The faculty shall consist of the corps of instruction, the president, and the full-time administrative officers as identified by the institution (cf. Section 1.9.1.1). Upon the recommendation of the chancellor of the University System of Georgia, and the president of Savannah State University, the Board of Regents shall elect all members of the corps prior to their initial appointments.

The principle of shared governance shall be paramount. Faculty shall participate in decision making across the institution, but especially in academic and student affairs. The responsibilities of members of the faculty include teaching, research, and service that will benefit both the institution and the community.

Faculty must be accorded academic freedom, which may be considered an affirmation and extension of constitutional rights. This concept is understood to embrace teaching, research, and service and is not to be limited solely to the classroom. Freedom of expression is imperative in all aspects of academic life. Thus, all faculty members have the right to be treated with respect by other faculty and administrators. Upbraiding for any reason will not be tolerated.

The responsibilities of faculty members shall be construed within the context of these rights. All faculty members are thus expected to:

• Perform the normal actions of those who instruct students by meeting classes regularly at designated times and places, by providing instruction based on stated objectives of the course, by providing course outlines at the beginning of classes, by keeping regular office hours--generally ten (10) per week--and by being available to consult with students during these times.
• Advise students in planning their academic programs and assist them during pre-registration and registration.
• Take part in extra-curricular activities that promote student development and the general welfare of the institution, recognizing that such activities are important to a well-rounded education.
• Participate fully in the development of academic policies and procedures generated by departmental, college, and university committees.
• Be knowledgeable of and guided by all university publications concerning academic policies and procedures.
• Appreciate the need for effective teaching and thus seek to improve classroom effectiveness. Recognize that teaching is a pedagogical art, not merely the imparting of information. Acknowledge that there is a variety of teaching and learning styles, and affirm the role of nurturing and empowerment in a multi cultural context.
• Be assured of the right to a fair annual evaluation and the right to appeal any evaluation in a timely fashion.
• Participate in the improvement of teaching as an art by supporting their peers.
• Participate in the evaluation of department heads, deans and other administrators, with the intent of improving communication, teaching, and institutional operations.
• Work closely with the Faculty Senate to assure that the university is operated with the primary aim of encouraging excellent teaching and scholarship.
• Keep current in their respective academic fields by such activities as participating in faculty development, completing summer research, reading current literature, attending conferences, learning to apply appropriate technology, and establishing Internet relationships with faculty, students, and colleagues at other institutions.
• Exercise academic freedom with good judgment and ethical integrity (cf. Section 2.10.1 and AAUP Statement on Academic Freedom).
• Exert full professional effort to their assignments of teaching, research, and service. Avoid actual or apparent conflict of interest between their university obligations and their outside activities. Faculty members are, however, encouraged to participate in professional activity that does not interfere with the regular and punctual discharge of official duties. Except for single occasion activities, faculty should report in writing through official channels the proposed arrangements for these activities, which include consulting, teaching, speaking, and participating in business or service enterprises (cf. Board Policy, Section 802.16; Handbook, Section 2.14.6).
• Meet deadlines to facilitate efficiency in the operation of the institution.
• Share equally in the responsibility of preparing students to complete the Regents’ Test successfully.

The term "regular faculty" applies to those faculty members who have been selected through university-defined search procedures, who are employed full-time on an academic year or fiscal year contract, and who have been elected by the Board of Regents to serve as faculty members on a tenure-track appointment as instructors, assistant professors, associate professors, or professors. (The term "full-time" is used to denote service on a 100 percent workload basis for two semesters.)

Non-tenure track faculty members are employed in teaching or research programs that are anticipated to have a limited life span or which are funded, fully or partially, through non-system sources. Faculty members employed in non-tenure track positions shall not be eligible for consideration for the award of tenure. Probationary credit toward tenure shall not be awarded for service in non-tenure track positions. Notice of intention to renew or not to renew contracts of non-tenure track faculty who have academic rank shall follow the schedule required for tenure track faculty. Non-tenure track faculty may apply, on an equal basis with other candidates, for tenure track positions that may become available. The transfer of faculty from tenure track positions to non-tenure track positions shall be effected on a voluntary basis only.

Visiting faculty, similar to temporary faculty and non-tenure track faculty, are employed for a specified period of time, ordinarily one academic year at a time, and must be approved by the Board of Regents prior to appointment. While visiting faculty may be reappointed for subsequent years, they are limited to three consecutive academic years. Service as a visiting faculty member at Savannah State University may count toward the award of tenure should the visiting faculty member subsequently receive an appointment as a regular faculty member.

Part-time faculty, as defined by the Board of Regents of the University System of Georgia, may be temporarily employed on a less than full-time basis during an academic year. Part-time faculty are entitled to the same rights as full-time faculty with respect to academic privileges, except that they do not have the right to a year-to-year appointment. Persons holding part-time appointments shall not be considered members of the faculty. Part-time faculty shall be employed only for the term specified in the contract and subsequent or future employment shall result solely from a separate offer and acceptance requisite to execution of a new and distinct contract.

Service as a part-time faculty member does not count toward an award of tenure, and faculty with part-time appointments shall not acquire tenure. Part-time faculty may be offered employment on a per course basis subject to approval of the Board of Regents, and part-time faculty must be elected by the Board prior to employment.

Part-time faculty shall not teach more than two courses per semester (no more than half time in an academic year). They may be reappointed for service during subsequent years. Although part-time faculty are excused from service on committees, they are expected to meet classes regularly and to maintain adequate office hours to meet the needs of their students. They are also expected to undergo evaluation of their teaching effectiveness in the same manner as regular faculty. Compensation for part-time faculty members is based upon the number of courses taught per semester.

Departments are responsible for developing a handbook for part-time faculty. This responsibility may be delegated to area coordinators or a committee. As a minimum, this handbook shall contain the following information: job description; paydays; expectations concerning such matters as course syllabi, office hours, and administration of examinations; record keeping; procedures for submitting grades; availability of secretarial assistance and computer facilities; laboratory use and scheduling; library use and hours; faculty identification cards; parking regulations; and institutional policy regarding rehiring and termination.

Department chairs and students will evaluate part-time faculty in the same manner as they evaluate full-time faculty members. The department chair and the part-time faculty member shall discuss this evaluation and use the results to improve the faculty member’s teaching effectiveness.

Adjunct faculty, as defined by the Board of Regents of the University System of Georgia, shall be appointed to serve according to the professional needs of the department and the university. As such, they form the collaborative link in the professional activity of scholars and the work of practitioners in their respective fields. This linkage serves students and faculty in bringing realism to educational experiences, while allowing professional observation of student work within the community. Adjunct faculty members are entitled to the same rights as full-time faculty members with respect to academic privileges, except that they do not have the right to year-to-year appointments. Persons holding adjunct appointments shall not be considered members of the faculty.

Adjunct faculty shall be appointed only for the term specified in a letter or memorandum of understanding or other contractual agreement and subsequent or future appointment shall result solely from a separate offer and acceptance requisite to execution of a new and distinct contract.

Service as an adjunct member of the faculty does not count toward an award of tenure, and faculty members with adjunct appointments shall not acquire tenure.

Adjunct faculty members are an invaluable part of a university community and may be appointed to work with students, to participate in collaborative research, to supervise field experiences, i.e., social work, student teaching, health delivery services, business internships, etc. They may be reappointed for service during subsequent years. They are excused from service on departmental and university committees and are not required to maintain office hours. The service of adjunct faculty should be evaluated according to services rendered. As adjunct faculty members serve in courtesy appointments, they shall not receive compensation.

Departments are responsible for developing a handbook for adjunct faculty. This responsibility may be delegated to area coordinators or a committee. As a minimum, this handbook shall contain information concerning mutually agreed upon expectations; procedures for submitting grades, if applicable; and other matters, such as availability of secretarial assistance and computer facilities, laboratory use and scheduling, library use and hours, faculty identification cards, and parking decals and regulations.

Temporary faculty members are employed on an emergency basis. Ordinarily, they are not selected through defined search procedures and are not on a tenure track. Temporary faculty members hold rank for the period of their contract, but for no more than one academic year at a time, and are elected by the Board of Regents prior to appointment. Service as a temporary faculty member cannot exceed three one-year appointments.

Temporary faculty are eligible to apply for a regular faculty position when one for which they are qualified becomes available (cf. Section 2.8.4). One year of service as a temporary faculty member at Savannah State University may be credited toward the award of tenure.

Administrative officers having ex officio faculty status are the following: the president, the vice president for academic affairs, the vice president for business and finance, the vice president for student affairs, the vice president for institutional advancement, academic deans, the director of learning support, the director of planning and institutional research, the director of admissions, and the registrar.

Minimum qualifications for employment as a faculty member at Savannah State University are the following:

1. Master's degree. Exceptions may be made for persons of special learning and ability or in cases of temporary emergency appointments.
2. Evidence of ability as a teacher.
3. Evidence of scholarly competence and activity.
4. Successful experience (waived in the case of beginners who meet all other requirements).
5. Desirable personal qualities judged on the basis of personal interview, complete biographical data and recommendations.

These minimum qualifications are also considered in awarding the ranks of instructor, assistant professor and associate professor. The rank of professor requires that the faculty member has a doctor's degree in addition to numbers two through five above.

Regular faculty, both tenured and non-tenured, are members of the corps of instruction who have been selected through proper search procedures (cf. Section 2.4). Regular faculty members, both tenured and non-tenured, are offered annual contracts subject to approval of the board. Contracts are offered to four ranks of faculty: instructor, assistant professor, associate professor, and professor. Contracts are ordinarily offered for an academic year (a nine-month period, generally beginning in September and ending in June). Regular faculty members will ordinarily be expected to teach full time, engage in research, and perform public service.

In an emergency, the university may offer a temporary contract to a faculty member, subject to board approval, without conducting a search (cf. Section 2.4). A temporary contract may be issued to a faculty member for a period of one year and may be renewed twice. One year of temporary service may count toward the award of tenure.

Part-time faculty members may be offered employment on a per course basis subject to approval of the board. They shall, however, not teach more than three courses per academic year. They may be re-appointed for service during subsequent years, but their service as part-time faculty members does not count toward the award of tenure. Although part-time faculty are excused from service on committees, they are expected to meet classes regularly and to maintain adequate office hours to meet their students' needs. They are also expected to undergo evaluation of their teaching effectiveness in the same manner as regular faculty (cf. Section 2.7).

Employment rights, including tenure, reside at the institutional level subject to approval by the Board of Regents.

The university issues the appropriate official contract form approved by the Board of Regents of the University System of Georgia.

The administration is responsible for mailing contracts in a timely manner to the correct address for each faculty member. Members of the faculty are responsible for address changes that should be filed through the office of human resources. First year faculty shall receive a letter of appointment followed by a contract. The latter shall be issued upon the Board of Regents’ approval of the appointment.

Failure to sign and return annual contracts within the time period specified on the contract form may be construed as an abandonment of employment rights.

Candidates for all faculty and administrative positions must be located through a proper search procedure as defined in the approved monograph titled Recruitment Procedures: Administrators, Faculty, and Staff (January 20, 1995), which is on file in both the office of human resources and the office of the affirmative action officer. All searches for faculty and administrative staff must begin with the completion of an "Approval to Recruit" form available in the office of human resources. The purpose of this form is to allow prior administrative approval for all searches. Usually the search process will begin no later than October of any academic year and will be completed by May 30 of that academic year. The vice president for academic affairs will be responsible for the time frame of all faculty searches.

When a position becomes available in any academic department, the department chair must secure the permission of the president to initiate a search through normal channels. Once permission has been obtained, the department chair will identify a tenured member of the department, one holding senior academic rank, to serve as the chairperson of a search committee constituted of at least three additional departmental faculty and two students, the majority of whom are from the department. The department chair shall provide the names of the search committee members to all members of the faculty within the department. In the event that a department does not have any tenured faculty, the chairperson shall be selected from among the non-tenured faculty in at least the third year of employment. Other members of the search committee should be in at least the second year of appointment. In instances when a department consisting of fewer than five faculty members, the entire department (excluding those in the first year of appointment) augmented by three faculty members from within the college or division shall constitute the search committee. The committee, in consultation with the department chair, shall formulate a description of the position available. The description shall include: (1) the minimal academic credentials required, (2) the minimal experience required, (3) the probable appointment rank, (4) the duties, (5) the type of the contract (i.e., term or probationary), and (6) the salary range available for that position.

The description shall identify the application procedures and shall note that all application materials are to be submitted to the office of human resources for initial processing. Following the deadline for applications, the director of human resources shall forward all application packages to the chairperson of the search committee.

When the description of the position is complete, the chairperson of the search committee shall forward a copy of the description to the office of human resources, which shall be responsible for advertising copy including the equal employment opportunity and affirmative action notices required by state and federal law, and which shall then publish the notice of the vacancy in appropriate professional journals, The Chronicle of Higher Education, The Applicant Clearing House, and campus bulletin boards. The search committee must give final approval to the job description copy before publication.

When completed applications have been received and reviewed by the entire search committee, the committee shall determine which of the applicants to invite to campus for a personal interview and shall notify all applicants of their status in this regard. The minimum number of candidates to be interviewed for a single faculty position is three. The committee shall then schedule the necessary interviews, conducting them all within the same calendar week if at all possible. All interviews for faculty positions shall afford the departmental faculty the opportunity to meet with each of the applicants. The search committee should seek input from the faculty members individually and collectively regarding appraisal of the applicants. Applicants also should prepare and deliver a classroom presentation to students from the department. The search committee chairperson must afford students the opportunity to evaluate this presentation and report their evaluation to the search committee.

When the interviews are completed, the committee shall forward to the department chair its recommendation of three ranked nominees for the position in question. Should none of the interviewees prove acceptable to the committee, the committee shall declare the search null and void and shall begin the search process anew. In its report to the department chair, the committee shall indicate, in writing, its compliance with all affirmative action and equal employment opportunity guidelines and criteria. The department chair, in consultation with the members of the search committee shall select the best qualified candidate and forward a hiring recommendation which details starting salary, probationary credit toward tenure (if applicable) and rank to the dean. The department chair’s recommendation shall include the selected applicant’s entire application file and the reports of the actions of the search committee.

The chair of all faculty search committees shall be a tenured faculty member holding senior rank. All other members shall also be tenured. In departments without tenured faculty, the chair shall be a non-tenured faculty member in at least the third year of employment, and the committee members shall be non-tenured faculty in at least the second year of employment. In the case of departments with fewer than five faculty members, all members of the department, excluding those in the first year of appointment, shall serve on the search committee. Additionally, three faculty members from within the college shall serve. These additional faculty members must be tenured.

When an applicant has been selected by the department chair in consultation with the search committee, the department chair shall forward the individual’s name to the dean who shall, in turn, review the recommendation and forward a recommendation to the vice president for academic affairs.

The vice president for academic affairs shall forward a recommendation to the president for approval. Upon approval by the president, the vice president for academic affairs shall prepare and mail a letter offering a faculty position to the approved applicant. That letter shall specify the term of the anticipated contract, the rank, the salary, and the probationary credit toward tenure (if applicable). The letter shall also state the procedures and time frame for the applicant to respond to the offer of a position. Finally, the letter shall indicate that following acceptance of the position, the president will offer a contract pending approval by the chancellor and the Board of Regents.

If the president, the vice president for academic affairs, or the dean shall fail to approve the recommended candidate, the officer shall forward immediate notice to the department chair and the chair of the search committee. The department chair, in consultation with the members of the search committee, shall determine whether to recommend another candidate or to begin the search anew.

Upon signing the contract, the candidate shall be deemed an employee of the university, under the aegis of the Board of Regents, beginning in the academic year specified in the contract. Should the first nominee not accept the position, the vice president for academic affairs shall notify the president and the dean of that fact. The dean shall notify the department chair and the department chair, in consultation with the search committee shall determine whether to offer the position to another of the applicants or to being the search process anew. At no time shall any applicant not recommended by the search committee be offered a permanent position.

All new faculty members shall participate in the fall faculty institute. The vice president for academic affairs shall provide at least one session during that time to be designated exclusively for new faculty. New faculty will be given a copy of the faculty handbook; and the vice president will review that document with them.

Departments are responsible for developing a handbook for adjunct faculty. This responsibility may be delegated to area coordinators or a committee.

As a minimum, this handbook shall contain the following information: job description; paydays; college or division expectations concerning such matters as course outlines and syllabi, office hours, and administration of tests; record keeping; procedure for submitting grades; availability of secretarial assistance; availability of computer facilities; lab use and schedules; library use and hours; faculty identification cards; parking regulations; and institutional policy pertaining to rehiring and termination.

Savannah State University is an equal opportunity employer which assures that no person shall, on the grounds of race, creed, color, national origin, sex, age, or disability, be excluded from employment or participation in, be denied the benefits of, or otherwise be subjected to discrimination under any program or activity the institution conducts.

Savannah State University complies with all state and federal affirmative action guidelines and criteria in its employment and hiring procedures and practices.

Savannah State University subscribes to and adheres to the policies of the Board of Regents regarding the employment of persons related by family or marriage. Thus, for appointment and promotion, relationship by family or marriage shall constitute neither an advantage nor a disadvantage.

No individual shall be employed in a position which will result in the existence of a subordinate-superior relationship between such individual and any relative of such individual through any line of authority extending vertically through one or more organizational levels of supervision or management.

For the purposes of this policy, relatives are defined as husbands and wives, parents and children, brothers, sisters, and any in-laws of any of the foregoing.

These regulations do not apply to temporary or part-time employment of children under age twenty-five (25) or to any individual employed as of February 14, 1990, in such a position so that a relative then holds a superior position at least one level of supervision removed from such individual in any line of authority.

The Board of Regents may make exceptions upon the recommendation of the chancellor if these are clearly in the best interest of the institution and the university system.

The pre-employment file, consisting of the application for employment and all supporting documents, shall be kept in the office of the department chairperson of the department in which employment was sought. All files for both successful and unsuccessful applicants shall be so filed. The chairperson of each search committee will be responsible for assuring that these files are secure. After a period of three years, these files shall be destroyed.

Each individual's employment file will include employment and business matters. The former is understood to include salary, performance, position, and the like. The latter is understood to include travel vouchers and authorizations, reimbursement records, patent and royalty information pertaining to campus work, and the like.

The university will keep each employee's file pertaining to such matters as leave time, health, retirement, and insurance and beneficiaries, in the office of human resources.

The department chairs shall maintain routine professional files, including information about the faculty member's professional activities, publications, presentations, courses taught, evaluations, and other professional matters.

The vice president for academic affairs shall maintain as complete a file as possible on each faculty member's professional activity and performance. The file shall be understood to be each faculty member's official file; either the individual faculty member, the appropriate department chair, the appropriate dean, the vice president for academic affairs, or the president may insert information into this file. This file will also include the record of any action taken as the result of any grievance procedure in which the faculty member was either plaintiff or defendant.

Faculty members shall be notified whenever material of a derogatory nature is inserted in their file and shall be given the opportunity to respond. Their response shall be included in the file.

Public records (all documents, papers, letters, maps, books, tapes, photographs, or similar material prepared and maintained or received in the course of the operation of the university except those exempt by federal or state law) shall be open for personal inspection by any citizen of the state at a reasonable time and place; and those in charge of such records shall not refuse this privilege to any citizen.

The individual in control of such public records shall have a reasonable amount of time to determine whether or not the records requested are subject to access under this article. In no event shall this time exceed three business days (Article 4, Chapter 18 of Title 50 of the Official Code of Georgia Annotated). Requests for this information should be made to the keeper of university records.

During the course of a grievance hearing, all of the materials, including taped proceedings, shall be under the control of the chairperson of that hearing. When the hearing has reached some on-campus resolution, all hearing-related materials shall be placed on file in the office of the faculty secretary. Only those directly involved in a case, or their legal representatives, may have access to this information (except as provided for in section 2.6.3 above). The findings and action taken by the grievance committee shall be noted in the official files of the parties thereto, but all other materials shall be deposited as noted for a period of three years. The exception is cases involved in the appeal process. In these instances, the material shall be kept for a period of three years beyond the end of the appeal. These materials should be passed to the next duly elected faculty secretary.

Each faculty member shall be responsible for assembling a portfolio when applying for either promotion or tenure. Once decisions regarding such applications have been made, the action taken will be recorded in the applicant's official file, while the application portfolio will be returned to the applicant. The compilation of this file should begin at the date of employment.

The primary purpose of the evaluation of faculty performance is to improve the overall effectiveness of the faculty. The secondary purposes are to determine merit pay and to make promotion and tenure decisions. All faculty members will be evaluated annually by their department chairs or a peer as identified in Section 2.7.2. This evaluation will include at least one classroom observation. 

The evaluation of faculty shall include several areas, but the majority of weight shall be given to teaching effectiveness including ability, materials, presentation, classroom management, and out-of-class work with students. Student evaluation of an individual faculty member’s effectiveness will be included in this area also. Other criteria are professional development (which includes publication, research, academic honors and recognition, achievement of or work toward additional relevant academic degrees, and participation in conferences and meetings), and service to both the institution and the community. Faculty may choose to emphasize either the professional development area or the service area. This choice is to be indicated on a form submitted to the department chair at the beginning of the evaluation period.

The evaluation shall consist of a department chair evaluation, a student evaluation, and a peer evaluation, and shall include the following methods:

1. Faculty portfolio - Annually each faculty member will prepare supporting documents for the criteria identified above (2.7.1) and assemble these in a portfolio for submission to the department chair.
2. Classroom evaluation - Each year prior to March 1, the department chair will observe at least one complete class of each faculty member. Within one week of the visit, the department chair, dean, or director shall review with the faculty member his/her strengths and weaknesses in the classroom and make concrete suggestions for improving performance in those areas identified as weak. No later than three days after the evaluation conference, the faculty member shall forward to the evaluator a written growth plan addressing those areas identified as weak or needing improvement.
3. Student evaluation - A written system of faculty evaluation by students, with the improvement of teaching effectiveness as its primary goal, will be part of the overall evaluation of the faculty. By the fifth week of each semester (the fourth week for summer sessions and short courses), the vice president for academic affairs will distribute forms for the student evaluation of instruction. Faculty members will then administer the evaluation immediately following mid-semester examinations. Departments can devise a suitable method for administration that may include individual faculty members distributing the instrument to the class and a student collecting and submitting them to the department.

In order for the student evaluation of instruction to be used in meeting its primary goal, the vice president for academic affairs will distribute the results from the previous semester to the members of the faculty and their administrators. This is to be done by the first week of the semester or summer session immediately following each administration of the student evaluation of instruction. Information from the student evaluation shall be incorporated into the faculty member’s growth plan.

4. Peer evaluation - A system of peer evaluation, with improvement of teaching effectiveness as its goal, shall be conducted simultaneous to the department chair evaluation. The instrument shall be the same as that used by the department chair. The faculty member, with the approval of the department chair, may select from among his/her colleagues one faculty member (either within the discipline or outside of the discipline) to complete the peer review. This peer evaluator will observe one complete class conducted by the faculty member. Within one week of the visit, the peer evaluator shall review with the department chair and the faculty member his/her strengths and weaknesses in the classroom and concrete suggestions for improving identifiable areas of weakness. The results of the peer evaluation should be considered along with the department chair’s classroom evaluation, and may be modified to fit specific and unique need of different departments and disciplines.

The evaluation instrument is not to be regarded as a rigid measuring instrument, but simply an aid in the fair, impartial, and meaningful evaluation of the faculty member. The instrument shall be reviewed by the faculty every three years for reconsideration. The Faculty Affairs Committee shall be responsible for reconsidering the evaluation instrument.

The evaluation instrument is not to be regarded as a rigid measuring instrument, but simply an aid in the fair, impartial, and meaningful evaluation of the faculty member. The instrument shall be reviewed by the faculty every three years for reconsideration. The evaluation shall measure teaching effectiveness. The Faculty Affairs Committee shall be responsible for reconsidering the evaluation instrument.

Each faculty member is responsible for maintaining a current faculty portfolio with supporting documents attesting to his/her professional development and service to the institution and community. Documentation of teaching effectiveness should include the department chair’s evaluation and student evaluation.

It is the responsibility of the department chairs, deans, and directors to verify the contents of the portfolio. All documents included in the portfolio should be current. If the portfolio is to be submitted as part of an application for promotion and tenure, all documents should relate to the last five years of work. Each year faculty members should remove materials predating the five-year span.

Professional growth ought to be a constant concern of every faculty member. The university will facilitate professional growth as much as possible. Written, concrete growth plans ought to be formulated on a fairly long-range (two to three years) basis, and faculty members should be monitored and encouraged in pursuit of these plans.

Department chairs and students will evaluate adjunct faculty in the same manner as they evaluate full-time faculty. The department chair and the adjunct faculty member shall discuss this evaluation and use the results to improve the faculty member’s effectiveness in the classroom.

Faculty have the right and responsibility to evaluate administrators. The primary purpose of this evaluation is to improve each administrator’s performance of responsibilities specified in his/her job description. It will also provide a basis for support or termination of continued service in a particular administrative capacity.

Pre- and post-tenure review policies for Savannah State University are yet to be developed; however, such policies will conform to new system guidelines and will include the following:

1. Cumulative review for tenure track faculty (Pre-tenure review)
2. These procedures will be designed to provide promotion and tenure guidance to tenure track faculty prior to institutional decisions on promotion and tenure. An elected committee of tenured faculty will review the faculty member’s progress toward tenure and promotion after three years of service at the institution. Such reviews will give the faculty member a clear idea of the adequacy of progression toward the awards of promotion and tenure. The reviews will also provide the faculty member an opportunity to seek assistance, if necessary, from the department chair, the dean, and senior faculty members.
3. Cumulative review and development for tenured faculty (Post-tenure review)
4. These procedures will be designed to provide a review of continuing professional development of tenured faculty members. All units of the institution will conduct such reviews, and reviews will be conducted by tenured faculty members elected by all tenured faculty members within the unit. The post-tenure review will address cumulative accomplishments in teaching, research, and service, and will be designed to facilitate the long-term professional and intellectual growth of the tenured faculty member. These reviews will begin five years following the award of tenure and will be continued every five years thereafter.

Tenured faculty members or those on a tenure-track who have decided to resign at the end of their contract period shall give written notice of their intention to the president or to his/her authorized representative no later than October 15.

Regular faculty members and administrative officers employed at least one-half time are eligible for membership in the Teachers Retirement System of Georgia or Regents Retirement Plan. New faculty and administrative officers choose to become members of one of the system's approved optional retirement plans. Details are available in the office of human resources. The Age Discrimination in Employment Act eliminated the mandatory retirement age for faculty after December 31, 1993.

Faculty members who have decided to retire at the end of their contract period shall give written notice of their intentions to the president or his/her authorized representative no later than October 15.

Each year immediately preceding the expiration of a contract period, the president or his/her authorized representative, shall advise all non-tenured personnel employed under contract in writing whether a contract for the succeeding academic year will be offered to them. Such written notice shall be delivered by hand or certified mail, to be delivered to the addressee only, with receipt to show to whom and when delivered and the address where delivered.

Notice of the intention not to renew a non-tenured faculty member shall be furnished, in writing, according to the following schedule:

1. At least three months before the date of termination of an initial one-year contract;
2. At least six months before the date of termination of a second one-year contract;
3. At least nine months before the date of termination of a contract after two or more years of service to the institution.

Non-tenured faculty members and other non-tenured personnel employed under written contract shall be employed only for the term specified in their contract. Subsequent or future employment shall result solely from a separate offer and acceptance requisite to execution of a new and distinct contract.

The Board of Regents may exercise its authority to modify programs offered by the system generally or by various institutions of the system. Such modification may be a part of a change of institutional mission and may result in discontinuation of programs or reduction in size thereof. A program modification of such magnitude that requires the termination of tenured faculty members will be implemented only after completion of a study, with institutional administrative and faculty participation, by the chancellor's staff. The chancellor will report the results of that study to the Board of Regents along with recommended guidelines under which program modification will be affected.

The president may, at any time, remove any faculty member or other employee of the institution for cause, provided that the institution has complied with procedural due process requirements. Cause or grounds for dismissal from the university are the same as those set forth in the tenure regulations of the policies of the Board of Regents:

1. Conviction or admission of guilt of a felony or of a crime involving moral turpitude during the period of employment or prior thereto if the conviction or admission of guilt was willfully concealed;
2. Professional incompetence, neglect of duty, or default of academic integrity in teaching, research, or scholarship;
3. Unlawful manufacture, distribution, sale, use, or possession of marijuana, a controlled substance, or other illegal or dangerous drugs as defined by Georgia law; teaching or working under the influence of alcohol which interferes with the faculty member's performance of duty or his or her responsibilities to the institution or to his/her profession (Board Minutes, 1989-90, pp. 384-385);
4. Conviction or admission of guilt in a court proceeding of any criminal drug offense (BR minutes, 1989-90, pp. 384-385);
5. Physical or mental incompetence as determined by law or by a medical board of three or more licensed physicians and reviewed by the Faculty Affairs Committee;
6. False swearing with respect to official documents filed with the institution; and
7. Disruption of any teaching, research, administrative, disciplinary, public service, or other authorized activity;

This dismissal procedure shall apply only to the dismissal of a faculty member with tenure or a non-tenured faculty member before the end of the term specified in his/her contract. Whenever the words "president" or "administration" are used in these procedures, they shall be construed to include the designated representative of the president.

1. The president shall give the faculty member written notice of intention to dismiss, specifying the charges clearly, and proposing discussions between the faculty member and appropriate administrative officers looking toward a mutual settlement.
2. Pending a final decision on the case, the faculty member will be suspended or assigned to other duties, only if immediate harm to him/herself or others is threatened by his/her continuance.
3. When a mutual settlement is not reached, the faculty member has recourse to the Board of Review as provided for in the grievance procedure (cf. Section 2.19.1).

When a faculty member is charged with a violation of a state or federal law or is indicted for any such offense, a thorough review of the circumstances shall be carried out by the president and the chancellor.

In the event a faculty member is temporarily suspended, the administration shall immediately convene an ad hoc faculty committee or utilize the service of the Board of Review for the purpose of hearing an appeal by the faculty member. This committee shall be composed of tenured faculty and shall represent the various units equally. The appeal shall be submitted in writing in accordance with procedures to be established by the hearing committee, which shall render its decision within ten (10) days from the conclusion of the hearing. Thereafter, any further appeal by the faculty member shall be in accordance with the procedures set forth in Article IX of the Bylaws of the Board of Regents.

Faculty members may exercise their rights as citizens free from institutional censorship or discipline, but their special position in the community imposes special obligations. They should at all times exercise appropriate restraint and demonstrate respect for the opinions of others. They should make every effort to indicate that the opinions they express are personal and not institutional. They should refrain from involving the university in partisan politics, controversies, and harmful publicity.

Faculty members have the right to dissent in meetings. Their rights in this matter shall not be infringed upon (cf. Savannah State University Faculty Minutes, October 23, 1997).

Any faculty member whose published or presented work includes plagiarism, unacknowledged use of another’s work, or falsified or manipulated data shall be subject to immediate dismissal as provided in 2.9.5.

Savannah State University, through its sexual harassment policy, guarantees its employees and students an environment free from sexual harassment of any kind. Sexual harassment refers to behavior, either direct or indirect, which is not welcome, which is personally offensive, which debilitates morale, and which, therefore, interferes with the university’s effectiveness and mission. Consenting sexual relationships between faculty and students or between supervisors and subordinates, are actively discouraged and may be deemed sexual harassment. Sexual harassment is not tolerated at the institution (cf. Sexual Harassment Policy).

Savannah State University neither practices nor condones discrimination on the grounds of race, color, sex, sexual orientation, age, handicap, creed, or national origin.

It is Savannah State University policy not to discriminate against any employee or applicant for employment because he or she may have AIDS, is perceived to have AIDS, belongs to a group to be particularly susceptible to AIDS, is perceived to be particularly susceptible because he or she is related to or resides with someone who has AIDS, or has tested positive for the HTLV-III antibody.

Savannah State University is also committed to providing a safe work place for all employees that meets or exceeds federal, state, and local regulations. Every precaution will be taken to ensure that an employee's condition does not present a health and/or safety threat to other employees, to students, to patrons, or to the community. This policy applies to all areas of personnel administration including but not limited to hiring, job assignment, opportunities for training and development, pay, benefits, promotion and demotion, lay off and termination, ethics and standards of personal conduct.

The unlawful manufacture, distribution, sale, use, or possession of marijuana, a controlled substance or other illegal or dangerous drug as defined by Georgia law, the use of alcohol on college premises, or reporting to work under the influence of alcohol or illegal drugs is strictly prohibited. Violation of this policy will result in disciplinary action up to and including termination and may have legal consequences.

The university recognizes drug and alcohol abuse as a potential health, safety, and security problem that affects job performance, productivity, and quality of work. Employees needing help with alcohol and drug abuse problems are encouraged to use professional assistance as outlined in the university’s Alcohol and Drug Abuse Program Manuel. Conscientious efforts to receive treatment under a drug and education program will not be noted in any personnel record. Satisfactory completion of the program shall be a condition of retention of such an employee.

The president may, with the approval of the chancellor and the Board of Regents, grant leaves of absence, with or without pay, to members of the faculty or administrative staff. Leaves of absence of one semester or less, with or without pay, may be granted by the president, with notification to the chancellor. Such leaves may not be renewed or extended without the approval of the chancellor and the board. The requirement of continued service at the institution for a period of at least one year after the termination of the leave continues unabated (cf. Board Policy, Section 803.15).

In considering a request for leave with pay, the president should bear in mind that it is the policy of the board that such leave shall be granted only for the purposes of promoting scholarly work and encouraging professional development. The president should examine carefully the program or project on which the applicant for a leave proposes to work, and he should also consider the likelihood of the applicant's being able to accomplish the purposes for which leave is requested (cf. Board Policy, Section 803.15).

Institutions may grant educational leave without pay to full-time employees for periods not to exceed one year at a time for the purpose of encouraging professional development. Such approved leave shall allow the employee the right to elect to continue group insurance benefits with institutional participation (Board Policy, Section 800.0803).

Consistent with the leave policies above, the university may extend to a full-time, tenured faculty member leaves of less than one year in duration when the faculty member agrees to pursue a defined course of study which shall enhance the goals and purposes of the institution and which shall enable the faculty member to extend his area of expertise into a field of which the president has determined the university has need. Such mid-career adjustments ought to be carefully developed by the president through the advice and counsel of the president's cabinet and the chancellor and the Board of Regents (cf. Board Policy, Section 803.15).

A faculty member may initiate a request for leave by applying, in writing, to his/her department chairperson by October 15 of the academic year preceding the requested year of leave. For an educational leave, the request shall specify the course of study to be pursued, the institution where it will take place, and the purpose the faculty member hopes such a course of study will achieve. A copy of the letter of request shall also be transmitted to the chairperson of the Faculty Development Committee and to the dean of the appropriate school. The dean, as well as the department chair, shall forward to the Faculty Development Committee his/her affirmation of or opposition to the request, constructing a reasoned position in either case. The committee shall then deliberate the potential of the request, add a letter expressing either its support of or opposition to the request, and forward the set of letters to the vice president for academic affairs by March. The vice president's recommendation shall be transmitted to the president for his/her decision and for transmittal to the Board of Regents for approval. The president shall notify the faculty member of the granting or denying of the request by the Board of Regents. No leave may be taken without board approval.

Attendance at and participation in professional conferences and meetings of professional organizations is recognized as a major element in faculty development. All faculty members are encouraged to be regularly engaged in on-going scholarship and to participate in conferences whenever they are able.

Conferences, workshops, and seminars are also recognized as major resources in mid-career adjustment programs; and, when the institution has deemed such adjustments necessary, the university shall actively support faculty members who participate in such meetings as will broaden and enhance their areas of expertise.

The institution allows flexible scheduling of teaching in order to accommodate pursuing development activities. Department chairpersons and the departmental faculty should confer in mapping flexible scheduling.

The Office of Research and Sponsored Programs (ORSP) routinely gathers information on grants, contract, and foundation support and distributes this to faculty. ORSP staff will also assist faculty members in the pursuit of external funding (cf. Section 6.3).

Faculty and staff are eligible to apply for funds through the Georgia Faculty Incentive Program (GFIP). This program provides fellowship support at the University of Georgia for faculty and staff of units of the university system. Additional information on these programs is available in the office of the vice president for academic affairs.

The university system and Savannah State University encourage full-time faculty, staff, and administrators to participate in development activities and study by remitting or reimbursing tuition for those activities that have been authorized by the institution and are clearly related to the employee’s career. Full-time employees, who meet the applicable admission standards and have received appropriate prior authorization from the university, may register without tuition or fees for up to two academic credit courses per term on a space available basis at Savannah State University. Full-time faculty who have met applicable admission standards and received prior authorization from the university, may register for up to two academic credit courses per term at any other university system institution. Unless other arrangements have been made with the receiving institution, the employee will be reimbursed for tuition and fees by Savannah State University upon successful completion (a grade of C or better depending on course requirement to receive credit) of the course. If the course or program of study needed by the faculty member is not available at an institution within the university system, a full-time employee may be granted permission to register for courses offered by a private institution, a DTAE institution, or a private vendor. The employee will be reimbursed for tuition and fees by Savannah State University upon successful completion of the course.

Class attendance is required of students to ensure they will be exposed to the many classes, laboratories and related experiences that are provided for their benefit. It is recognized that extenuating circumstances may at times make it difficult for a student to attend every class meeting. Should a student be unable to attend a class, it is his/her responsibility to notify the professor of the reasons for such absences and to arrange to make up work if allowed. Faculty members have the right to lower a student's grades or award a failing grade if the number of absences exceeds the number of times that the class meets per week.

Each faculty member is responsible for maintaining an accurate record of student attendance and performance in class. Record books for this purpose are available in the departmental office; such records should be accessible to the department chairperson and/or duly constituted committees in the event of a grade review and/or conference. Electronic record keeping is an acceptable alternative. Faculty are expected to secure backup copies and to make information available on a disk if requested.

No faculty member is expected to tolerate rude, disrespectful, or disruptive behavior in class. A student behaving in such a manner may be dismissed from the class; and, if the behavior recurs, the name of the student may be deleted from the class roll, provided due process rights of the student are followed.

Students must be encouraged and expected to conduct themselves with respect for others (cf. Savannah State University’s Student Conduct Code).

Academic dishonesty on the part of students shall not be tolerated. Such behavior may result in disciplinary action, including suspension and dismissal. Acts of academic dishonesty include cheating and plagiarism; knowingly furnishing false information; forgery, alterations, or unauthorized use of university documents, records, identification, or property to gain an unentitled advantage; taking or attempting to take, steal or otherwise procure in an unauthorized manner any material pertaining to the conduct of a class, including but not limited to tests, examinations, laboratory equipment, and roll books; selling, giving, lending or otherwise furnishing to an unauthorized person material containing questions or answers to any examination scheduled to be given at a subsequent date in any course of study offered by the university; and submitting themes, essays, term papers, tests which include plagiarized materials without attribution of source.

Faculty should report, in writing, cases of academic dishonesty to the department chair and the vice president for academic affairs. The vice president shall then make the appropriate charge and submit it to the vice president for student affairs who shall then assure that the case follows the appropriate judicial proceedings as specified in the Student Conduct Code.

All students are required to participate in the advisement system at Savannah State University. Departments should monitor advisement records of each student and assign faculty advisors.

The students' course selections must be approved by their advisors as an integral part of the registration process. Students are responsible for fulfilling the requirements of their degree program and must observe all regulations for admission to courses, including meeting prerequisite requirements. Students are also responsible for ascertaining that their schedules are accurate.

The registrar’s office provides grade report sheets on which faculty must record final grades. These must be returned to the registrar’s office.

Faculty are responsible for the timely submission of final grade reports. Each instructor is responsible for submitting a copy of the grade report form to his or her departmental office. Faculty should keep all grades confidential.

Class rolls are issued by the registrar. In order for a student to be considered a member of a class, his or her name must appear on that class roll.

When a student's name does not appear on a class roll, the instructor should receive evidence (either a registration form with the cashier's stamp, or a drop and add form indicating the appropriate computer sort number and stamped by the cashier and the registrar) from the student that he/she did register for the course. Professors are responsible for assuring that students are properly registered. Students whose names do not appear on the official roll should not be allowed to remain in class.

At mid-semester, the registrar must provide faculty members with a correct class roll that reflects all student schedule adjustments. Faculty members must not allow students whose names do not appear on the roll to remain in class.

A normal teaching load for the academic year of two semesters is twenty-four (24) hours, or an average of twelve (12) hours per semester. When possible, this load will include no more than two separate preparations.

Laboratory activity that is a regularly scheduled component of a course shall be counted on the basis of two clock hours as the equivalent of one semester hour.

Faculty members who, for whatever reasons, teach more than the normal load in any academic year, shall be compensated for the overload on a per course basis. All compensation in addition to that specified in one's contract must receive prior approval from the chancellor.

All faculty members are expected to perform conscientiously on whatever department, college or university committees to which they are appointed or elected.

The university shall support and encourage all faculty in research appropriate to their areas of academic expertise and will facilitate the process as much as possible (cf. Section 6.3).

Faculty members have the responsibility for curriculum development. This process--whether involving the development of new courses or new programs, the establishment of new requirements, the deletion of courses, programs, or requirements, or the modification of current courses, programs, or requirements--should ordinarily originate at the departmental level where expertise in subject area is found. While it may result from forces external to the department, curriculum development remains a departmental responsibility. The colleges can, of course, mandate a curriculum review at regular intervals. Such a review may or may not result in significant revamping of offerings. Major changes in any proposal that has been advanced should be the responsibility of the originating department. The faculty approve or reject these proposals as appropriate to the university’s mission and as effective use of its resources. The faculty shall not substantially alter proposals that have come through the development process.

The procedure shall be as follows:

1. Suggestions for changes are referred to a departmental committee or a departmental committee is appointed to evaluate current curriculum and suggest changes.
2. Departmental faculty vote on the proposed changes. If adopted, these are sent to the curriculum review committee of the college.
3. The curriculum review committee examines the proposed changes and approves or rejects them. If approved, the proposal then is presented to the faculty of the college for adoption. If disapproved, the proposal is returned to the department for revision and re-submission if the department so desires. The college curriculum committee may make suggestions regarding revision but not substantive changes to the proposal.
4. The faculty of the college vote on adoption of the proposed changes. If approved, the proposal then is sent to the Curriculum and New Programs Committee of the Faculty Senate. If disapproved, the proposal is returned to the department for revision and re-submission if the department so desires. Members of the committee may make suggestions regarding revision but not substantive changes to the proposal.
5. The Curriculum and New Programs Committee votes on the proposed changes. If approved, the proposal then is presented to the faculty senate for acceptance. If disapproved, the proposal is returned to the department for revision and re-submission if the department so desires. The committee may make suggestions regarding revision but not substantive changes to the proposal.
6. The faculty senate considers the proposal and accepts or rejects it. If approved, those proposals needing approval by the Board of Regents then go to the offices of the vice president for academic affairs and the president for forwarding to the chancellor’s office (Board Policy, Section 305.02). The vice president shall keep the faculty apprized of the status of each proposal. If the proposal is rejected, it goes back to the department for revision and re-submission if desired. The faculty senate may make suggestions regarding revision but not substantive changes to the proposal.
7. If the chancellor’s office returns proposals with a request for revision, the proposal shall be returned to the departmental curriculum committee for re-examination. The proposal need not go through the entire approval process again. Revised proposals shall be sent to the president’s office and then returned to the chancellor’s office.

Changes in course name, course content, program requirements that do not exceed system guidelines, and deletion or creation of courses require faculty approval only. Creation of new programs requires faculty and board approval.

Faculty are responsible for developing the core curriculum within the guidelines specified by the Board of Regents (cf. Board Policy, Section 303.01). Changes in core curriculum may originate in departments or colleges. The Curriculum and New Programs Committee of the faculty senate shall then examine these. If approved by the committee, they are presented to the faculty senate. If approved there, they are forwarded to the president and ultimately to the chancellor’s office.

All employees of the university should avoid actual or apparent conflict of interest between university obligations and outside activities (cf. Board Policy, Section 802.16).

1. Employees shall not engage in any occupation, pursuit, or endeavor which will interfere with the regular and punctual discharge of official duties.
2. All full-time faculty, administrators, and other professional staff members are expected to give full professional effort to their assignments of teaching, research, and service.
3. Professional employees are encouraged to participate in professional activity that does not interfere with the regular and punctual discharge of official duties provided the activity meets one of the following criteria: (1) is a means of personal professional development; (2) serves the community, state or nation; or (3) is consistent with the objectives of the university.
4. For all activities, except single-occasion activities, employees shall report in writing through official channels the proposed arrangements and secure the approval of the president or his designee prior to engaging in the activities. Such activities include consulting, teaching, speaking, and participating in business or service enterprises.

As teaching, research and public service are the primary responsibilities of faculty members, the institution considers it reasonable and desirable for faculty members to engage in consulting activities. For purposes of this policy, these are defined as any additional activity, professional in nature, beyond duties assigned by the institution, for which the individual receives additional compensation during the contract year. Fiscal year faculty and professional employees may not consult for pay without first taking vacation leave (cf. Board Policy, Section 802.16).

Faculty using university space and facilities for their consulting work must develop and present for prior approval a plan for compensating the state.

Faculty members are expected to maintain regular, convenient office hours in order to be accessible to their students. The interaction of faculty and students outside the classroom is an important part of the instructional program of the university. Office hours should be ten (10) hours per week, with hours preferably scheduled every day that the professor has classes.

Faculty members are expected to advise students regarding their academic programs. Normally department chairpersons will assign advisors to students entering the university and declaring a major. The faculty view academic advising as essential for successful completion of an academic program. Students, however, must take the responsibility for obtaining academic advisement from their advisors prior to registration each semester. Students required to take learning support courses must be advised by learning support faculty. Students who have not declared a major should also be advised by learning support.

The institution offers a minority advisement program.

The university does not provide academic regalia to faculty members. If necessary, faculty can arrange rental of regalia through the university bookstore.

Generally, the faculty are required to wear regalia for graduation ceremonies at the end of the spring and fall semesters, the Honors Convocation ceremonies during the spring semester and the Founders Day Convocation in the fall semester.

The university provides faculty members with an office equipped with standard furniture and a telephone. Equipment in the office is the property of the university. Faculty should clearly mark personal possessions.

The name, Savannah State University, is the exclusive property of the institution and, consequently, should not be used in support of claims or advertisements by any outside organization without permission of the president. Research grants from commercial concerns are given in accordance with a memorandum of understanding that states that the name of the university or any of its departments shall not be used in connection with advertising except by permission.

University stationery may be used only for official university business. No report or statement relating to private consulting or other services may use the name of Savannah State University or be attributed to it. The use of official titles for personal gain or publicity is not appropriate procedure.

Faculty members are encouraged to pursue professional research and study. When possible, university resources may be used for faculty research, and class schedules can be arranged to facilitate research and professional development activities (cf. Section 6.3).

Staff in the Office of Research and Sponsored Programs (ORSP) will assist faculty research efforts.

The Board of Regents has developed patent and copyright policies which assure that the rights of faculty and the University System of Georgia are protected in the event that patentable inventions or copyrighted materials are developed through research activities of faculty and other employees (cf. Board Policy, Sections 603-604). These policies are described more fully in Section 6.5 of this handbook. The Faculty Development Committee is responsible for developing the university’s patent and copyright policies (cf. Section 1.10.3.9).

The development of a human and animal subjects policy that is in compliance with federal, state, and local guidelines is the responsibility of the office of research and sponsored programs. A copy of this policy is available through ORSP (cf. Sections 6.4.1 and 6.4.3).

The university requires that faculty and staff who order hazardous materials or dispose of hazardous waste first notify the office of logistical services for assistance. Staff of this office will ensure the protection of both human health and the environment and will ensure institutional compliance with federal, state, and local statutes and regulations.

The Institutional Biosafety Committee (IBC) reviews and approves all requests to use biohazardous chemicals and materials in research, approves handling and waste disposal protocols, and assesses risks to laboratory workers (cf. Section 6.4.2).

Smoking is prohibited in all campus buildings. Smoking is permitted outdoors. All faculty members are expected to observe this regulation for the safety and health of other faculty.

The following twelve (12) official university holidays have been established for each calendar year:

New Year's Eve

New Year's Day

Martin Luther King, Jr.'s Birthday

Good Friday

Independence Day

Labor Day

Memorial Day

Thanksgiving Day

Friday after Thanksgiving

Christmas Eve

Christmas Day

Day after Christmas

On these holidays the university will be closed.

Sick leave shall be accumulated at the rate of one working day per calendar month of service. Sick leave may be granted at the discretion of the university for the following reasons:

1. Illness or injury of the employee.
2. Medical and dental treatment or consultation.
3. Quarantine due to a contagious illness in the employee's household.
4. Illness, injury, or death in the employee's family requiring the employee's presence.

Faculty claiming sick leave for a continuous period in excess of one week should submit a physician’s statement in order to claim further sick leave benefits.

A terminating employee shall not accumulate sick leave or be entitled to receive sick pay after the last working day of his or her employment.

Faculty and administrators with faculty status may use up to five (5) days of earned sick leave per calendar year for personal reasons or for an emergency which prevents the employee from performing assigned duties. The use of personal leave in excess of five (5) days must be submitted to the department chairperson, dean or director, and vice president thirty (30) days in advance, except in cases of an emergency. Non-emergency requests for personal leave of five (5) days or more shall be subject to the consideration of maintaining scheduled classes and efficiency of operations.

Faculty requesting this leave should complete the appropriate leave request form.

For the purpose of this policy, ordered military duty shall mean any military duty performed in the service of the State of Georgia or the United States, including but not limited to service schools conducted by the armed forces of the United States. Such duty, performed for a period or periods not exceeding a total of thirty (30) days in any one calendar year, shall be deemed "ordered military duty" regardless of whether the orders are issued with the consent of the employee.

Full-time employees shall be entitled to leave with pay while engaged in the performance of military duty, and while going to and returning from such duty, not to exceed a total of eighteen (18) work days in any one calendar year and not exceeding eighteen (18) work days in any one continuous period of absence.

Notwithstanding the foregoing leave limitations of eighteen (18) days, in the event the governor declares an emergency and orders an employee to active duty as a member of the National Guard, such employee while performing this duty shall be paid his or her salary or other compensation for a period not exceeding thirty (30) days in any one calendar year and not exceeding thirty (30) days in any one continuous period of such active duty service.

After an employee has exhausted his or her paid military leave, an institution may pay the employee for his or her accumulated annual leave.

Court duty leave with pay shall be granted regular employees for the purpose of serving on a jury or as a witness. Such leave shall be granted upon presentation of official orders from the appropriate court.

In the event of a death in the family, sick leave with pay may be authorized up to a maximum of four (4) working days. Immediate family for this policy is defined as spouse, parent, parent-in-law, brother, sister, child, step child, son-in-law, daughter-in-law, grand parent, grand child, foster parent, or legal guardian.

Pregnancy shall be considered as any other disability, and appropriate sick leave provisions of these policies shall apply.

At the discretion of the president and with the approval of the chancellor and the Board of Regents, personal / professional leave of absence with or without pay for a period not to exceed one year may be approved. Such leaves may be granted for study, research, scholarly and creative activity, instructional improvement, retraining or other related activity as permitted. Before being granted a leave with pay, the faculty member will have agreed to the stipulations below:

1. For a leave with pay of less than a year, he or she will return to the institution at the termination of the leave for a period of at least one year.
2. For a one-year leave with pay, he or she will return to the institution at the termination of the leave for a period of at least two years.
3. If he or she does not return to the institution for the full amount of time specified in the agreement, he or she will reimburse the institution for the amount of compensation received while on leave, as well as any other expenses paid by the University System of Georgia during the leave.

During this personal leave, the employee may elect to continue group insurance benefits.

The FICA-Social Security Act applies to all employees of Savannah State University except those specifically excluded under the agreements with the employee’s retirement system of Georgia providing coverage. There shall be withheld from any salary or compensation due any employee a percentage of salary, wage, or compensation required to be withheld by the Act. Savannah State University, the employer, will make an equal percentage contribution of the salary, wage, or compensation.

TEACHERS RETIREMENT SYSTEM OF GEORGIA (TRS) - All employees of Savannah State University who are employed one-half time or more are required to be members of the Teachers Retirement System of Georgia or one of the available optional retirement programs. Members of the teachers retirement system currently contribute 5% of their gross salary to the system by payroll deduction. In addition, the employer contributes 13.63% of each member's gross salary. If a member ceases employment before becoming eligible for retirement benefits, all of the employee's contributions and earned interest will be returned upon application by the employee. Members become eligible to retire with benefits at any age with 30 or more years of creditable service, or at age 60 with 10 or more years of creditable service.

OPTIONAL RETIREMENT SYSTEMS - Employees may be members of the optional retirement systems TIAA/CREF and VALIC.

WORKERS’ COMPENSATION - Employees are covered by the provisions of the Georgia Workers’ Compensation Act in the event they are accidentally injured on the job; benefits are determined by the State Board of Workers’ Compensation. Savannah State University pays the entire cost of workers’ compensation.

Any injury received on the job, no matter how slight, must be reported immediately to the supervisor. The Supervisor’s Report of Injury is to be completed and submitted to the office of human resources without delay. If an accident occurs which requires emergency treatment, personnel in the office of campus security must be contacted immediately for assistance. For treatment of all injuries on the job, the employee must go to one of the doctors listed on the workers’ compensation panel list.

GROUP LIFE INSURANCE - Group life insurance, with accidental death and dismemberment coverage, shall be made available to regular employees who work one-half time or more. The university system, as employer, shall pay the premium of a basic $25,000 life insurance policy.

PROFESSIONAL LIABILITY - Savannah State University and the Board of Regents participate in a program of self-insurance whereby employees of the university and the board are insured against losses incurred and arising out of, or in the course of their employment.

SUPPLEMENTAL LIFE INSURANCE - An employee can choose to have supplemental life insurance coverage equal to his or her pay, rounded up to the next $1,000, then multiplied by one, two or three. When salary changes, insurance coverage will change. The employee pays the premiums due for supplemental coverage. These premiums are based on age. At age 67, supplemental life insurance coverage and premiums are reduced to 65%, and at age 70, they are reduced to 50% with a maximum of $40,000.

DEPENDENT LIFE INSURANCE - Dependent life insurance is equal to $10,000 for spouses and children between the ages of six months and 19 years, or between the ages of 19 and 25 years if they are unmarried, full-time students. Children at least two weeks old but less than six months old may be insured for $2,000. Employees pay the total premium for dependent coverage. After a covered employee’s death, a spouse may retain life insurance coverage until his or her remarriage.

GROUP HEALTH INSURANCE - Hospitalization, surgical, medical, and, sometimes, dental benefits are made available to regular employees of the university working one-half time or more. This insurance is currently available through Blue Cross / Blue Shield. Benefits are also available to dependents of the same employees. The university shall pay that portion of the cost of such insurance as shall be designated from time to time by the board. Employees who do not subscribe to the plan within 31 days after employment are required to wait until the annual enrollment period before coverage can be obtained. Coverage will then begin the next January 1. Health and dental benefits may be carried into retirement at the same premiums. Disabled and retired employees remain eligible for group health insurance. Dependents of deceased employees, retirees, or disabled employees, except in the case of spouses who remarry, remain eligible also.

Signing a Section 125 Authorization Form allows the university payroll clerk to deduct premiums on health, dental, life, and supplemental life (not dependent life) from the employee’s gross salary, thus providing a pre-tax option. Employees interested in establishing a dependent care or medical expenses flexible account should contact the office of human resources.

The university has an arrangement with St. Joseph’s/Candler Hospitals to waive the deductible and co-insurance portion of the hospital bill. The office of human resources also offers a list of preferred providers (doctors and dentists who require no payment in advance other than the 20% co-insurance). Former employees will be offered, upon clearance by the office of human resources, the option to accept COBRA health insurance.

FREE COURSE ENROLLMENT-- Full-time faculty members may enroll in two courses per semester without payment of fees or with tuition reimbursement, providing they have met admission standards and have received prior permission (cf. Section 2.11.7).

TAX SHELTERED ANNUITIES -- The university offers tax sheltered annuity plans under the provisions of the 1954 Federal Internal Revenue Code, Section 403 (b).

STATE DEFERRED COMPENSATION PROGRAM - The university offers investment options under the State of Georgia Deferred Compensation Program established under authority of Section 457 of the Internal Revenue Code.

Savannah State University is an equal employment opportunity institution. The institution’s policy is that all recruiting, hiring, and promotion in all categories will be accomplished without regard to race, creed, color, national origin, sex, sexual orientation, handicap, or age. All personnel policies and employees benefits will be administered in a nondiscriminatory manner. As a part of this policy, an equal employment opportunity/affirmative action office is maintained on campus.

Faculty members with an academic year contract will be paid during the period of September through June. Payday is normally the last working day of the month except during the months of November, December and June.

Faculty members with a fiscal year contract will be paid during the period July through June. Payday is normally the last working day of the month.

Faculty members employed during the summer session will be paid on designated dates in July and August.

Retired professors cannot work at the university without prior approval of the Board of Regents. In no case shall retirement benefits plus compensation for current work exceed the earnings at the time of retirement.

The university considers the acceptance and settlement of just and honest debts to be a mark of personal responsibility. Counseling will be provided for those who fail to meet their personal financial obligations. After an employee receives counseling, repeated instances of default shall be considered sufficient grounds to terminate for cause.

The university may withhold paychecks or deduct from paychecks amounts owed by employees for any fine, fee, penalty, or other financial obligation to the institution.

The grievance committee at Savannah State University shall be known as the Board of Review.

The Board of Review is established to provide a means to hear the complaints of university employees (faculty members and classified personnel) who have exhausted normal channels, as defined herein, but who have not received satisfaction in the resolution of a grievance. Prior to filing a complaint with the Board of Review, as provided in Section 2.19.4 below, an aggrieved employee shall have attempted, through normal channels, that is, by appeal to administrative officers through and including one level of authority higher than the grievant's immediate supervisor, to resolve satisfactorily the grievance.

The Board of Review shall have jurisdiction to consider grievances of any faculty