Jul 13, 2024  
2024-2025 Undergraduate & Graduate Catalog 
    
2024-2025 Undergraduate & Graduate Catalog

Chapter 4: Faculty Compensation, Workload, Benefits, Awards and Personnel and Other Policies


 

 

Compensation for Faculty

BOR II-1.21

In the matter of compensation for faculty, Salisbury University operates under USM BOR Policy II-1.21.

 

Compensation during special sessions:

For all special session offerings, there is a two-course maximum per session for any faculty member.

Faculty salaries during special sessions are determined according to instructional principles related to class size.

a. Because the amount of material that must be covered and student work that must be evaluated in a shortened multi-week period, the class limit for a “typical” lecture/ discussion course should be equivalent to established limits for the same course during fall/spring offerings.  Once a course has been selected by the department chair and approved by the respective dean for inclusion in the winter and summer terms, it will be offered unless it enrolls fewer than nine undergraduate or seven graduate students.  The course will then only be canceled if the instructor agrees to the cancellation.

         b. When determining the amount of an instructor’s salary, the following guidelines will be used:

  1. Undergraduate-only courses through FY25:
  • For the first ten students, the instructor will be paid $613/student for a four-credit course (approximately $153/student/credit hour).
  • For enrollments of eleven or greater, the instructor will receive an additional $128/student for a four-credit course ($32/student/credit hour).
  • Contact hours are compensated at 12/14ths of the corresponding pay for credit hours.
  • Tuition-waiver students are included in course enrollments.
  • For the current undergraduate pay scale please refer to the academic affairs webpage.

           2. Graduate-only course:

  3. Combined undergraduate and graduate courses: The compensation will first be calculated by taking the difference between the undergraduate and graduate        pay schedules as defined above.

  • This difference will then be multiplied by the fractional relationship between the number of graduate students and the total course enrollment.
  • After calculating the fractional component, that amount will be added to the compensation at the undergraduate level for the course.

  4. Specialty Courses (Includes student teaching, internships, etc.)

  • Compensation will be based on guidelines established at the department and/or school level.
  • All salaries will be determined after the end of the drop/add period. 

 

Beginning in Fall 2024, compensation for special session instruction will undergo a biennial review through the Provost’s Office. This report will be shared with Faculty Senate by September 15 of that corresponding year. In addition to any cost-of-living adjustment considerations, the report will include a comparative assessment of special session compensation at other institutions within the University System of Maryland to ensure that our compensation policies remain competitive and aligned with our peers in the USM. Furthermore, the report will provide information on enrollment patterns and prioritization of courses that are most needed to support degree completion for current students.

 

Faculty Benefits

See Salisbury University’s Overview of Benefits for Tenure-Track Faculty for up-to-date information on the range of benefits available to tenure-track/tenured faculty and HR’s Benefits webpage for information on benefits available to Full-time Non-Tenure Track Faculty.

Salary Disclosure

As a state institution, an individual’s gross salary is public information and may be released by the Office of Human Resources for general distribution on request. This is accomplished by completing a SU Salary Information Request form available in Human Resources. Data will be provided to the individual requesting the information within 30 days. A fee will not be charged for the first two hours needed to compile data by Human Resources and Information Technology, after which a charge of $35.00 per hour will be made. There is also a fee of .15 cents per page for all material provided. Salary data are also available at no charge in the library.

Faculty Workload and Responsibilities

BOR II-1.25

In the matter of faculty workload and responsibilities, Salisbury University operates under USM BOR Policy II-1.25. 

I.     Purposes

The purposes of the Salisbury University Policy on Faculty Workload and Responsibilities are to promote optimal performance by faculty in meeting the needs and expectations of students and other clienteles and to provide mechanisms that will ensure public accountability for that performance.  Faculty at the University are the primary performers of instruction, research/scholarship and service, and the University encourages and supports faculty in applying their creativity, ingenuity, initiative, knowledge, experience and professional skills in performing many diverse functions in these areas.  The University also expects that faculty will meet their responsibilities in these areas independently and in full accord with both institutional expectations and established tenets of academic freedom.

This policy reflects Salisbury University’s affirmation that teaching is at the heart of university life and that teaching effectiveness is the paramount consideration in faculty tenure, promotion and merit.  It also reflects the University’s affirmation that research, scholarship and creativity, and service are fundamental to University life and are key criteria in faculty tenure, promotion and merit.  This policy is consistent with the USM Policy on Faculty Workload and Responsibilities.

 

II.    Application

This policy applies to the following categories of faculty at Salisbury University:

  1. All persons holding tenured and tenure-track positions who are classified as faculty (instructional, research, and public service) and so reported to the Maryland Higher Education Commission through the Employee Data System.
  2. All persons who, regardless of occupational classification, hold faculty rank and perform administrative duties at the level of academic department or equivalent academic unit, including chairs, associate chairs, program directors, etc.
  3. All persons who, while neither tenured nor on tenure-track, are employed full time at the University, are classified as instructional faculty and so reported to the Maryland Higher Education Commission through the Employee Data System.
  4. All persons who, while neither tenured nor on tenure track, are employed full time by the University, are classified as research faculty and so reported to the Maryland Higher Education Commission through the Employee Data System, and whose salaries are supported, in whole or in part, by state funds.

This policy does not apply to individuals who hold faculty rank but who are assigned to administrative duties outside the department or equivalent academic units, for example, deans, Provost, President, etc.; nor does it apply to individuals who are classified as research faculty but whose salary is fully supported by non-state funds, e.g., federal research grants; nor does it apply to library faculty, e.g., Librarians I, II, III, IV.

 

III.  Responsibilities

This policy is implemented by faculty, chairs, directors, and unit deans in the following manner:

A.    Prior to the beginning of each academic year, department chairs determine in consultation with each department faculty member the faculty member’s workload and responsibilities for the upcoming fall and spring semesters. 

B.    At the end of each academic year, faculty record their service and research activities in a faculty extra-instructional report.

C.    Each semester, departments and programs submit reports of faculty with reassigned time for administrative responsibilities, externally funded activities, research and other scholarship, or other releases from standard workload.

D.    In the spring of each year, department chairs conduct evaluations of each faculty member’s performance for the academic year.  Department chairs provide this information to their school deans.

 

IV.  Standard Workload Expectations

  1. The standard workload and responsibilities expectations for tenured and tenure track faculty at Salisbury University are as follows:

 

 

 

Teaching

Research/Scholarship   

   Service

Percent of Effort    

65-77 (7-8 three-credit Course Units/Year)   

15-25

5-15

 

And the standard workload and responsibilities expectations for full-time non-tenure track faculty at Salisbury University are:

 

 

 

Teaching

Research/ Scholarship

   Service

Percent of Effort    

77 (8 three-credit Course Units/Year)   

5-20

3-20

 

Percent of effort in a given term for part-time non-tenure track faculty at Salisbury University is 100 times the number of three-credit course units taught in that term divided by 5.

 

B.    For all faculty, workload and responsibilities in the area of teaching include preparation, instruction, grading of student-produced materials, mentorship of student research, and student advising.  For tenured and tenure-track faculty, workload and responsibilities in the areas of research/scholarship and service include a range of professional activities which are described in detail in Chapter 2 of the Faculty Handbook.  For full-time non-tenure track faculty, workload and responsibilities in the areas of research/scholarship and service are defined in the Memo of Understanding that accompanies their contracts.

C.    For the purposes of defining standard instructional load expectations, a full load at Salisbury University is 7-8 courses/course units per year.  Generally, faculty are expected to teach 8 courses (each at three-credit hour equivalents) per year.  Chairs in each academic department determine the appropriate full load for their faculty in their departments and where these loads are less than 8 courses/course units per year, secure approval from their deans and the Provost.

D.    Standard workload and responsibilities expectations may vary among academic units.  Under certain circumstances, related to accreditation for example, a department may need to place special emphasis in one or more of the three categories of effort so that expectations for faculty in the department differ from the standard.  When this is the case, deans of the schools to which the departments belong must obtain approval for these special emphases from the Provost.  This approval must be secured before department chairs establish variations in expectations with faculty for the upcoming calendar year.

E.    The balance among teaching, research/scholarship and service for a faculty member may change over the faculty member’s career. This balance may be adjusted annually when faculty and department chairs set workload and responsibilities expectations for the year.  In all cases, the addition of the percentage of effort in each area equals 100% of the faculty member’s effort.

 

Because teaching is central to Salisbury University’s mission, all faculty members including those with departmental administrative responsibilities are expected to be involved in the instructional program, but this may include curriculum development and supervision instead of direct instruction.

 

V.    Exceptions to Standard Workload Expectations

Departmental/program commitments within the overall academic program of the University are determined by student and curricular needs, resources available to the department and administrative approval.  Department chairs/Program directors develop faculty workload responsibilities in accordance with these commitments.  From time to time, however, some faculty may assume new or additional responsibilities in the areas of administration, teaching, scholarship/research, or service.  In these cases, exceptions to the standard workload of these faculty members may be made.  When such exceptions are made, department chairs are responsible for making necessary adjustments in the faculty workload of the total department so that departments can meet their commitments.  When resources are available, this includes the hiring of adjunct faculty. When exceptions to the standard workload are to be made, deans of the schools to which the faculty belong must obtain approval for these exceptions from the Provost.  This approval must be secured before department chairs establish non-standard expectations with faculty for the upcoming calendar year.  Exceptions to the standard workload and responsibility expectations may be based on the following considerations:  

  1. Instruction - Exceptions from the standard instructional load may be based upon a number of factors, including class size; development of new courses; modality of instruction, including distance education; level of instruction; discipline; accreditation requirements; etc.
  2. Departmental Administration - Assumption of responsibility for the functions of chair, assistant chair, or program director, or for special departmental projects may require reduction of expectations for teaching, research/scholarship or service. 
  3. Externally Funded Research and Service Activities - Assignment of additional time for research or service activities that will be supported by external funds, either research or training grants.  In these instances, the accompanying reduction of expectations for service or instruction should mirror the replacement of departmental salary support by externally funded salary support.
  4. Department-Supported Research (Departmental Research) - Assignment of additional time for research activities supported by the department and consequent reduction of expectations for service or instruction should be related to the institution’s mission.
  5. Department-Supported Service - Assignment of additional time in areas of service and consequent reduction of expectations for teaching or research/scholarship should be directly related to the duration and extensiveness of the commitment.  For example, a faculty member may be released from the standard expectation in the areas of teaching or research/scholarship in order to make major professional contributions, e.g., to work in partnership with the public schools or with business or industry. 

VI.  Accountability

  1. The focus for external accountability in the area of faculty workload and responsibilities is the academic department, not the individual faculty member. This focus is ensured through an annual reporting process in which the Provost provides to the President and thence to the University System of Maryland an accountability report that indicates by academic department the number of faculty who meet or exceed the standard expectations for faculty workload and responsibilities, the number of faculty who have been excepted from these standard expectations, and the total course reduction.
  2. Department chairs report annually on the expected and actual performance of their faculty in the area of faculty workload and responsibilities using data maintained in their departments.  Department chairs provide these reports to their school deans who in turn provide them to the Provost.
  3. Department chairs also use this data in their annual evaluations of faculty according to procedures specified in Salisbury University’s Policy on Evaluation of Performance of Faculty and its policy on the Appointment, Rank, and Tenure of Facultywhich is found in this Faculty Handbook.

Salary Advances

BOR VII-4.30

Where appropriate, the President may authorize salary against unearned income to faculty. Authorized salary advances shall not exceed 90% of the expected bi-weekly salary. For procedures see Appendix L.

Payment of Moving Expenses

Information on Job Candidate Travel and New Employee Relocation Expense Reimbursement Process can be found in Chapter 5.

Tuition Remission at Salisbury University

BOR VII-4.10 -  (Faculty & Staff);  BOR VII-4.20 - (Spouses & Children); BOR VIII-2.30 - (Senior Citizens)

Salisbury University Regular Faculty and Staff employees on Regular or Retired Status may enroll in academic courses to improve their skills or for personal development purposes with tuition costs associated with such courses remitted in whole or in part.  This benefit is provided under USM BOR Policy VII-4.10.

The USM’s “Request for Tuition Waiver” form can be obtained from the Tuition Remission Benefits webpage and must be submitted for approval prior to registering for classes.

Tuition Remission/Reimbursements for Faculty & Staff

  1. Tuition remission is extended to Regular Faculty and Staff employees. A Regular Faculty or Staff employee is one who works in a position that has been approved through the budgetary and pertinent appointment classification processes and that is intended to last six months or more regardless of the nature of the source of funds or who has retired from such a position. This definition applies to both fulltime and part-time Faculty and Staff employees. For the purposes of acceptance of tuition remission requests, a Retiree must be receiving State of Maryland retirement checks and/or Optional Retirement Plan (ORP) retirement checks, and have earned at least five years of total service credit at one or more institution(s) of the USM. Verification of Retiree Status may be obtained by contacting the Human Resources Office of the institution from which the employee has retired.
  2. Tuition remission shall be subject to the individual’s admissibility to the institution and to the program in which the courses are to be taken and to the other academic regulations of the institution governing student enrollment (for example, course prerequisites and registration deadlines).
  3. Full-time Regular and Retiree Faculty and staff employees shall be permitted to register for courses not to exceed eight (8) credits per semester with remission of tuition. Regular part-time Faculty and Staff employees who are or were employed at fifty percent or more time in the USM or retirees from such positions shall be permitted tuition remission for credits proportional to their percentage of service. Tuition remission does not include mandatory fees, which remain the responsibility of the Regular or Retiree Faculty or Staff employee. Courses taken under this policy shall not interfere with the assigned responsibilities of any Faculty or Staff employee and shall require the approval of the Chief Executive Officer (CEO) or designee.
  4. The Regular Faculty or Staff employee may register for the desired course(s) at any institution in the USM. Regular Faculty and staff employees employed by any USM institution, who otherwise meet admissibility and registration criteria, shall be granted tuition remission at any USM institution on the same basis as Faculty and Staff employees who are employed by the host institution.
  5. Programs of study to be exempted from this policy shall include the M.D. and D.D.S. programs at the University of Maryland, Baltimore and such other programs as may be recommended by the CEO of the institution offering the program and approved by the Chancellor. Availability of tuition remission for self-support programs and courses shall be recommended by the CEO of the institution offering the program and approved by the Chancellor. The host institution shall apply the exempted status equally to all applicants who wish to participate in the tuition remission program, whether from the host institution or other institutions.

Full-time non-tenure track faculty working full-time may register for up to eight (8) credits per semester at SU at both the undergraduate and graduate level with 100% tuition remission. Spouses and dependent children of full-time non-tenure track faculty with more than two years of continuous service are eligible for 100% tuition remission only on course work applied toward a first undergraduate degree at SU. Tuition remission may be available for Winter Term or Summer School on a space available basis.

Tenured faculty who are terminated because of retrenchment in the University may continue to receive tuition waivers of up to six hours per semester for one year from the date of termination as long as the terminated faculty member is not employed full-time.

An exception to the tuition remission policy will be made for SU faculty interested in taking advantage of the Ph.D. program in Organizational Leadership offered at UMES, when offered in the Cohort week-end format. With this exception, SU faculty will be able to register for up to three courses (nine credit hours) per term provided the courses do not interfere with regular University duties.

Tuition Remission for Spouses & Children of Faculty & Staff

BOR VII-4.20

The USM supports the general policy of tuition remission for the spouses and dependent children of USM faculty, exempt and nonexempt staff employees on Regular or Retired status, by its constituent institutions, on an intra- and inter-institutional basis.  In the matter of tuition remission for spouses and dependent children, Salisbury University operates under USM BOR Policy II-4.20. 

Waiver of Tuition and Granting of Other Privileges for Senior Citizens of the State of Maryland

BOR VIII-2.30

Salisbury University extends special privileges, where practicable, to senior citizens who are residents of the State of Maryland.  The term “senior citizen” includes any individual who is 60 years of age or older, who is retired and whose chief income is derived from retirement benefits, and who is not employed full time.  Privileges include, subject to certain conditions, waiver of tuition for undergraduate and graduate courses and use of the library.

I.   Waiver of Tuition: Tuition waivers are available at SU on a space available basis, and the university determines space availability.  A senior citizen shall not be entitled to a waiver of tuition for more than three courses in a single academic semester or term. Tuition is defined as the basic instructional charge for courses and does not include fees, such as those for application, registration, or other mandatory fees. Senior citizens may enroll in a degree granting program under this policy only if they are admissible to that program. The Human Resources Office administers the senior citizen tuition waiver program and distributes and authorizes the necessary forms.

II.     Golden Identification Card Program: 

A.   Eligible senior citizens may apply for a Golden Identification Card from any institution in the USM, which shall be honored throughout the System. This card shall serve to identify the individual as eligible for any privileges (for example, use of the libraries) that an institution determines to be available to senior citizens.   Holders of the Golden Identification Card may be entitled to admission to student events, as determined by the institution.

B.  Except for emergencies, the healthcare facilities at institutions where they exist shall not be available to holders of the Golden Identification Card unless they are enrolled as regular full‑time students and have paid the health fee.

Regents Professorship

BOR II-1.30

In the matter of the regent’s professorship, Salisbury University operates under USM BOR Policy II-1.30 which provides unique opportunities for faculty recognition.

USM BOR Faculty Awards

The Board of Regents Faculty Awards are the highest honor presented by the Board of Regents to exemplary faculty members within the University System of Maryland. These awards publicly recognize distinguished performance in 1) Teaching, 2) Scholarship, Research, or Creative Activity, 3) Public Service, 4) Mentoring, and 5) Innovation on the part of faculty members. Each fall semester, the nomination process is handled by the University’s Faculty Awards and Recognition Committee of the Faculty Senate and the Provost’s Office with the approval of the President.

USM Elkins Professorship

The Wilson H. Elkins Professorship was established in 1978 as the first permanently endowed, university-wide professorship at the University of Maryland. Candidates for the Elkins Professorship must possess the following qualifications: 1) A solid record of achievement in one’s academic or professional discipline; 2) Demonstrated desire and ability to lead and inspire undergraduate and graduate students in the full range of learning situations, from lectures to student-teacher discussions; 3) Evidence of significant achievement beyond one’s traditional discipline, but with a scholarly and professional relationship to the academic enterprise at USM; and 4) Demonstrated ability and intent to pursue scholarly or professional endeavors beyond the USM. Each year, the nomination process is handled by the deans and the Provost’s Office with the approval of the President.  The call for nominations is typically held in the spring semester.

SU Distinguished Faculty Awards

Salisbury University’s Distinguished Faculty Award is the highest award given by the institution to faculty members who have demonstrated excellence in the areas of teaching, professional development, and service. Nominations are requested and evaluated by SU’s Faculty Awards and Recognition Committee of the Faculty Senate. The call for nominations is in the spring semester and the award is made at the Welcome Back meeting at the beginning of the following fall semester.

Professional Commitment of Faculty

BOR II-3.10

In the matter of the professional commitment of faculty, Salisbury University operates under USM BOR Policy II-3.10 and has developed specific procedures for regular faculty reporting of outside professional consulting and external professional services. The procedures required by SU are below.

Salisbury University’s Faculty Reporting Procedures for Potential Conflicts of Commitment*

Salisbury University Faculty are required to report outside conflicts of commitment or potential conflicts of commitment in two steps.

First, faculty must disclose any proposed significant commitment of professional activities to be undertaken outside the University or department to the Chair/School Director and the Dean in advance of the activity (routed through the Chair/School Director to the Dean). NOTE: A full-time faculty member who wishes to teach outside the University must have the advance written permission of the School/College Dean and the Provost (President’s designee) before making such a commitment. A full-time faculty member may teach a maximum of two courses at another institution in a contract year (See Teaching Outside the Institution). 

Faculty are to send written notification of proposed activities to their Chair/School Director at the beginning of each semester. For the fall semester, notification is due to the chair by August 31st. Chairs/School Directors will send a summary report (electronic document) of these proposals and the Chair/School Director’s endorsement to the dean by September 15th. For the spring semester, notification of proposed activities is due to the chair by January 31st and endorsement from the Chair/School Director to the dean by February 15th. Guidelines for what constitutes a significant commitment will be established by each Department/School with the approval of the Dean of the Unit. Department/School guidelines must be forwarded to the dean for review and approval by January 15th. External commitments that must be reported include teaching outside the institution, research/ scholarship that involves the use of University resources, and services performed for other institutions within the USM or for other State of Maryland agencies.

Second, faculty must complete an annual report describing any and all significant Outside Professional Activities (so report on activities undertaken, not proposed activities). The final reports from the faculty shall be submitted by May 31st. A compilation of these reports is due from departments/schools to the Dean’s Office by June 15th.

If the faculty member and the Chair/School Director fail to agree on whether an activity is a Conflict of Commitment, the issue will be addressed by the dean of the school or college.

Teaching Outside the University by Full-Time Faculty

BOR II-3.20

In the matter of faculty teaching outside the University, Salisbury University operates under USM BOR Policy II-3.20. A full-time faculty member, with the written permission of the President (or designee) of their institution, may teach a maximum of two courses at another institution for extra compensation during the individual’s contract year.  Requests for approval to teach at other institutions should be routed through the faculty member’s department chair/school director, and dean who then sends the request to the Provost.

Employment of Members of the Same Family (Nepotism)

BOR VII-2.10

In the matter of employment of members of the same family to the faculty, Salisbury University operates under USM BOR Policy VII-2.10.  

Attendance & Admission to University-Sponsored Events 

Most University events are free; consult the Cultural Affairs and Athletics webpages for events that may have ticketing.

Affirmative Action & Equal Opportunity

BOR VI-1.00

Salisbury University has a strong institutional commitment to diversity and is an Affirmative Action employer, providing equal employment and educational opportunities to all those qualified, without regard to age, class, citizenship, color, disability, ethnicity, gender, genetic information, immigration status, national origin, race, religion, sexual orientation, and veteran status. The University adheres to federal and state AA/EEO laws and University System of Maryland Board of Regents Policies Section VI General Administration: VI-1.00, VI-1.05, and VI-1.06.

Salisbury University values diversity among our students, faculty, and staff and believes that interactions with those holding varying perspectives, backgrounds, and beliefs contribute to a well-rounded educational experience and promotes personal and professional development. Understanding and acceptance of others is of ever-increasing importance in today’s world.

The Office of Institutional Equity works in partnership with the Office of Human Resources to educate and support employees in the search and selection process; and compiles applicant and employee data on an annual basis to assist the University in diversifying and retaining a high quality workforce.

Affirmative Action refers to a good faith effort to analyze our workforce and take positive action aimed at increasing the inclusion of historically excluded groups in employment, education and business. Affirmative Action is not a quota system. It is not designed to offer preferential treatment to, or exclude from participation, any group. To the contrary, Affirmative Action policies are intended to promote access for the traditionally underrepresented through heightened outreach and efforts at inclusion.

The Office of Institutional Equity serves as the Affirmative Action office, working in partnership with the Office of Human Resources to educate and support employees in the search and selection process, and compile applicant and employee data on an annual basis to assist the University in diversifying and retaining a high quality workforce. For more information, contact the Office of Institutional Equity at equity@salisbury.edu.

Prohibiting Sexual Misconduct & Gender-Based Discrimination

BOR VI-1.0

In the matter of non-discrimination on the basis of sexual orientation and gender identity or expression, Salisbury University operates under USM BOR Policy VI-1.00.  Salisbury University is committed to providing and maintaining a working and learning environment free from all forms of sexual misconduct, other sex and gender-based discrimination, and retaliation through training, education, prevention programs, and policies and procedures that promote prompt reporting and response, provide timely and appropriate support to parties, prohibit retaliation, and promote timely, fair, and impartial investigation and resolution in a manner that eliminates sexual misconduct and other sex and gender-based discrimination, prevents its recurrence, and addresses its effects. Sexual misconduct, other sex and gender-based discrimination, and retaliation will not be tolerated in any form by SU and handles concerns through Salisbury University’s Policy and Procedures Prohibiting Sexual Misconduct and Other Sex and Gender-Based Discrimination.

Prohibiting Non-Sex Based Discrimination

BOR VI-1.0

In the matter of non-discrimination on the basis of non-sex based discrimination, Salisbury University operates under USM BOR Policy VI-1.00. Salisbury University is committed to providing a working and learning environment free from all types of discrimination prohibited by State and federal laws, including on the basis of sex, gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, genetic information, religion, sexual orientation, gender identity or expression, veteran status, or other legally protected characteristics.  No person, on the basis of their protected status, shall be excluded from participation in, be denied the benefits of, or be subjected to unlawful discrimination, harassment or retaliation under any University program or activity, including employment terms and conditions. Concerns regarding non-sex based discrimination are handled through Salisbury University’s Policy Prohibiting Non-Sex Based Discrimination.

Inclusive Language

As an institution that stands for equality of educational and employment opportunity, Salisbury University affirms its commitment to creating a campus environment free of arbitrary discrimination and bias, both subtle and overt. All personnel, when representing the University to its public, are urged to use language that indicates respect for human diversity.

In accordance with that aim, those preparing official university publications or written communications shall avoid biased language of two kinds: 1) using generic masculine words or titles to refer to all persons; and 2) using terms or expressions that reinforce demeaning attitudes or assumptions about persons or groups without regard to race, color, religion, national origin, sex, age, marital status, disability, or sexual orientation.  Please follow the Inclusive Language Policy in the University’s Style Guide.

When illustrations are included in publications, they shall be chosen to reflect diversity according to guidelines suggested in style sheets of appropriate academic professional organizations. Care shall be taken to ensure that women, minorities and disabled persons are portrayed in non-stereotypical ways.

1. This policy is mandatory with respect to the public documents of the University. That is, the University is obligated to ensure that the form of the following documents reflects inclusive language: 

  1. Faculty Handbook
  2. Undergraduate and Graduate Catalog
  3. Recruitment and admissions materials
  4. Student financial aid materials
  5. Brochures for campuswide distribution
  6. Press releases
  7. Publications for alumni
  8. Publications of Career Services and Counseling Services
  9. Fundraising materials

2. This policy is suggested and encouraged with respect to the content of individual documents related to instruction and collegial communication that faculty and administrators prepare and use. That is, faculty and administrators are asked to exercise their own judgment and to practice the spirit of inclusiveness in the language they use with students and their colleagues. Individual documents of instruction and collegial communication include but are not limited to: course syllabi; problems and exercises; cases and case studies; drills and quizzes; tests and examinations; lab manuals and handbooks; simulations and games; and lectures and speeches.

3. Deans, department chairs, school/program directors, and administrators will review their unit’s contributions to the public documents of the University for the use of inclusive language and a balance of illustrations. The University Curriculum Committee will review and if necessary offer editorial suggestions for all new course titles and course descriptions which appear in public documents. It is the responsibility of the Publications Office to ensure that the changes decided upon by the appropriate University’s committees or by the University’s authorities are integrated into the public documents of the University.

4. All those involved in making changes should follow the guidelines set forth in the following documents: a. The Style Guide of the Salisbury University Publications Office. b. Guidelines for Nonsexist Language of the American Psychological Association (APA).

Alcohol at Events Sponsored by SU/University-Related Organizations 

The University seeks to foster a culture of conversation where meaningful experiences are shared and bonds of community are formed. If the inclusion of alcohol is deemed appropriate at any on- or off-campus event sponsored by any University department or student organization, it should be included in a way that is compatible with the kind of culture the University strives to promote. It should not be included in a way that encourages underage drinking or inhibits the participation of either underage students or those who choose not to drink. The members of any University department or student organization who are contemplating the inclusion of alcohol at a sponsored event should discuss the issue among themselves and, if alcohol is to be included, should discuss the concrete steps to be taken to ensure that considerations described above are addressed. The distribution and use of alcohol must be in compliance with state law and university policy (see SU  Code of Community Standards). Faculty/staff advisors and student leaders are especially encouraged to consult the Recognized Club and Organization Handbook for additional information on state alcohol laws and the potential for criminal or civil liability.

Drug- and Alcohol-Free Workplace Policy

BOR VII-1.10

In the matter of a drug and alcohol-free workplace, Salisbury University operates under USM BOR Policy VII-1.10. Salisbury University, as an employer, strives to maintain a workplace free from the illegal use, possession, or distribution of controlled substances. Unlawful manufacture, distribution, dispensation, possession or use of controlled substances by University employees in the workplace is prohibited under University policy. In addition to any legal penalties under federal and state law, employees found to be in violation of this policy may be subject to corrective action under applicable University personnel policies. Sanctions shall be considered and imposed on a case-by-case basis and may range from required counseling to termination of employment. It is a condition of employment at Salisbury University that all employees, including classified, contractual, faculty and administration whether full or part time, abide by the provisions of this notice and policy and notify the employer of any drug statute conviction for a workplace violation no later than five (5) days after such conviction. The University shall in the event of such conviction impose a sanction upon the employee and/or require treatment for the employee. The University supports programs aimed at the prevention of substance abuse by university employees. Employees are encouraged to seek assistance for substance-dependency problems. employee-assistance counseling and leaves of absence to attend rehabilitation programs are appropriate means for dealing with these problems. To determine the availability of such prevention programs including counseling, inquiries should be directed to the University’s Human Resources Office.

Smoking Policy

Smoking or vaping of any product is prohibited on the campus of Salisbury University. See the Smoke Free Campus webpage for more information.

Campus Policy on Storage

The University utilizes a variety of spaces for storage including offices, classrooms, laboratories, outbuildings, closets, etc. During routine investigations, required by law, it was found that the manner in which some offices and other campus areas have been maintained may be unsafe. State regulations apply to all storage areas that promote fire safety and meet established standards related to occupational safety and health.

University staff routinely require access to offices and storage areas for housekeeping or maintenance purposes. For their personal safety, health and well-being, walkways must be maintained free from hazards that might cause employees to slip, trip or fall. Faculty and staff need to use containers, cabinets and/or shelving to safely manage storage of books, periodicals, papers, etc. Further, storage must not block the flow of air to wall-mounted air conditioning/heating systems in offices. If the flow is blocked, Physical Plant is unable to perform system maintenance which negatively impacts air quality in that office/area.

Storage in campus buildings is regulated under the Code of Maryland Regulations (COMAR) 04.05.01.03 and National Fire Prevention Association (NFPA) Life Safety Code (7.1.10.1). All university personnel are expected to comply with these regulations. 

• Maintain unobstructed office exit pathway (egress)

• Maintain unobstructed corridor egress

• No storage in stairways

• Storage height limited to 18 inches below ceiling in sprinkled areas

• No storage within 36 inches of an electrical panel

• Adequate clearance around and access to fire equipment

• Proper storage for flammable materials

Though not a part of the regulations described above, the following Salisbury University requirement applies:

• Maintain unobstructed access to wall-mounted air conditioning/heating systems

 

Policy Regarding Pets in Campus Buildings

In accordance with State of Maryland COMAR 04.05.01.03, dogs and other pets are not permitted in University buildings. The only exceptions to this policy include the following: President’s Residence, Regent’s Retreat, Carriage House, laboratory animals and service animals for people with disabilities or law enforcement. Employees and/or visitors in violation of this regulation will be asked to leave the building immediately. Repeated violations of State of Maryland COMAR 04.05.01.03 will be added to an employee’s personnel file and notification sent to the appropriate administrator.

Electronic Mail Services Acceptable Use Policy

The Salisbury University Electronic Mail Services Acceptable Use Policy. describes the appropriate use of email. 

Acceptable Use of Computing & Electronic Resources

The University’s Policy on Acceptable Use of Computing and Electronic Resources provides guidance on acceptable users, uses, security standards and policies.

Advertising

BOR VI-3.00

  1. State appropriations may be used for paid advertisement in commercial media only for the purposes of faculty or staff recruitment and for the dissemination of information concerning programs, activities, events, and services.
  2. School/College endowment funds may be used for paid advertisement in commercial media only in accordance with the stipulations or the endowments.  Details of school particular endowment stipulations are available from deans of endowed schools and from the Office of Institutional Advancement.   
  3. Grant award funds may be used for paid advertisement in commercial media only in accord with grant stipulations.

Use of Physical Facilities of the University for Public Meetings

BOR VI-4.10

  1. The physical facilities of the university may be used for public meetings, including political meetings, if proper safeguards are observed to assure their orderly use.
  2. Persons wishing to use a facility must apply to Conference Services to obtain procedures for using campus facilities.
  3. The University may make reasonable charges for the use of the facilities to cover costs including utilities, police protection, janitorial services and other necessary expenses.
  4. Permission to use a facility does not imply endorsement by the University of the view or programs of the user.

Inspection of Public Records

BOR VI-5.00

In the matter of inspection of public records, Salisbury University operates under USM BOR VI-5.00.

Emergency Conditions: Cancellation of Classes and Release of Employees

BOR VI-12.00

The University’s Policy on Emergency Conditions: Cancellation of Classes and Release of Employees provides guidance on acceptable users, uses, security standards and policies.\

The Salisbury University Police Department provides a comprehensive overview of Emergency Procedures for the campus.

Inclement Weather

  1. Should inclement weather result in classes being canceled information will be given to all local radio and television stations. As noted above, University closing will be communicated via: 1) email, 2) text, 3) the SU website and 4) local radio and television.
  2. The institutional policy with regard to closing is that unless there are the direst circumstances the institution will remain open for business. Students, staff and faculty members must exercise their best judgment about whether they attend class or report to work. Different conditions prevail for each individual under inclement weather situations so the decision should be essentially an independent one.
  3. If you do not hear an announcement about cancellation of classes, then classes and events will be held as scheduled. Please do not call the Salisbury University Police Department about cancellation notices so that office can assist with emergency needs.

 

 

 

Salisbury University Faculty Handbook ©