Policies
Accommodations under ADA
1. Accommodations approved by the DSS office have to be provided, but Faculty members are not required to modify the educational goals and/or core requirements of the course. However, we should operate in a ‘do right by the student mentality’. In addition, if you have any concerns or questions about any accommodations, you should contact the DSS office and discuss them as soon as possible.
2. Temporary medical accommodations:
- Work to find an alternative option for the student that would not alter the core requirements–such as an incomplete, independent study, etc.
- If the course has a physical requirement and only able-bodied individuals can complete the core course requirements, the syllabus must reflect this or it could be challenged. (Faculty should also make academic advisors aware of the physical requirements of the course.)
- If a physical issue (on crutches, for example) for >6 mo., doesn’t fall under Disabilities Act, but we can work with the Disability Support Services office to see what we can do to assist the student.
3. Some examples of reasonable accommodations are listed below, but they are not limited to:
- Recording a class lecture, note taking assistance, additional time on exams/quizzes, etc. Students are required to provide appropriate medical documentation to support these requests to the DSS office. The documentation is reviewed by the Disability Support Services office and discussed with the student through our interactive accommodations process.
- Recordings: any student who received this accommodation has signed an agreement in which they agree and understand that the recordings are only meant to be used for educational purposes.
4. Inclusive environment:
- University recommends moving toward creating an inclusive environment or set up courses using “universal design” in an effort to honor best practices. (ex. Closed caption videos, etc.)
5.Syllabus:
- Make sure a disability statement or how to request these services is added to the syllabus.
- Core educational requirements (ex. Field work, In class discussion): need to be consistent across sections.
6.Temporary medical accommodations: although not covered by the ADA, we as an institution offer students services for temporary medical needs.
- Work to find an alternative option for the student that would not alter the core requirements–such as an incomplete, independent study, etc.
- If the course has a physical requirement and only able-bodied individuals can complete the core course requirements, the syllabus must reflect this or it could be challenged. (Faculty should also make academic advisors aware of the physical requirements of the course.)
- If a physical issue (on crutches, for example) for >6 mo., doesn’t fall under Disabilities Act (not needed if the statement above is added), but we can work with the Disability Support Services office to see what we can do to assist the student.
7. Student Affairs has identified an online module through the training tools offered by our insurance provider (EduRisk by United Educators) covering Accommodating Students with Disabilities.
Olga Florez, Director of Disability Support Services, is available to discuss accommodations with faculty, as needed and you can also visit the Disability Support Services HUB on Blackboard for more specific information regarding guidelines and how to’s for faculty members. .
Intellectual Property Policy
This policy applies to all faculty, staff, and students (hereafter noted as “author/inventor” unless specifically designated) at Jacksonville University whether associated with the University in a full-or part-time capacity. This policy also covers non-employees (consultants, subcontractors, etc.) of Jacksonville University who participate in research, teaching, scholarship, or supportive activities provided for by the University on or off campus. This policy applies uniformly across Jacksonville University without regard to the individual’s rank, status, or department.
Read more about our Intellectual Property Policy.
Office Hours Policy
- Advances in technology make it easier than ever before for faculty to maintain and develop meaningful professional relationships with students. The University values quality teaching and the faculty-student relationships engendered by meaningful educational contact outside the classroom.
- Faculty are encouraged to be routinely accessible to students through multiple modalities – i.e., in person during traditional office hours, before or after class, via text, telephone, and virtually. If you wish to post specified office hours for students which outline when you are available, please do so.
- Include faculty contact information and contact preferences in course syllabi and be sure to discuss with students.
Outside Employment
According to the faculty bylaws, individuals accepting full-time faculty employment at Jacksonville University recognize that their primary professional responsibility is to the fulfillment of their obligations to Jacksonville University. Full-time faculty engaged in outside employment shall inform their immediate supervisor of such employment, make certain that this outside employment does not represent a conflict of interest with employment at the University, and not accept an employment time schedule that could or does present a conflict with duties and responsibilities as full-time employees of the University.
Faculty are required to seek University approval for outside employment by completing and returning this form to your Dean by September 1, indicating whether or not you are employed outside of Jacksonville University. Should outside employment by considered for any opportunity that occurs after September 1, you must complete and submit a form to your Dean as soon as possible. Questions about this policy should be referred to the appropriate Dean.
Outside Employment Form 2022-2023
Online Consortium of Independent Colleges & Universities
Jacksonville University is a proud member of the Online Consortium of Independent Colleges & Universities (http://www.ocicu.org, which is hosted at Regis University.) This decision was reached after seeking input from both faculty leadership and our deans. Started in 2005, OCICU is a virtual academic consortium through which university institution members collaborate in sharing fully online, credit-bearing courses and programs. Currently, over 60 institutions are members of the OCICU and more than 1,100 courses are available to users of OCICU. Membership in the OCICU is open to independent, not-for-profit, regionally accredited higher education institutions looking to strategically expand their course offerings and increase enrollments. All courses are offered by credentialed faculty at accredited institutions. Courses are examined by OCICU instructional designers prior to being offered to ensure the highest quality online environment and full accessibility for all students.
Please direct all questions regarding OCICU to oap@bianlifan.com
Overload Policy
To foster professional development and guarantee academic quality, Jacksonville University limits the number of overload courses a full-time faculty member may teach in the fall and spring semesters. Full-time faculty members are contracted for 12 hours of work in the fall and the spring term (24 hours across the fall and spring terms). Each faculty member’s contract itemizes the activities that make up the 24 hours of work across the fall and spring terms (e.g., 18 credit hours of teaching with 6 credits of release for research; or 12 credits of teaching with 12 credits of release for a school director role). Full time faculty members may extend their workload to 18 hours in the fall and spring terms via overloads. The workload cannot be larger than 18 hours in a single fall or spring term.
Exceptions to the policy are to be recommended by the Dean via an email communication
to the provost prior to submission of a payroll sheet and approved by the provost.
Winter Overloads
• Winter term overloads are limited to 6-7 hours.
Summer Overloads
• For 9-month faculty, overloads are limited in the summer terms to 18 hours—9 in
each summer term.
• For 12-month faculty, overload classes are limited to 12 hours—6 in each summer
term.
Notes:
• Overload classes should be used only to respond to classes that have student demand
or classes that will assist with retention and graduation. This policy is subject
to budgetary limitations as decided by the provost.
• In addition, overloads should be spread equitably across faculty members in the
unit. Before a faculty member is assigned a second overload, other qualified faculty
members in the unit should be given the option to teach the overload classes that
are needed.
Disruptive Classroom Behavior Policy
Disruptive behavior is prohibited. Disruptive behavior includes but is not limited to conduct that interferes with or obstructs the teaching or learning process. Civil expression of disagreement with the course instructor, during times when the instructor permits discussion, is not itself disruptive behavior and is not prohibited. This policy applies to courses taken with the University in person, online and abroad.
1. Temporary Removal of Student from Class or Other Educational Experience
When an instructor deems a student’s behavior, acting individually or in concert with others, obstructs or disrupts, or attempts to obstruct or disrupt any teaching, or any other activity authorized to be discharged on behalf of the University or held on the University’s premises, the student may be asked to stop the disruptive behavior by an instructor or staff of the University. If the student continues, an instructor/staff member is authorized to tell the student to leave the area or classroom and, if the student will not leave, to call Campus Security. The instructor/staff must immediately call Campus Security (904-256-7585), without prior request to the student, if presented with an unsafe situation, threatening behavior, violence, knowledge of a crime, or in other appropriate circumstances.
2. Withdrawal of Student from Class or Other Educational Experience
When a student disrupts a class or other educational experience, or if the student’s behavior or lack of preparation is detrimental to the educational experience of others, or if the student is compromising the learning environment, the instructor may take action to withdraw the student from the class or educational experience as a result of this significant and/or repeated behavior.
The instructor shall:
a. Provide the student written notice of intent to withdraw the student from the class or educational experience, with an explanation of the instructor’s reason(s), and provide a copy to the instructor’s department chair (or, when there is no department chair, to the dean of the instructor’s college or school).
b. The notice should schedule a meeting with the student and the department chair (or, when there is no department chair, with the dean of the instructor’s college or school) to occur within 3 business days of the notice.
c. The instructor may bar the student from the class or educational experience pending the result of the meeting, and the written notice should advise the student if there is such a bar.
d. At the meeting, the student may have one advisor. Following the meeting, the instructor shall decide whether to withdraw the student from the class or educational experience.
e. If the student is not withdrawn, the student will be provided the opportunity to complete all assignments/exams that may have been missed.
f. If a student is withdrawn, the student will receive a “W” for the course.
g. The student may appeal this decision within three business days in writing to the academic dean or designee.
h. During the student’s appeal, the student remains withdrawn from and is barred from attending the class. The academic dean or his/or her designee’s decision on this appeal is final. If the original decision is overturned during the appeal, the student will be provided the opportunity to complete all assignments/exams that may have been missed.
3. Referral to Student Life
Instructors, faculty members, academic deans, and/or department chairs are also encouraged to report student conduct issues to the Student Life office. This reporting ensures that any other student code of conduct related behavior is appropriately addressed with the student.
Drug-Free Workplace/Abuse Policy
In compliance with Federal law, it is the policy of Jacksonville University to maintain a drug-free workplace in order to promote the health and safety of our employees, our students, and the general public.
1. Policy Statement
Jacksonville University prohibits the unlawful manufacturer, distribution, dispensation, possession or use of controlled substances on University owned or controlled property. Further, no employee may report to work while under the influence of drugs or alcohol.
2. Sanctions
Violation of this policy will result in referral to a substance abuse assistance or rehabilitation program and/or disciplinary action which may include suspension or termination. Violators will also be subject to referral for prosecution. Violations of Federal or State law concerning controlled substances can result in incarceration and/or fines. Any employee convicted of a violation in the workplace of any criminal drug statute is required to notify Jacksonville University within five (5) days of the conviction.
In order to comply with Federal law, Jacksonville University will then notify any Federal contracting agency within ten (10) days of a notice of conviction when said employee is engaged in the performance of a Federal contract or grant.
3. Condition of Employment
All Jacksonville University employees will, as a condition of their employment, abide by the terms of the foregoing statements.
4. Awareness Program
In support of its Federal Compliance Policy, Jacksonville University is implementing a drug awareness program to acquaint employees with the serious health risks associated with the abuse of drugs and alcohol; the dangers of drug abuse in the workplace; the availability of the counseling, rehabilitation and employee assistance programs; and the penalties imposed on employees for drug abuse violations.
(See also Drug Free Schools and Campus Policy, distributed separately)
Jacksonville University’s Sexual Misconduct Policy
Jacksonville University is committed to maintaining a safe, secure, living, learning, and work environment for the entire campus community. This includes providing an environment free from sexual harassment, sexual assault or battery, domestic violence, dating violence, stalking, or any other form of harassment.
Please visit our Title IX web page for additional information: niw3.bianlifan.com/titleix
Academic Integrity & Misconduct Policy
Members of the Jacksonville University community are expected to foster and uphold the highest standards of honesty and integrity, which are foundations for the intellectual endeavors we engage in.