contract.

EMPLOYEE ORGANIZATIONS

Collective Bargaining Units

Information regarding HEERA (Higher Education Employer-Employee Relations Act) and Collective Bargaining Units may be obtained from the Office of the Associate Vice President of Faculty Affairs.

Dues for Employee Organizations

Dues for one's collective bargaining unit may be paid via payroll deduction by completing the appropriate forms.

Verification of University Faculty/Staff Organizations

(Reference: PM 79-32, 1/30/79, which replaces PM 78-02, 2/6/78)

Any individual, or group of individuals who may wish to establish an organization on campus that seeks to identify such organization with the name of the University and/or make use of certain facilities of the University will follow the procedures below to obtain campus verification. Chapters of the employee organizations verified by the Board of Trustees in FSA 77-09 #3 (and its successor documents) are not required to obtain verification from this campus; however, they are expected to apprise the Associate Vice President of Faculty Affairs annually of the existence of their campus chapter and the names, addresses, and home and office telephone numbers of the officers and otherwise follow the procedures in PM 79-20 dated July 2, 1979 (Access Regulations).

1. The name of the organization to be verified, its goals or purposes, the names, home and campus addresses and telephone numbers of members or at least of the president and secretary, and the composition of the organization (faculty, staff, etc.) would be included in an annual written request for verification to the Associate Vice President of Faculty Affairs. The request will specifically address whether or not the group seeks status as an employee representative group for purposes of collective bargaining.

2. Membership in an organization is restricted to full or part-time employees (and where appropriate, student representatives, alumni, or family of employees) of the University.

3. Such organizations will comply with the laws and regulations of the State and University.

4. Verification by the University does not imply endorsement of the organization or its goals, and organizations should not attempt to appear to speak in the name of the University.

5. Formal verification allows reasonable use of the University's internal mail system if each item is personally addressed, the bulletin boards, and use of rooms for meetings in accordance with procedures for these uses.

6. Formal verification will be granted by the Associate Vice President of Faculty Affairs to all organizations which meet the above guidelines. The organizational information will then be forwarded to the Chancellor's Office in the instance of employee representation groups.

7. Faculty and staff seeking verification of groups at the system level for the purpose of representing employees are advised to address the Assistant Vice Chancellor for Employee Relations.

Employee Organizations Access Regulations

(Reference: PM 79-20, 7/2/79)

The Board of Trustees adopted Access Regulations for employee organizations engaging in organizational activities, and those regulations required CSUDH to establish some implementing campus rules and procedures. This document is to be read along with Sections 43703-43711 of the California Administrative Code.

Having coordinated with the Chancellor's Office and having received comments from various people and representatives, including representatives of employee organizations, the following campus rules and regulations are established for California State University, Dominguez Hills:

Regarding 43703.1 (e), "work time" for faculty members is a flexible concept because faculty members work in classes, offices, libraries and at their homes. "Work time" for faculty for this purpose will mean the time they spend in classes, office hours, campus academic and administrative meetings, activities representing the University at off-campus functions, and participating in such activities as registration and graduation. Of course, each member of the faculty and other employees are expected to meet his or her professional obligations to the University and to avoid incompatible activities, irrespective of definitions of "work time" for purposes of 43703.1 (e).

Regarding 43704, employee organizations will supply to the President of California State University, Dominguez Hills a list of the names of their officers or representatives who are not employees of the University who will likely carry on organizational activities on the campus. Separate later notices will also be given to the President by the employee organization if changes are made in the officers or representatives to be sent to the campus.

Regarding 43705, employee organizations may, through the office of the Executive Vice President, use a campus executive conference room, class room, theater, or forum area near the designated free speech area subject to the same regulations and costs that apply to all community organizations. Campus office space cannot be made available to employee organizations for organizational activities.

Regarding 43706 and 43707, display and distribution of organizational materials can be accomplished in one or more of the following ways:

a. The University will designate points, including space on specific bulletin boards, for the display and distribution of such material.

1. Organizational materials will not be posted on campus buildings, doors, signs, light posts, or any other places other than those designated.

2. If an employee organization wants to set up its own chair and table for the distribution of material on campus it may do so outdoors on the sidewalk in the area between the ERC, SBS, and Loker University Student Union buildings. Employee organizations will not set up tables for this purpose inside University rooms except when the organization has reserved the room for a meeting.

b. As indicated above, employee organizations may reserve space for a public meeting and distribute material at such a meeting which would not, of course, be conducted on work time for the employees.

c. Such material may be personally handed out on the campus to employees who are not on their work time, e.g., employees on break, lunch periods, before and after work hours, etc.

d. Employee organizations may reserve the outdoor designated free speech area for public meetings and can distribute material at such a meeting.

e. To reach categories of employees who have departmental mail boxes in their names in public departmental offices, a representative of an employee organization may place material related to organizational activities directly into such boxes under the supervision of the department secretary or other appropriate person. A representative may not, of course, remove or read items already in mail boxes or otherwise disturb the privacy rights of the mail box holder.

f. For employees who have departmental mail boxes in public offices a representative of an employee organization may deliver to each department sufficient copies of material related to organizational activities for the department secretary to place into each employee's mail box.

g. Representatives of employee organizations may cause distribution of organizational material to be distributed through the University mail room by supplying to the President's office one copy in advance of distribution. Such mail will be presorted by office and appropriate number so the mail room will not have to count or collate materials. (See Standard Distribution List).

If mail is to be delivered by the mail room to some departments according to the Distribution List, the employee organization will send with the material a check to cover the expense of handling the material. A piece of mail is one sheet or several sheets stapled together that require no collating by mail room personnel.

Regarding 43711, the Associate Vice President of Faculty Affairs, or designee, will investigate possible cases of noncompliance with the Access Regulations, these Rules and Procedures or serious acts of unfair conduct and report to the President. The Associate Vice President may seek the advice of a committee appointed for such a purpose when that seems appropriate in individual cases before reporting to the President. After such investigation and report the President will determine which cases, if any, are to be referred to the Reviewing Officer.

References to the President in this document mean President or designee.

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