Under the previous version, there were two grounds for an appeal. With the goal of creating greater clarity, the Senate established three grounds for an appeal. The previous version acknowledged a separate process for handling appeals based on discrimination or harassment. The new version specifies that students must report appeals of this nature to the Office of Equal Opportunity. Under the previous version of the policy, the unit administrator’s decision could only be appealed to the dean on procedural grounds. Under the new version, faculty and students may appeal to the dean on procedural and/or substantive grounds. Appeals to the dean may “extend the time limit on resolution of the grade appeal by no more than three weeks.” Previous language allowing for longer extensions in “extraordinary circumstances” has been deleted. More details on changes can be obtained from the Policy Director of Academic Affairs.
Policy reviewed and revised. Key Change: The requirement for faculty to deposit their published scholarship to UNT Scholarly Works has been eliminated. The depository still exists, however, and faculty are welcome (and encouraged) to use it.
Policy revised to provide a sequence of events at each level of review, starting with departmental review. The new version acknowledges that some misconduct allegations, such as those related to research misconduct, sexual harassment, and discrimination, are adjudicated under the auspices of a different policy and/or process. That was always the case, but the Policy Oversight Committee wanted to provide more transparency. As unit administrators, deans, and the provost review misconduct allegations/findings, they may receive additional information from the faculty member, unit administrator, and other knowledgeable parties. The new version notes that new information must be shared with the faculty member and other decision-makers. Also, the deadline for faculty members to respond to allegations/findings of misconduct has increased from 10 to 30 days.
This policy replaces the former 05.058, Administrative Leave for Fitness Program Participation, which was removed from the policy manual as language conflicted with TGC. The policy has been revised to document the university's employee well-being programs, which include fitness leave and well-being incentives.
Revision updated the Policy Statement and added definitions to assist with policy clarity. Added language to specify the duty to promote diversity and inclusion and freedom of expression.
Revision expanded the scope of the policy to include non-tenure system faculty with multi-year continuing term contracts. Added a definition for Unit Administrators. Modified grievance process.
Revised to update the satisfactory academic progress requirements necessary to retain financial aid eligibility. Also updated the appeal process when eligibility is lost.
