1.18 Miscellaneous Academic Affairs Policies
1.18-1 Disabled Veterans and Vietnam Era Veterans§
The University of Georgia is a government contractor subject to Section 402 of the Vietnam Era Veterans Readjustment Act of 1974 which requires contractors to apply affirmative action guidelines to the employment and advancement of Vietnam era veterans and qualified disabled veterans. For details regarding this policy, see the following URL: http://eoo.uga.edu/veteran-resources.
- Equal Opportunity Office, February 8, 2011
1.18-2 Bearing Cost of Lawsuit Defending Promotion, Tenure Decision§
The Professional Liability Fund will bear the costs of the attorneys’ fees to defend a faculty member who becomes the object of a suit as a result of decisions on promotion and tenure.
- Vice Chancellor for Fiscal Affairs, June 30, 2008
1.18-3 Justifying Late Recommendations of Appointments§
Deleted April 17, 2019.
1.18-4 Employee Right-to-Know Act Training§
- Georgia’s “Public Employee Hazardous Chemical Protection and Right-To-Know Act of 1988” requires that public employees be informed about the effects of chemicals to which they may be exposed in their work places.
- All employees must receive basic hazards training. All newly hired employees will be required to attend the basic hazard training as part of New Employee Orientation.
- Those UGA employees who are exposed to hazardous chemicals during the normal course of their employment must be provided with additional training called chemical-specific right to know training.
- Deans and directors shall ensure that all necessary hazardous chemical documentation, personal protective equipment, and all appropriate right-to-know training is provided for all their employees.
- Senior Vice President for Finance and Administration (previously VP for Business and Finance), October 16, 1989, July 14, 2005
- Right to Know Website, Environmental Safety Division
- Hazardous Chemical Protection Communication (Right to Know) Plan, Revised September 2000
1.18-5 Immigration Reform and Control Act of 1986§
See 1.18-7 General Criteria for Employment for Employment Eligibility Verification (I-9).
1.18-6 Employment of Relatives§
No individual shall be employed (in a full-time, part-time, temporary, or student worker position) in a school, college, department or unit 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. For the purposes of this policy, relatives are defined as husbands and wives, parents and children, brothers, sisters, and any in-laws of the foregoing. As used herein, "line of authority" shall mean authority extending vertically through one or more organizational levels of supervision or management. To comply with required internal controls, department heads are responsible for ensuring relatives (as defined above) do not control the scheduling, timekeeping, or other payroll functions for employees in this category
- Any individual employed as of February 14, 1990, at any institution where a relative of such individual then holds a superior position at least one level of supervision removed from such individual in any line of authority; or
- Exceptions approved by the Board of Regents upon recommendation of the Chancellor as being clearly in the best interest of the Institution and the University System.
- Any employee hired after 2/1/2015 into a school, college, department or unit in which any other relative is already employed shall require approval by the Senior Vice President for Academic Affairs and Provost, or other appropriate Vice President.
- Office of the Senior Vice President for Academic Affairs and Provost
- Board of Regents Policy Manual, § 8.2.3
1.18-7 General Criteria for Employment§
See Human Resources Policies and Procedures for general criteria for employment including Background Investigations, Employment Eligibility Verification (I-9), Security Questionnaire, Loyalty Oath, Intellectual Property Agreement, Tax Forms, membership in Teachers Retirement System, and New Employee Orientation.
1.18-8 Appointment of Non-Tenure Track Personnel§
Institutions of the University System are authorized to establish professional positions designated as non-tenure track positions.
Each institution shall prepare annually, along with its budget, a list of positions so designated for submission to and approval by the Chancellor. Subsequent requests for such designations submitted during the budget year must also be approved by the Chancellor or his/her designee. Positions designated as non-tenure track positions or as tenure track positions may be converted to the other type only with approval by the President. (BoR Minutes, August 2007)
Non-tenure track positions may be established for full-time professional personnel employed in administrative positions or to staff research, technical, special, career, and public service programs or programs which are anticipated to have a limited life span or which are funded, fully or partially, through non-System sources. There shall be no maximum time limitation for service in positions in this category.
The following provisions shall apply to all non-tenure track professional personnel:
Individuals 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, except for lecturers and senior lecturers.
Notice of intention to renew or not to renew contracts of non-tenure track personnel who have been awarded academic rank (Instructor, Assistant Professor, Associate Professor, Professor) shall follow the schedule required for tenure track personnel. This schedule of notification shall not apply to other professional personnel.
Individuals employed in non-tenure track positions may apply, on an equal basis with other candidates for tenure track positions which may become available.
The transfer of individuals from tenure-track positions to non-tenure track positions shall be effected on a voluntary basis only. (BR Minutes, 1982-83, pp. 255-256)
1.18-9 Cash Awards to Non-Faculty from UGA Foundation or Arch Foundation Funds§
1.18-10 Use of Secretarial Time§
1.18-11 Research Involving Sperm Whale Myoglobin§
1.18-12 Research Utilizing UGA Faculty, Students, or Related Generated Records for Data Collection§
If an activity that meets the regulatory definition of human subjects research (as defined in 45 CFR 46.102) involves the participation of UGA faculty and/or students, or the use/access of their individually-identifiable private records, both UGA and non-UGA researchers must provide evidence of review and approval by an Institutional Review Board, and if applicable, an authorization or permission from the department in which research participant recruitment or data collection will take place.
- Human Subjects Office Director and Vice President for Research, February 2, 2012
1.18-13 Responsible Conduct in Research and Scholarship§
- Office of the Vice President for Research
1.18-14 Work Loads, Course Loads, and Compensation for Graduate Assistants§
For information, visit: http://grad.uga.edu/index.php/current-students/policies-procedures/academics/.
1.18-15 Auditing of Classes by Employees§
See Employee Auditing of Classes at the Finance and Administration Policy Library.
1.18-16 Code of Ethics for Government Service§
See Board of Regents Policy, 8.2.20, University System of Georgia Ethics for details.
1.18-17 Management of AIDS-related Concerns§
1.18-18 Elective Political Office§
As responsible and interested citizens in a democratic society, employees of the University System are encouraged to fulfill their civic obligations and otherwise engage in the normal political processes of society. Nevertheless it is inappropriate for System personnel to manage or enter political campaigns while on duty to perform services for the System or to hold elective political office at the state or federal level while employed by the System. Therefore, the following policies governing political activities are hereby adopted:
Employees may not manage or take an active part in a political campaign which interferes with the performance of duties or services for which he or she receives compensation from the System.
Employees may not hold elective political office at the state or federal level.
Employees seeking elective political office at the state or federal level must first request a leave of absence without pay beginning prior to qualification as a candidate in a primary or general election and ending after the general or final election. If elected to state or federal office such person must resign prior to assuming office.
Employees may seek and hold elective office at other than the state or federal level, or appointive office, when such candidacy for or holding of the office does not conflict or interfere with the employee’s duties and responsibilities to the institution or the System.
1.18-21 Curriculum Development Fund§
1.18-22 Sales of Complimentary Examination Copies of Textbooks§
1.18-23 Instructional Responsibilities Policy (for Graduate Assistants)§
University and Regents’ policies require that all new graduate teaching and laboratory assistants receive support for their instructional roles. Departments are encouraged to develop discipline-specific support for the pedagogical development of graduate assistants in preparation for their instructional responsibilities at UGA and future careers.
For policies regarding screening, training, and instructional support for graduate assistants, please see the following URL: http://ctl.uga.edu/pages/ta-policy.
- Center for Teaching and Learning