麻豆传媒映画

Policy 410: Standards of Conduct

Responsible Department: Office of Human Resources
Responsible Administrator: Chief Human Resources Officer
Effective Date: October 1994
Reviewed/Updated Date: 听March 2023
Date of Scheduled Review:听听March 2027

I.听 PURPOSE
To assure safe, efficient and harmonious operations and to fully inform all employees of their responsibilities.

滨滨.听 SCOPE
This policy applies to all faculty and staff and select student-employee positions that carry additional expectations as set out in their job descriptions unless otherwise specified below at ACU.

I滨滨.听 POLICY
The university’s standards of conduct are established for the guidance of all employees. Infractions will lead to corrective action up to and including discharge (See Policy 430 Performance Improvement).

听 听 听BREACHES OF STANDARDS OF CONDUCT (Partial List)

• The use of tobacco or alcoholic beverages by faculty or staff members with or in students’ presence, regardless of the location.
• Inappropriate sexual behavior including but not limited to viewing pornography; an unmarried employee cohabitating with a romantic partner; internet or electronic sexual misconduct; adultery; same-sex dating, relationships, or marriage; or sexual activity outside of marriage between a man and woman.
• Falsifying employment applications, timesheets, personnel records or other university documents.
• Unauthorized use of university material, time, equipment or property.
• Insubordination or refusal to comply with instructions or failure to perform reasonable duties which are assigned.
• Engaging in acts of dishonesty, fraud, theft or sabotage.
• Disorderly conduct which may endanger the well-being of others or university operations.
• Damaging or destroying university property through careless or willful acts.
• Threatening, intimidating, coercing, using abusive or vulgar language or interfering with the performance of others.
• Carrying weapons or explosives, illegal gambling or violating criminal laws on university premises.
• Dating between a faculty/staff member and a student is, under most circumstances, inappropriate and is strongly discouraged by the university. Before any such conduct, the employee must discuss it with their supervisor. The supervisor will consult with appropriate university officials, including the vice president or dean of the faculty/staff member’s division, to determine if the proposed conduct is acceptable to the university. Appropriate levels of confidentiality will be maintained. If the university determines that the proposed conduct is inappropriate, that decision will be communicated to the faculty/staff member. If the university deems it appropriate, the employee seeking to date the student is responsible for obtaining the vice president’s or dean’s approval in writing and ensuring such approval is submitted to HR. Any failure by the employee to comply with this advance notice requirement or the university’s decision will be subject to strict disciplinary action, including suspension or termination.
• Conduct that the university determines reflects adversely on the employee or university.

This list is intended to represent the types of activities that may result in corrective action. It is not intended to be comprehensive and does not alter the employment-at-will relationship between employees and the university.

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Policy 410.5: Code of Ethics

Responsible Department:听Office of Human Resources
Responsible Administrator:听Chief of Human Resources Officer
Effective Date:听September 2011
Reviewed/Updated: May 2026
Date of Scheduled Review: May 2030

I. PURPOSE
The purpose of the Code of Ethics (the “Code”) is to set forth the ethical expectations of members of the 麻豆传媒映画 community. Other University policies provide specific rules and regulations that govern the conduct of University community members and the Code does not modify the application or enforcement of those policies in any way. This document also provides guidelines for reporting suspected or observed violations of the 麻豆传媒映画 Code of Ethics.

滨滨.听SCOPE
This policy applies to all members of the ACU community – faculty, staff, administrators, students, members of the Board of Trustees, and volunteers acting on behalf of the University.

I滨滨.听OVERVIEW AND GUIDING PRINCIPLES
麻豆传媒映画 is a Christian University committed to the highest standards of academic excellence and Christian values. All members of the 麻豆传媒映画 community are responsible for maintaining the standards of the institution. We value integrity, honesty, and fairness and strive to integrate these values into our daily practices.

Our ethical expectations are found in Holy Scripture and the University Mission Statement. Holy Scripture provides the ultimate source for our ethical standards, including the two great commands taught by Jesus: the duty to love God and love one’s neighbor as one’s self (Matthew 22: 37-40).

In this spirit, we commit ourselves to the highest standards of ethical conduct. We act with integrity; we treat others with respect and dignity; we carefully steward the University’s resources; we avoid conflicts of interest or commitment; we maintain confidentiality; and we comply with legal and professional obligations. We are individually accountable for our own actions, and we are collectively accountable for upholding these standards of behavior and complying with all applicable laws, policies, standards, and regulations. While human and therefore fallible, we constantly strive to meet our ethical expectations. Moreover, because the Abilene Christian community is composed of many distinct constituencies, we understand that, beyond the general ethical principles outlined in this document, we may be subject to additional rules of conduct specific to our respective roles within the community.

1. 听We Act with Integrity:听We seek to be people who are honorable, forthright, and upright at all times. Our commitment to integrity demands more than mere satisfaction of legal and ethical obligations, although we comply with the law and conform to the highest standards of ethical conduct. Our commitment to integrity means that we actively discern what is right from what is wrong; that our behavior is congruent with the life and values of Christ; that we seek consistency between our inner self and our outward conduct. We value people; we speak the truth; we have the courage of our convictions; and we keep our commitments. We do not condone any form of dishonesty-such as fraud, theft, cheating, or plagiarism-as described more specifically in student, faculty, and staff handbooks and policies. For further information see the听Academic Integrity and Honesty Policy听and the听Standards of Conduct听from the Employee Handbook.
2. We Treat Others with Respect and Dignity:听As members of the ACU community, we are committed to principles of equality and fairness. We follow the profound truth found in the Golden Rule, “In everything do to others as you would have them do to you” (Matthew 7:12).
   We do not unlawfully discriminate on the basis of any status or condition protected by applicable federal or state law. For further information on the University鈥檚 hiring practices see听听and the听Nondiscrimination Policy听of the Employee Handbook.
   We respect the inherent worth of each member of the community. We do not engage in or overlook any form of harassment of others. Those in positions of authority, including administrators, supervisors, faculty members, and student leaders exercise their authority prudently, fairly and appropriately.
3. We are Good Stewards of the University’s Resources.听We use University resources for business purposes on behalf of the University. We exercise reasonable judgment in the use of University resources, acting with care and prudence. We do not use University resources for personal gain.
   We competently prepare clear financial records. To the best of our ability, we will record all entries into the University鈥檚 financial records accounts accurately. In reporting on the University’s resources, we do not hide, conceal, or purposely mislead, and we promptly and appropriately report such misconduct when it is discovered.
   We abide by the Information Technology Policies, which contain information about the appropriate use of technology resources.
4. We Avoid Conflicts of Interest and Commitment:听We do not have direct or indirect interests or commitments, financial or otherwise, which conflict with the proper discharge of our duties to the University. The primary professional allegiance of all full-time employees lies with 麻豆传媒映画 and the advancement of its mission. We disclose potential conflicts of interest to the appropriate supervisor or officer as soon as possible after we realize that a conflict may have arisen. Additional information regarding this commitment is located in the University Conflicts of Interest policy.
5. We Maintain Confidentiality:听We observe and respect the confidentiality rights of all other members of the community, and this duty continues even after we are no longer affiliated with the University. This right of confidentiality applies to all academic, financial, health-related, personnel, or other non-public information protected either by law or by University policy. However, the right does not preclude the consensual release of information or the disclosure of information within the University when there is a legitimate need for its disclosure. Additional information is located in the Personnel Records and Privacy Policy, Records Management Policy, and in the Annual FERPA Notice to Students.
6. We Comply with Legal and Professional Obligations:听We comply with applicable state and federal laws and conform to the highest standards of professional conduct. We transact University business in compliance with all applicable laws, regulations, and University policies and procedures. We do not misrepresent our status or authority in our dealings with others. To the extent that we belong to professions that are governed by standards specific to the profession (such as attorneys, psychologists, or certified public accountants), we adhere to such professional standards. We conduct ourselves in accordance with professional principles for scholarly work, including upholding academic codes of conduct and professional standards for research.

IV.听COMMITMENT TO REPORT OBSERVED OR SUSPECTED VIOLATIONS
In order to maintain the integrity of the community, we report observed or suspected violations of this code of ethics with a spirit of fairness, honesty, and respect for the rights of others. Those who report alleged misconduct and those against whom allegations are reported are afforded all rights provided by University policies, as well as all applicable state and federal laws. Those who are found to have violated this code will be subject to appropriate disciplinary action, up to and including expulsion, termination of employment, or termination of relationship.

We are governed by an ethos of care and respect, virtues that transcend the provisions of this code. We are called to something greater and nobler than mere compliance with the law or a written code of ethics. We are called 鈥渢o educate students for Christian service and leadership throughout the world鈥� (University Mission Statement). We are called “to live a life worthy of the calling [we] have received . . . , bearing with one another in love” (Ephesians 4:1-2). We are called to 鈥渇ollow the example of Christ鈥� (1 Cor 11:1).

V.听PROCESS FOR REPORTING A VIOLATION OF THE CODE OF ETHICS
We report observed or suspected violations of the Code in a spirit of fairness, honesty, and respect for the rights of others. The University encourages the use of informal processes when appropriate to resolve questions or concerns about violations of the Code.

Violations of the Code should be reported in accordance with the process provided under the applicable University policy. Reports of violations may be made听听or by calling 325-674-2594

For violations or concerns that do not fall under an existing University policy or that do not have an established reporting process, the following guidelines should be followed:

1. Faculty Members:听Faculty members should report violations or concerns to their department chair or to their dean. If violations or concerns involve their department chair or dean, and the faculty member fears reprisal or suppression of the concern, that member should bring the violation or concern to the attention of the Provost.
2. Staff Members:听Staff members should report violations or concerns to their immediate supervisor. If it is not appropriate to report the violation to one’s immediate supervisor for any reason, the staff member should report the violation to the supervisor’s superior or the Human Resources office.
3. Students:听Students should report violations or concerns to the office of the Vice President of Student Life. Student employees should report violations or concerns related to their employment to their immediate supervisor. If it is not appropriate to report the violation to one’s supervisor for any reason, the student employee should report the violation to the supervisor’s superior or the Human Resources office.
4. Members of the Board of Trustees:听Members of the Board should report violations to the Chair of the Board or the Office of General Counsel.
5. Volunteers:听University volunteers should report violations or concerns to the University employee who coordinates their volunteer activity with the University. If it is not appropriate to report the violation to the coordinating employee for any reason, the volunteer should report the violation to the coordinating employee’s supervisor, the Center for Christian Service and Leadership, or other University employee with whom the volunteer interacts in the capacity as volunteer.

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Policy 411: Conflict of Interest

Responsible Department:听Office of Human Resources
Responsible Administrator:听Chief Human Resources Officer
Effective Date:听January 1994
Reviewed/Updated: October
Date of Scheduled Review: October 2028

I. PURPOSE
To protect the integrity of 麻豆传媒映画’s information, products, services and employee efforts.

滨滨.听SCOPE
This policy applies to all full-time and reduced full-time faculty and听staff (hereinafter referred to as “employees”).

III. DEFINITIONS

1. “Outside work” includes non-university employment, consulting or research projects or any other personal business opportunities.
2. A “conflict of interest” or “actual conflict of interest” exists when university employees have personal, professional or economic interests that interfere with their responsibilities or obligations to the university or oppose the best interests of the university. An “apparent conflict of interest” exists when an independent observer reasonably questions whether a conflict of interest exists.By way of example, the following are circumstances and conditions where actual or apparent conflicts of interests may arise:
   1. Engaging in outside work that interferes with the time commitment of employees to ACU or makes inappropriate use of university resources;
   2. Engaging in business transactions with the university of a private nature and unrelated to employment, such as purchasing or influencing the purchase of equipment or materials from companies in which employees or members of their immediate family have a material personal interest;
   3. Unauthorized and unreimbursed use of university property or resources for the benefit of outside work of employees or companies in which employees or members of their immediate family have a material personal interest;
   4. When engaging in outside work, allowing client(s) to believe that work is being done by or on behalf of the university or implying that certain personal ideas represent the university’s position;
   5. Personal use of confidential or privileged information acquired as a result of employment with the university;
   6. Conducting research projects in coordination with or sponsored by governmental agencies or private businesses without appropriate disclosure and university approval.
   7. Involving ACU students or other university employees in outside work if such involvement is coerced or if it conflicts with their commitments or obligations to the university; and
   8. Engaging in a business similar in nature to the university or service provided by the university or when spouses or other immediate family members of employees are engaged in such a business or service.

IV. POLICY

1. Employees are expected to devote their best efforts to the interests of the university and the conduct of its affairs. Employees are also expected to avoid using their connection with the university for personal advantage.
2. The university recognizes the right of employees to engage in activities outside of their employment at ACU of a private nature and unrelated to the university’s business. However, prior to accepting any outside work, employees must first consider their primary obligations and responsibilities to the university and whether an actual or apparent conflict of interest could arise. Employees should not accept outside work that would create a conflict of interest.
3. Employees who have, directly or through family or business connections, an interest in suppliers of goods or services or in contractors with the university, should not act for the university or influence actions of the university in any transaction involving that interest.
4. Employees should avoid accepting gifts of more than nominal value from any party that does or seeks to do business with the university. An employee should consult with his/her supervisor if unsure about whether to accept a gift.
5. A policy of full disclosure will be followed to assess and prevent conflicts of interest from arising. In this regard, upon hire and once each year (on a date that will be determined and publicized by Human Resources), all employees will submit a completed Conflict of Interest Disclosure Statement to their immediate supervisor. Additionally, if at any time employees determine that an actual or apparent conflict of interest may be presented under any circumstances described in this policy, they should submit a Conflict of Interest Disclosure Statement to their immediate supervisor. Upon receipt of a Conflict of Interest Disclosure Statement, the supervisor, in consultation with the responsible Dean or Vice President (as applicable), will determine whether a conflict of interest exists and what conditions or restrictions, if any, should be imposed to reduce or eliminate such conflict.
6. Failure to disclose conflicts of interest may lead to corrective action up to and including discharge. The university reserves the right to inquire and receive complete disclosure regarding actual or apparent conflicts of interest as it may deem appropriate.

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Policy 412: Title IX – Sexual Misconduct

Policy 413: Attendance Control

Responsible Department:听Human Resources
Responsible Administrator:听Director of Human Resources
Effective Date:听January 1994
Reviewed Date: January 2023
Date of Scheduled Review: January 2027

PURPOSE
To provide a method to control employee attendance to maintain efficient operations.

SCOPE
This attendance control policy applies to exempt and non-exempt employees. 听For information about faculty attendance policies, please see the Faculty Handbook.

POLICY
Every employee has the responsibility to maintain a good attendance record. 听Supervisors will exercise the primary management-level responsibility to control employee attendance. 听Excessive employee absence or lateness are undesirable performance factors and will be managed by supervisors according to the procedures below.

DEFINITIONS

1. Absence. 听An absence is defined as any absence from work during scheduled working hours (including overtime), excluding absence for work-incurred injuries, vacation, jury duty, death in the family or leave of absence without pay.
2. Lateness. 听Lateness is defined as arriving to work, returning from break time, or returning from lunch later than normally scheduled.
3. Leaving Early. 听Leaving early is defined as leaving work, leaving for break time, or leaving for lunch earlier than normally scheduled.

PROCEDURE
Supervisors will administer the attendance standards and procedures outlined below, regardless of employee position, eligibility for sick leave benefits or length of service.

Notification

• Advance Notice. 听Supervisors will require employees to give advance notice, when possible, of lateness or absence.
• Timing of Notice. If possible, notification calls must be made within one hour following the start of the employee’s assigned shift.
• Employee to Maintain Contact. 听Supervisors will require employees to maintain contact for any period of absence beyond one day, unless the employee has provided a doctor’s certification covering a specified period.
• Scheduling Absences. 听Employees who must be absent for personal reasons or medical appointments will be advised to schedule such appointments outside working hours, if possible. 听When the need for being absent from work is known in advance, the employee will notify the supervisor immediately. 听(See Policy No. 321, Unpaid Personal Time Off)
• Performance Appraisals. 听Employee attendance will be evaluated by each supervisor in connection with employee performance appraisals. 听The records of employees with attendance problems will be reviewed more frequently.
• University Action. Chronic absenteeism, lateness or other unusual infractions of attendance standards will be handled according to Policy No. 430, Corrective Action.

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Policy 414: Solicitation and Distribution

Responsible Department:听Office of Human Resources
Responsible Administrator:听Chief of Human Resources Officer
Effective Date:听January 1994
Reviewed/Updated Date: May 2026
Date of Scheduled Review: May 2030

PURPOSE
To ensure a productive work environment where employees and university operations may function without disruption.

SCOPE
This policy applies to employees and non-employees during work time and while on university premises.

POLICY
ACU strives to establish a work environment that is productive without undue disruptions to the work day. Therefore, soliciting by one employee of another, or collecting from one employee by another, is prohibited while either employee is on work time. Distributing literature and circulating petitions during work time or in work areas at any time is also prohibited. Finally, trespassing, soliciting or distributing literature by anyone outside the university is prohibited on university premises.

DEFINITIONS
“Work time” is all time on the premises other than before and after work and at meal听periods.
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Policy 415: Substance Abuse

Responsible Department:听Office of Human Resources
Responsible Administrator:听Chief Human Resources Officer
Effective Date:听January 1994
Revised/Updated: May 2026
Date of Scheduled Review: May 2030

PURPOSE
The university earnestly solicits the understanding and cooperation of all employees and employee organizations in implementing the policies set forth herein.

1. To establish and maintain a safe, healthy working environment for all employees.
2. To insure the reputation of the university and its employee as good, responsible citizens worthy of the trust placed in them.
3. To reduce the incidence of accidental injury to person or property.
4. To reduce absenteeism, tardiness and indifferent job performance.
5. To provide assistance toward rehabilitation for any employee who seeks the university’s help in overcoming addiction to, dependence upon, or a problem with alcohol or drugs.
6. To comply with federal requirements for a drug-free environment.

SCOPE
This policy applies to all employees and applicants for employment

DEFINITIONS

1. Alcohol or alcoholic beverages means any beverage that may be legally sold and consumed and that has an alcoholic content in excess of .5% by volume.
2. Drug means any substance (other than alcohol) capable of altering the mood, perception, pain level, or judgment of the individual consuming it.
3. Prescribed drug means any substance prescribed for the individual consuming it by a licensed medical practitioner.
4. Illegal drug means any drug or controlled substance, the sale or consumption of which is illegal.

PROCEDURES (OR PROCESS)

Employee Assistance Program
An employee who feels they have developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is encouraged to seek assistance. Employees may seek help by writing in confidence or asking for a personal appointment with the Director of Human Resources. Each request for aid will be treated as confidential by the Director of Human Resources and only those persons “need to know” will be made aware of such requests.

Rehabilitation itself is the responsibility of the employee. However, any employee eligible for the university’s group medical plan seeking medical attention for alcoholism or drug addiction will be entitled to the special limited alcoholism or drug addiction benefit of the university’s group medical plan in effect at the time of rehabilitation. During enrollment in a formal treatment program, employees may use sick and vacation leave.

The employee must have been employed for at least one year; must maintain weekly contact with the Human Resources; provide certification that they are continuously enrolled in a treatment program and actively participating in that program to remain employed. Upon successful completion of treatment, the employee will return to active status without reducing pay or seniority.

Rejection of Treatment — Failure of Rehabilitation
If an employee fails to complete rehabilitation, they may be subject to termination.

Alcoholic Beverages
No alcoholic beverages will be brought into or consumed upon university premises. Drinking alcohol or being under the influence of alcoholic beverages while on duty is cause for discharge.

Prescription Drugs
No prescription drug shall be brought upon university premises by any person other than the one for whom the medication is prescribed. The prescription by a licensed medical practitioner shall be used only in the manner, combination, and quantity prescribed. Any employee whose abuse of prescription drugs results in excessive absenteeism or tardiness or is the cause of accidents or poor work will be referred to the Employee Assistance Program for rehabilitation. If the employee refuses to participate in rehabilitation, they shall be discharged.

Illegal Drugs
The use or possession of illegal drugs or controlled substances on or off duty is cause for discharge.

Employment of Persons Addicted to or Dependent Upon Alcohol or Drugs
A person presently using illegal drugs or having a history of alcohol or drug dependency will not be knowingly employed unless sufficient evidence of rehabilitation is satisfactory to the university.
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Policy 416: Workplace Attire and Grooming

Responsible Department: Office of Human Resources
Responsible Administrator: Chief Human Resources Officer
Effective Date: January 1994
Reviewed/Updated Date: February 2023
Date of Scheduled Review: February 2027

PURPOSE

To establish guidelines for appropriate dress and appearance during regular business hours at the university. Employee appearance contributes to 麻豆传媒映画鈥檚 culture and reputation. Employees are expected to present themselves professionally, resulting in a favorable impression by students, colleagues, parents, alumni and campus visitors.

SCOPE

This policy applies to employees at ACU.

POLICY

Employees are expected to maintain a businesslike, neat and clean appearance as determined by the requirements of the area where the employee works. Traditional business attire is expected of all employees.

Certain staff members may be required to meet special dress, grooming and hygiene standards, such as wearing uniforms or protective clothing, depending on the nature of their job. Uniforms and protective clothing may be required for certain positions. Departments such as the ACU Police Department, Facilities Operations and Athletics, by nature of their work, may have a slightly different dress code that is communicated to employees by their supervisor.

Appropriate workplace dress does not include clothing that is too tight or revealing; clothing with rips, tears or frays; or any extreme style or fashion in apparel, footwear, accessories or fragrances.

Although it is impossible and undesirable to establish an absolute dress and appearance code, ACU will apply a reasonable and professional workplace standard to individuals on a case-by-case basis. Supervisors may make exceptions for special occasions or inclement weather, at which time employees will be notified in advance. An employee who is unsure of what is appropriate should check with their manager or supervisor.

Apparel – Employees should wear proper and clean attire. The following is a list of some examples of inappropriate dress that is not all-inclusive:

• Shirts displaying advertising, logos or writing other than 麻豆传媒映画.
• Sweatpants, leggings, exercise wear, spandex, pajama-type clothing, jogging suits, shorts or tank tops.
• Any clothing with spaghetti straps that reveals bare backs, midriffs or shoulders or any revealing or provocative clothing.
• Jeans (must be clean and free of rips, tears and fraying; may not be excessively tight or revealing)
• Shoes are required for work. Examples of inappropriate footwear include flip-flops and construction or hunting boots.

Hair – Hair should be clean, combed and neatly trimmed or arranged. This pertains to sideburns, mustaches and beards. Shaggy, unkempt hair is not permissible.

Personal Hygiene – Good personal hygiene habits must be maintained.

PROCEDURE (OR PROCESS)

Addressing workplace attire and hygiene concerns. The supervisor is responsible for evaluating employees’ dress and appearance under their supervision.

Violations of this policy can range from inappropriate clothing items to offensive perfumes and body odor. If an employee comes to work in unsuitable dress, an oral warning should be given to the employee, and the university’s dress and appearance standards should be reviewed. In most cases, the employee should be sent home to change into conforming attire or properly groom and return to work.

Should a second occasion occur, the employee should be sent home to change clothes immediately as well as given a written warning. Hourly paid staff members will not be compensated for missed work time because of failure to comply with designated workplace attire and grooming standards.

If an employee鈥檚 poor hygiene or use of too much perfume/cologne is an issue, the supervisor should discuss the problem privately and point out the specific areas to be corrected.

Further violations of this policy may result in discharge.

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Policy 417: Use of Tobacco in the Workplace

Responsible Department: Office of Human Resources
Responsible Administrator: Chief Human Resources Officer
Effective Date: January 1994
Reviewed/Updated Date: May 2026
Date of Scheduled Review: May 2030

PURPOSE
To provide a safe and healthy workplace.

SCOPE
This policy applies to employees and visitors at ACU.

POLICY
The use of tobacco products, electronic cigarettes, and vaporizers is strictly prohibited on campus. This policy establishes the University as a smoke free institution and includes but is not limited to tobacco and other smoking related products and devices. The use of these items is prohibited in all property owned by the University including vehicles, campus grounds, and parking lots.

DEFINITION
“Tobacco and Smoking Related Products” means all tobacco-derived or tobacco containing products including, and not limited to, cigarettes, electronic cigarettes, cigars and cigarillos, hookah smoked products, pipes, and oral tobacco (e.g., spit and spitless, smokeless, chew, snuff) and nasal tobacco (e.g. snus). It also includes any product intended to mimic tobacco products or the smoking of any other substance.
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Policy 418: Telephone Use

Responsible Department: Information Technology
Responsible Administrator: Executive Director, Information Technology
Effective Date: January 1, 1994
Reviewed/Updated Date: February 2023
Date of Scheduled Review: February 2027听

I. PURPOSE

To provide guidelines for using university telephones.

II. SCOPE

This policy applies to all employees at ACU.

III. POLICY

Efficient telephone service is vital to university business. Employees must adhere to the following guidelines:

1. Answer all calls promptly and courteously.
2. Placing personal long distance calls from university phones is not allowed.
3. Employees should hold personal calls, both incoming and outgoing, to emergencies or essential personal business and keep them as brief as possible.
4. Personal cell phones should not be a disruption to university business.
5. Employees should review the requirements for managing and protecting the confidentiality, integrity, and availability of University technology resources and data.

Policy 419: Office Equipment

Responsible Department: Information Technology
Responsible Administrator: Executive Director, Information Technology
Effective Date: January 1, 1994
Reviewed/Updated Date: February 2023
Date of Scheduled Review: February 2027

I. PURPOSE

To provide guidelines for using university office equipment.

II. SCOPE

This policy applies to all employees at ACU.

III. POLICY

• Office equipment such as computers, copiers, fax machines, and like items are for university purposes. Information technology equipment and services such as computers, phones, internet, data storage, and like items are for university business. Limited personal use is acceptable as long as there is no additional risk, cost, or burden to the university.
• Employees should immediately report any malfunction of university equipment to the Help Desk.
• Misuse of university property may lead to corrective action.
• During the course of employment, many employees will be working with confidential data regarding students, employees, and/or finances of the university. Employees must protect this information by safeguarding it when in use, storing it properly when not in use, and ensuring it is password protected. It is also expected that this information will only be discussed with those who have a legitimate need to know.
• See the and for further information.

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Policy 420: Responsible Use of Information and Technology

The responsible Use of Information and Technology Policy can be accessed at:听.

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Policy 421: Whistleblower Policy

View听听or听听online.
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Policy 423: Identity Theft Red Flag Rules

Responsible Department: Office of Risk Management
Responsible Administrator: Director of Institutional Compliance & Risk Management
Effective Date: May 1, 2009
Reviewed/Updated Date: February 2022
Date of Scheduled Review: February 2026

PURPOSE听听

To implement and maintain an identity theft program in accordance with the Federal Trade Commission (FTC) and Fair and Accurate Credit Transaction Act (FACTA) and use these guidelines to establish policies and procedures that meet the requirement of the final rules.

SCOPE听听

This policy applies to all departments that manage or process data related to covered accounts as defined below. In addition, this policy applies to all departments that manage or process personal identification data that could be used to access information from another department or other party related to covered accounts, as defined below.听

DEFINITIONS听听

Cardholder: means a consumer who has been issued a credit or debit card. This includes student identification cards which may be used as debit cards. This does not include student identification cards that are stored-value cards.听听

Clear and conspicuous: means reasonably understandable and designed to call attention to the nature and significance of the information presented.听

Covered accounts: Accounts that are used primarily for personal, family, household or business purposes that involve or are designed to permit multiple payments or transactions; any account for which there is a reasonably foreseeable risk to members or the safety and soundness of the university. Covered accounts include, but are not limited to, any account receivable from an employee or student, student loans, and student accounts under tuition payment plans.听

Identity theft: Fraud that is committed or attempted using a person鈥檚 identifying information without authorization.听

Member: An individual for whom a covered account is maintained.听

Red flag: An event or item that signals potential theft of personal information.听

Relevant department: An ACU department assigned with responsibility for designing procedures to comply with this policy and the FACT Act Identity Theft Red Flag Rules.听

Stored value cards: prepaid cards (such as laundry cards or dining hall cards) that do not require an electronic fund transfer from the cardholder鈥檚 account held by ACU for the purpose of transferring money between accounts or in exchange for money, property, goods, services, or cash.

RESPONSIBILITY AND OVERSIGHT听

The Director of Institutional Compliance & Risk Management (ICRM) will oversee the further development, implementation, and administration; ensure staff is trained; and oversee service provider arrangements. Administration methods for the program will include:听

• Assigning to relevant department directors the responsibility for designing procedures that comply with the requirements of the program and training staff on specific responsibility for the program.听
• Directors of relevant departments will deliver to the Director of ICRM an annual report regarding compliance with the red flag rules. This report should address matters such as the effectiveness of the policies and procedures that address the risk of identity theft in connection with the opening of covered accounts or existing covered accounts, service provider arrangements, significant incidents of identity theft and the relevant department鈥檚 response to these incidents, and recommendations for material changes to the program.听
• Providing guidance for the appropriate board committee to approve material changes to the program.听

REQUIREMENTS OF THE PROGRAM

1. Service Providers 鈥� If service providers are used in connection with covered accounts, the relevant department will ensure that the activities of service providers are conducted pursuant to reasonable policies and procedures that comply with the rules.
   
   
2. Procedures 鈥� Relevant departments must document written procedures to be implemented that will:听
   • Define potential red flags for covered accounts听
   • Communicate the definitions of red flags to relevant personnel听
   • Detect red flags in the normal course of operations听
   • Respond appropriately to red flags to prevent and mitigate identity theft in connection with the opening of certain accounts or certain existing accounts听
   • Ensure procedures are updated periodically to reflect changes in risks to students and 麻豆传媒映画听
   • Be reviewed periodically by the Director of ICRM
3. Risk Assessment 鈥� For potential red flags identified, the relevant department should document a risk assessment that identifies risks in these areas鈥攆inancial, operations, compliance, reputation, and litigation. The risk assessment should consider the following:听
   • Types of covered accounts offered or maintained听
   • Methods provided to open accounts听
   • Methods provided to access accounts听
   • Previous experiences with identity theft听
   • Methods used to reflect changes in identity theft
4. Detection of Red Flags 鈥� Relevant departments must address the detection of red flags: (1) when opening new covered accounts by obtaining identifying information about and verifying the identity of a person opening a covered account and (2) when authenticating identity, monitoring transactions, and verifying the validity of data change requests related to existing covered accounts. Possible sources used for detecting red flags may include:听
   • Alerts,听 notifications,听 or听 other听 warnings听 received听 from听 consumer听 reporting agencies or service providers, such as fraud detection services 鈥� Presentation of suspicious or altered documents听
   • Presentation of suspicious, inconsistent, or altered personal identifying information such as a suspicious address change听
   • Attempts to access an account by unauthorized users听
   • Unusual use of or other suspicious activity related to a covered account听
   • Notice from students or victims, identity theft law enforcement authorities, or other persons regarding possible identity theft in connection with covered accounts
5. Response Program 鈥� Relevant departments should initiate appropriate responses for preventing and mitigating identity theft. A response is required whenever a red flag event has been identified. These responses may include:听
   • Monitoring a covered account for evidence of identity theft听
   • Contacting the known owner of the covered account听
   • Changing any passwords, security codes, or other security devices that permit access to a covered account听
   • Reopening a covered account with a new account number听
   • Not opening a new covered account听
   • Closing an existing account听
   • Not attempting to collect on a covered account or not selling a covered account to a debt collector听
   • Notifying law enforcement听
   • Determining that no response is warranted under the particular circumstances听
   • Documenting the response and the basis for the response decision听

STUDENT IDENTIFICATION CARDS AND RELATED CHANGE OF ADDRESS REQUESTS听

This section applies to relevant departments that issue cards, such as student identification cards, which may be used as debit or credit cards. This does not include student identification cards that are stored-value cards. This policy may also apply to ACU鈥檚 service providers to the extent that they issue credit or debit cards on behalf of ACU. If a service provider of ACU does not have a stated policy that complies with FACTA, the service provider must comply with this policy.听

1. Required response 鈥� Pursuant to its obligations under FACTA, the relevant department shall assess the validity of a request for a change of address if it receives the notification of a change of address for a cardholder鈥檚 account and, within a short period of time afterward (during at least the first 30 days after it receives such notification), the relevant department receives a request for an additional or replacement card for the same account.Under these circumstances, the relevant department shall not issue an additional or replacement card until it assesses the validity of the change of address through the following steps:听
   • The relevant department shall notify the cardholder of the request in a clear and conspicuous manner provided separately from its regular correspondence at the cardholder鈥檚 former address or by any other means of communication that ACU and the cardholder have previously agreed to use; and听
   • Provide the cardholder a reasonable means of promptly reporting incorrect address changes.听
   • Documenting the results of the address verification process.
2. Address Verification Alternative 鈥� The relevant department may satisfy the requirements of this policy by validating an address pursuant to the method set forth above in Section VI.1 when it receives an address change notification before it receives a request for an additional or replacement card.听

UPDATES听

This policy and related procedures should be reviewed periodically and, if necessary, updated to reflect changes in risks from identity theft to students and to the safety and soundness of 麻豆传媒映画 taking into consideration:听

• Experiences with identity theft听
• Changes in methods of identity theft听
• Changes in methods to detect, prevent, and mitigate identity theft听
• Changes in the types of accounts that 麻豆传媒映画 offers听
• Changes in the business arrangements of 麻豆传媒映画, including mergers, acquisitions, alliances, joint ventures, and service provider arrangements听

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Policy 423.1: Identity Theft Payment Card Industry Security Standards

Responsible Department: Financial Operations
Responsible Administrator: Controller听
Effective Date: June, 1, 2011听
Reviewed/Updated Date: February 2023
Date of Scheduled Review: Each anniversary of the effective date

PURPOSE

The purpose of this security policy is to help assure that 麻豆传媒映画 is (1) being good stewards of personal information entrusted to it by its constituents, (2) protecting the privacy of its constituents, (3) complying with the Payment Card Industry Data Security Standards, and (4) striving to avoid a security breach from unauthorized and inappropriate use of cardholders鈥� information. This policy works in conjunction with Policy No. 423 Identity Theft Red Flag Rules in accordance with the Federal Trade Commission (FTC) and Fair and Accurate Credit Transaction Act (FACTA).听

SCOPE

This security policy is intended for:

• Any individual who accepts, captures, stores, transmits, or processes credit or debit听 card payments received for the purchase of University products and services, for contributions, etc.
• Any individual who supports University efforts in accepting, capturing, storing, transmitting, and/or processing credit or debit card information such as technical support staff members whose roles involve access to computer hardware and software involved in accepting, capturing, storing, transmitting, or processing credit or debit card information, and any individuals tasked with destroying credit and debit card information, etc.

DEFINITIONS

Cardholder Data: Cardholder data refers to all information from a credit card or debit card that is used in a transaction. Commonly used elements of cardholder data include the primary account number (PAN), cardholder name and expiration date displayed on the front of the card.

Sensitive Authentication Data: Sensitive authentication data is security related information used to authenticate cardholders and authorize card transactions. Sensitive authentication data elements include magnetic stripe data, personal identification number (PIN) or the encrypted PIN block, and the card validation code – the three or four digit number security code found either on the front or on the back of a card (a.k.a. CVV, CVV2).

POLICY

The following statements comprise 麻豆传媒映画鈥檚 payment card security policy:

1. Compliance with Payment Card Industry Data Security Standards (PCI-DSS) as published by the is required of all ACU employees and departments that accept, process, transmit, or store payment cardholder information.
2. Only authorized ACU employees who are properly trained for PCI-DSS compliance may accept, capture, store, transmit, or processes cardholder data or access cardholder information, devices, or systems that store or access cardholder information:

• • Employees new to the role of handling cardholder data must be trained prior to receiving credit/debit card handling duties.
  • Employees whose payment card handling duties preceded implementation of this policy should receive training as soon as possible.
  • The content of the training program must be reviewed and approved by the Controller in Financial Operations.
  • Evidence of successful completion of the training program for each applicable employee is required on an annual basis and will be documented by the employee’s signature on a certification of training form or completion of an approved online training delivery method.

3. Only PCI-DSS compliant equipment, systems, and methods that are approved by the Financial Operations Team may be utilized to process, transmit, and/or store cardholder information.
4. Critical or high-risk technologies (for example, remote-access technologies,听 wireless technologies, removable electronic media, laptops, tablets, personal data/digital听 assistants [PDAs], and internet usage) may be used to handle or transmit cardholder data only if approval is obtained from Financial Operations that defines the following:

• • Authentication for use of the technology;
  • A list of all such devices and personnel with access;
  • A description of the acceptable uses of the technologies;
  • When applicable, automatic disconnect of remote-access technologies after a听 specific period of inactivity.
  • Activation of remote-access technologies for vendors and business partners only when needed by vendors and business partners, with immediate deactivation after use.
  • Cardholder data may not be entered, processed, or transmitted by an ACU employee or contractor on a computer connected to the internet unless the computer is placed within a separate and secure LAN and only if internet access on the applicable computers is restricted to only the websites necessary to complete transactions.

5. Third-party vendors processing or accessing cardholder data must be PCI-DSS compliant and must, prior to their engagement, provide Financial Operations with a copy of the Vendor鈥檚 Attestation or Certificate of Compliance with PCI DSS for their applicable validation types. If cardholder data is shared with service providers, the following items apply:

• • A list of such service providers must be maintained;
  • A written agreement must be obtained from such service providers indicating the service providers are responsible for the security of cardholder data the service provider possesses.
  • Financial Operations will monitor the status of service provider compliance with PCI-DSS at least on an annual basis.

6. Each ACU employee or contractor acting on behalf of ACU who has access to cardholder information is responsible for protecting that information in accordance with PCI-DSS and University policy and procedures.

• • All media (consisting of all paper and electronic data containing cardholder data) must be physically secured at all times, and the transport of any such media containing cardholder data, if applicable, must be approved by management and tracked by a log or other method.

7. Cardholder data must be destroyed or deleted so that it is not recoverable as soon听 as it is no longer necessary for processing transactions.

• • Paper documents containing cardholder data must be destroyed by using a cross-cut shredder.

8. Under no circumstances may unprotected primary account numbers be received or transmitted via end-user messaging technologies (for example, email, text messaging, chat, etc.).
9. Sensitive authentication data may never be stored under any circumstances, even if encrypted, subsequent to the authorization of a transaction. If sensitive authentication data is received and deleted or destroyed, each merchant must have processes in place to ensure that the deleted or destroyed data is unrecoverable.
   
10. To comply with PCI-DSS requirements, merchants transmitting cardholder data via the internet must complete quarterly internal and external vulnerability scans (external scans must be performed by an approved scanning vendor) and vulnerabilities identified during scans must be corrected in a timely manner.
11. Financial Operations will maintain and communicate an Incident Response Plan to provide specific guidance on how to respond in the event of a suspected security breach, which could negatively affect cardholder information or the University鈥檚 compliance with PCI-DSS. Any such event must be immediately reported to the Controller in Financial Operations and the Director of Technology Support Services for an appropriate response in accordance with the Incident Response Plan.
12. Non-ACU employees who are acting on ACU鈥檚 behalf must comply with PCI-DSS. Vendors/Merchants and service providers operating on the ACU campus that accept credit cards must execute a contract addendum assuring their compliance with PCI-DSS.
13. Each merchant that accepts credit card payments must complete an annual Self Assessment Questionnaire (published on the website) to be reviewed by the responsible administrator or designee.

Failure to comply with these principles, as implemented in this Payment Card Security Policy, may result in the revocation of the ability to process credit and debit card transactions and/or could lead to disciplinary action. Because of the substantial penalties and fines that can be levied against 麻豆传媒映画, PCI-DSS compliance is of the utmost importance for all transactions involving payment cards.

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Policy 424: Records Management Policy

View the policy on University Records Management from the button below.

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Policy 425: Employee Receivable Policy

Responsible Department:听Financial Operations
Responsible Administrator:听Collections Coordinator
Effective Date:听10/13/14
Reviewed/Updated Date:
Date of Scheduled Review: 10/13/18

PURPOSE
麻豆传媒映画 often extends credit to employees for charges related to parking permits, parking fines, campus store charges, and athletic passes charged to employee accounts. Account activity is viewable in the Wildcat Pay Portal accessed through myACU. This policy ensures proper review and approval over decisions to extend credit to employees.听 Without proper oversight of the extension of credit, employees and the University could be placed at risk.

SCOPE
This policy applies to all faculty and staff who incur charges on their ACU account. The account is charged when employees receive parking fines, make purchases at The Campus Store, purchase athletic passes on their account, or incur other charges or fines/fees with any merchant across campus.

DEFINITIONS
ACU Account 鈥� Account each employee has with the university, regardless if the employee chooses to use it, that is linked to the employee鈥檚 banner ID and ID Card.

PROCEDURE (OR PROCESS)
For purchases on account of $250 or more, prior approval must be granted by the Billing & Receivables Manager.听 The Billing & Receivables Manager will verify that the employee鈥檚 ACU account is in good standing with the University before approval is granted.

All charges on an account must be paid in full according to the University鈥檚 regular billing cycle. Account statements are generated electronically through the Wildcat Pay Portal on a monthly basis. Employees who have an account balance will receive an email notification, to their ACU email address, that their eBill is ready to view in the Wildcat Pay Portal.

All accounts are subject to late fees (interest charges) according to the University鈥檚 late fee schedule. More information can be found at www.acu.edu/payingyourbill.

COMPLIANCE
For employees who do not pay their account balance by the due date, the billing and receivables team will begin the collection process on accounts as they become past due:

1. If still employed by ACU, payroll deductions of up to $100 per pay cycle for exempt employees and $50 per pay cycle for non-exempt employees will be made until the balance is paid in full.
2. If employee has been terminated or terminates before balance is paid in full by step 1, the remaining balance will be deducted from the final pay check unless other satisfactory payment arrangements have been made with the University鈥檚 collection coordinator.
3. If payment is not made, ACU will attempt to collect by sending a minimum of two (2) letters of contact requesting payment.听The letters will be sent in 30-day intervals once it is determined that a payment agreement has been broken or when ACU is not able to collect the balance through payroll deductions.听 For debts greater than $250, the second letter will indicate that the account will be referred to a collection agency if payment is not received within a specified period of time.

If collection efforts outlined in steps 1 through 3 have been met but failed and the debt is still delinquent, the debt will be sent to a third party collection agency.听The employee is responsible for any and all collection fees, legal fees, and attorney fees incurred during this process.

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Policy 430: Performance Improvement

Responsible Department:听Human Resources
Responsible Administrator:听Director of Human Resources
Effective Date:听April 1, 1997
Reviewed/Updated Date:听May 2016
Date of Scheduled Review:听March 2020

PURPOSE
To set forth general supervisory guidelines for a performance improvement process aimed to document and correct undesirable employee conduct, as well as, develop or improve specific job skills or behaviors.

SCOPE
This policy applies to staff employees at ACU.

POLICY
The university seeks to establish and maintain standards of employee conduct and supervisory practices which will, in the interest of the university and its employees, support and promote effective business operations. Such supervisory practice include administering the Performance Improvement Plan when employee conduct or performance problems arise. It is also a tool to be used for the development or improvement of pre-determined job skills or behaviors. Major elements of this policy generally include:

1. Constructive effort by the supervisor to help employees achieve fully satisfactory standards of conduct and job performance.
2. Correcting employee shortcomings or negative behavior to the extent required.
3. Notice to employees through communicating this policy that discharge will result from continued or gross violation of employee standards of conduct or unsatisfactory job performance.
4. Written documentation of disciplinary warnings given and corrective measures taken.
5. Documentation of performance improvement will become part of the employee’s personnel record.

OPTIONS FOR PERFORMANCE IMPROVEMENT
Depending on the facts and circumstances involved in each situation, a supervisor may choose to begin the Performance Improvement Plan at any step up to and including immediate discharge. However, in most cases, the following steps should be followed:

1. Oral Warning. The employee’s supervisor should have a verbal discussion with the employee in private. During that meeting the supervisor should:
   1. Discuss with the employee the unacceptable behavior. Included in this discussion should be the who, what, when, where, how and why of the incident.
   2. Explain why the behavior is unacceptable; violated ACU policy or procedure; negatively impacts work flow; or created a performance issue.
   3. Suggest ways for the employee to improve their behavior to meet standards.
   4. Inform the employee that the verbal conference is the first step in the disciplinary procedure and further instances of unacceptable behavior will initiate progressively more serious disciplinary action, up to and including termination.
   5. Document the nature, content and date of the oral warning with a memo to the employee file. Original form should be mailed to the Director of Human Resources in a sealed confidential envelope. The oral warning may be repeated several times as the supervisor deems necessary. Specific time limits should be set on improving the behavior in question.
2. Written Warning Notice. A written warning, in the form of a performance improvement plan, should occur if the behavior is not corrected following the verbal discussion(s). The performance improvement plan should contain the following:
   1. Describe the incident, noting any verbal discussion, which occurred prior to the written counseling. Give specific dates, times and a summary of what was said.
   2. Inform the employee what must be done to correct or improve the unacceptable behavior. Be specific.
   3. Discuss with the employee the training or directive necessary to achieve the desired goals.
   4. Set a specific time limit when correction or acceptable improvement should be noticed. The supervisor should have a follow-up meeting with the employee at the appointed time to discuss the program.
   5. State what disciplinary action will be taken if such behavior is not corrected or occurs again. Indicate that additional action may include termination.
   6. Have the employee sign and date the written warning indicating that the conversation did take place. If the employee refuses to sign, indicate the refusal on the employee signature line, initial and date it yourself. Original copy of the written warning should be sent to the Director of Human Resources in a sealed confidential envelope.
3. Suspension. The nature of certain types of misconduct warrants placing an employee on suspension (in lieu of probation) and may be followed by a probationary period. A suspension is an imposed temporary absence from duty without pay. The purpose of this step is to make certain that the employee is aware of the seriousness of his or her behavior. Once again, continued errant behavior will result in further disciplinary action up to and including discharge.
4. Discharge. For infractions deemed to be sufficiently serious, or where there is continued continued failure to respond appropriately to prior corrective action, discharge is appropriate. The area vice-president should be notified and approval of the employee’s division head and the Director of Human Resources must be obtained prior to the discharge of an employee under any circumstances.

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Policy 440: Political Campaign Activity

Responsible Department:听Office of Human Resources
Responsible Administrator:听Chief Human Resources Officer
Effective Date:听February 2008
Reviewed/Updated: May 2026
Date of Scheduled Review: May 2030

I. PURPOSE
To promote civic involvement while protecting 麻豆传媒映画’s status as a federal income tax exempt organization under Section 501(c)(3) of the Internal Revenue Code.

II. SCOPE
This policy applies to all ACU employees. Where applicable, this policy also applies to all students and student organizations.

III. STATEMENT OF LAW
Section 501(c)(3) of the Internal Revenue Code prohibits tax-exempt organizations, such as ACU, from participating or intervening in political campaigns on behalf or in opposition to any candidate for public office. Accordingly, the university may not endorse a candidate, provide or solicit financial or other forms of support for candidates or political organizations, or establish political action committees. Violations of these prohibitions could result in loss of the university’s tax-exempt status, imposition of taxes on the institution and its responsible managers, federal or state government lawsuits, audits, investigations or other penalties.

IV. POLICY
ACU’s policy on employee political campaign activity is established for the guidance of all employees, but it cannot expressly address every potentially prohibited activity under the federal law. The policy addresses all levels of political activity, up to and including filing and running for elected office, and offers a framework from which employees can safely exercise their constitutional rights to free speech and association while also respecting the prohibitions against inappropriate political involvement by non-profit organizations and their employees.

1. Pursuit of Elected Office
   1. If employees plan to undertake public office or seek leave for that purpose, they should first consider primary obligations and responsibilities to the university and also consider potential problems the political activity could create for the university. In short, employees are free to seek elected office provided that it does not interfere with their obligations as employees of the university. In order to determine the feasibility of pursuing elected office consistent with obligations of employees to the university, employees will consult with their supervisor.
   2. Employee candidates may use their documented, official university title for identification purposes, provided that a reasonable person would not infer that it was an endorsement by the university.
2. Individual Involvement in Campaigns – Employees, in their individual capacity, may involve themselves in support or in opposition to political candidates and campaigns pursuant to the following provisions:
   1. Individual political activity of employees must not interfere with the execution of their duties or responsibilities to ACU.
   2. Employees must not engage in political advocacy at ACU functions or through official university publications, unless they are a legally qualified candidate for public office and the activity is consistent with other provisions for candidate appearances in this policy.
   3. If employees are identified by their ACU affiliation in connection with their individual political activity (e.g. an endorsement in a political advertisement), they must ensure that:
      1. A clear and unambiguous message is also included indicating that they are acting on their own behalf and not at the direction or on behalf of ACU, so that a reasonable person would not believe the communication or activity to be an endorsement by ACU; and
      2. The affiliation is their documented, official ACU title.
3. Use of University Facilities and Resources
   1. ACU employees may not use or provide university resources including, but not limited to university mailing lists, office space, property, telephones, technology, photocopying, or personnel to support or oppose a political candidate, campaign, party, action committee or group.
   2. ACU听and its employees may not use institutional letterhead or email in support of or in opposition to a candidate, campaign, political party, or political action committee. Unsolicited interoffice communications, including but not limited to email and other digital communications, in support or against a candidate for public office are prohibited. Moreover, ACU or its employees may not place political advertising (e.g. signage) on university property, and no political candidate or non-student political group should be permitted to place political advertising on university property.
   3. Subject to university policies on permission and scheduling, recognized student organizations may use ACU facilities for partisan political purposes, so long as they pay the usual and normal charge, if any, for such use. However, prolonged partisan use of ACU facilities should be avoided.
   4. Individual students may not place political advertising (e.g. signage) on university property. However, subject to other relevant university policies, recognized student organizations may temporarily post political advertising (e.g. signage) on university property during their on-campus events.
4. Candidate Appearances – ACU and its employees and student groups may invite candidates for political office to appear in their candidate capacity only if the candidate appearance meets and adheres to the following:
   1. The appearance consists of speeches, question-and-answer sessions, or similar communications in an academic setting;
   2. No political fundraising occurs;
   3. It is made clear that ACU takes no position with regard to the candidate; and
   4. All candidates seeking the same office must be provided an equal opportunity to appear.
5. Academic Courses and Schedules – Academic coursework may require that students participate in political campaigns of their choice, but only if the university and the related faculty neither influence the students’ choice of candidate nor control their campaign work. Students may be excused from classes for which the assignment was given in order to fulfill these requirements. ACU may (but is not required to) rearrange class or work schedules to permit members of its community to participate in the election process, provided that it is done without reference to particular candidates or political parties.
6. Advertising in University Publications – ACU publications may accept paid political advertising as long as it is accepted on the same basis as other nonpolitical advertising and not attributed to the university’s own views. The publication should ensure that the advertisement is identified as paid political advertising and must also make advertising space available to all candidates on an equal basis.
7. Student Publications – Student publications may run editorials expressing the editors’ views on candidates for public office, provided that the publication’s editorial policy is free of editorial control by university administrators or faculty advisors with respect to such views. A statement on the editorial page must indicate that the views expressed are those of the student editors and not those of ACU. The university may provide financial and administrative support to such publications.
8. Issue Advocacy – ACU and its employees may engage in permissible lobbying and public policy education activities within the constraints ordinarily applicable to such activities conducted by universities, provided that heightened, different, or targeted lobbying and public policy education activities do not coincide with campaign events.
9. Political Contributions and Fundraising – Employees may, in their individual capacity and in accordance with all applicable state and federal laws, donate or raise non-university funds in support of candidates for public office, political campaigns, political parties or political action committees. ACU may not reimburse employees for political contributions.
10. Political Appointments – Employees may accept political appointments to any level of government service consistent with other provisions in this policy.

V. FORMAL COMPLAINT RESOLUTION
Any complaint regarding a violation of this policy against prohibited political campaign activity must be made in writing, outlining the facts surrounding the violation and the section of the policy allegedly violated. Complaints concerning university employees should be submitted to the Human Resources Office, while complaints concerning students or student organizations should be submitted to the office of the VP for Student Life/Dean of Students.

Any investigation of all formal, written complaints involving employees will be conducted or coordinated by Human Resources. An investigation of all formal, written complaints involving students will be conducted or coordinated by the office of the VP for Student Life/Dean of Students. To the extent reasonably possible, complaints will be handled confidentially by the coordinating office, with the facts made available only to those who have a need to know for purposes of investigation or resolution. The coordinating office will make a determination as to whether there was a violation of the policy, ensure that appropriate university administrator(s) take necessary action, and inform the complainant and the respondent of the final disposition of the complaint.

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Policy 441: Public Demonstration Policy

Responsible Department: Office of Institutional Compliance & Risk Management (ICRM)
Responsible Administrator: Director of ICRM
Effective Date:听 November 1, 2024
Date of Scheduled Review: November 2028
听

I. PURPOSE
The purpose of this policy is to guide individuals or groups wanting to conduct public demonstrations on the grounds of 麻豆传媒映画 (the 鈥渦niversity鈥�) in a manner consistent with the ideals and mission of the university. The policy guides to ensure that such activities do not disrupt normal business operations, including teaching and research. This policy is also intended to ensure that all public demonstrations are conducted legally and lawfully.

II. SCOPE
This policy applies to all 麻豆传媒映画 students, faculty, staff, affiliates and visitors (whether individuals or groups) while on campus or university-owned property.

III. PRINCIPLES
麻豆传媒映画 (ACU) values open dialogue and the exchange of ideas in a manner that is consistent with the university鈥檚 mission. Within this context, faculty, staff, students, and affiliates may engage in public demonstrations on ACU property that follow this policy and other ACU policies.

ACU is a private university. Accordingly, the campus is private property, and no party may enter or remain upon it without the consent of the university. Furthermore, no party may conduct or participate in any public demonstration without the express written consent of the university.

As a tax-exempt entity, the university must abide by federal and state laws that prohibit the use of university facilities, services or personnel from promoting or supporting individuals or organizations campaigning for public office; and laws that prohibit the university (or any of its related entities) from contributing to or supporting political candidates or parties. Therefore, no university resources may be used for political purposes, except to the extent approved by the Office of General Counsel. These restrictions on political activity do not apply to any employee acting solely in an individual capacity on his or her own time and utilizing his or her own personal resources. Please see ACU Policy 440: Political Campaign Activity for further information.

Protests and demonstrations that impede or disrupt the academic mission, normal business operations, research, or the free speech of others, or consist of or promote targeted violence and harassment, or threaten campus/personal safety will prompt a swift and coordinated response to ensure compliance with ACU policy.

IV. DEFINITIONS
These definitions apply to terms as they are used in this policy.

麻豆传媒映画 Property – Buildings, grounds, and land that are owned by ACU or controlled by ACU via leases or other formal contractual arrangements to house ongoing university operations.

ACUPD 鈥� 麻豆传媒映画 Police Department

Public Demonstration 鈥� Refers to a planned or spontaneous action by a group or individual, not officially sponsored by the university, intended to express some grievance, or support a social or political cause; may include, but is not limited to, protests, speakers and/or planned or impromptu gatherings.

EOT 鈥� Emergency Operations Team, which will manage, assist in approval and supervise all pre-planning for public demonstrations.

Premises 鈥� Building or part of a building

Protests 鈥� Expressions of reactions, by words or by actions, against particular events, policies or situations.

Targeted Violence and Harassment 鈥� Refers to speech advocating or constituting violence or harassment against a person or听group based upon a perception of membership in a protected category (e.g., religion, race, ethnicity, national origin, sex, veteran status) that may be expressed as hatred toward that group, including rhetorical and physical acts expressing such violence or harassment directed toward individuals or their property,听 or toward community institutions and/or religious facilities associated with the targeted group. Examples include but are not limited to calling for, aiding or justifying the killing or harming of members of the targeted group in the name of a radical ideology or an extremist view of religion.

V. OPERATIONAL GUIDELINES

• Public demonstrations may be held on ACU property or ACU premises if they听fall within the requirements promulgated in this policy.
• The university reserves the right to determine which public demonstrations align with听the Christian mission, policies, and/or academic enterprise of the university including听those policies and principles prohibiting targeted violence and harassment.
• This policy applies to all on- or off-campus public demonstrations sponsored by听chartered ACU student organizations, departments, or faculty and听staff acting in their role as an ACU employee.
• While subject to the limitations of item two above, the university will strive to permit听free expression and lawful assembly. Participants in public demonstrations must at听all times abide by the law and university policy. The university intends to respond to听the violation of such laws or regulations and may employ a range of measures up to听and including arrest, corrective action for employees, or student discipline.
• All public demonstrations must be approved and will be coordinated with the听designated university departments as noted in this policy.
• Coordination among university departments is crucial to ensure effective听management of public demonstrations.
• ACU鈥檚 priorities when managing public demonstrations include:
  1. Attending to the physical safety of those involved in expressive activity and the听campus community;
  2. Constructively engaging with demonstrators as appropriate about their issues of听concern;
  3. Working with organizers and demonstrators to safely facilitate events and听freedom of expression. When event organizers, demonstrators and campus听administration communicate effectively, disruptions can sometimes be avoided 鈥� or at least, can take place peacefully without any police intervention requiring听force. Student Life and ACUPD staff will meet in听advance with groups organizing events or those opposed to them with the intent听to learn more about the issues at hand and suggest means of reaching a听resolution;
  4. Conducting pre-event planning, to share any known information so that all听parties are informed of campus expectations, options and responsibilities, and听any possible consequences that could arise due to actions of protestors or听demonstrators. Groups consulting with the university should not expect听confidentiality about their plans, as transparency in the planning process is听essential to the safety and well-being of all involved. After the pre-event planning, the university can clarify what resources beyond the university鈥檚 normal provision are needed and the associated costs and payment for such costs may be听required.
  5. Ensuring that expressive activities do not disrupt normal business operations, teaching or research of the university;
  6. Communicating, including the offices of Marketing and Strategic Communication, in consultation听with other members of the Emergency Operations Team (EOT), with听affected members of the community about anticipated disruptions before the听event as well as any safety concerns that arise during the protest or听demonstration;
  7. ACUPD will coordinate pre-event planning with any outside agencies that may听respond. Pre-event planning will include establishing an Event Day Operations Plan听(EDOP), outlining police operations for the event;
  8. Ensuring that expressive activities do not infringe on or prevent the exercise of听freedom of expression of others;
  9. Prohibiting targeted violence and harassment; and
  10. Managing public demonstrations on ACU property. This will be听coordinated by EOT; campus departments represented include:
      1. ACU Police Department
      2. Student Life
      3. University Events
      4. Marketing and Communications
      5. Office of General Counsel
      6. Academics
      7. Other departments on an as-needed basis.

VI. PROCEDURES
Gaining approval for an expressive activity.

• ACU-affiliated individuals, student groups, or ACU departments must complete the ACU Public Demonstration Request Form (See Appendix A).
  1. Chartered and active student organizations or currently enrolled students will submit the request to the Office of Student Life at studentlife@acu.edu.
  2. ACU departments and faculty/staff will submit the request to the Office of Institutional Compliance and Risk Management at risk@acu.edu.
• Any off-campus person or entity not affiliated with the university wishing to hold an expressive activity on the ACU campus must be sponsored by an ACU department and have the听approval of a university vice president or designee.
• The ACU Public Demonstration Request Form must be submitted no later than five working days before the event.
• Sponsoring departments or organizations shall commit to the following:
  1. Provide a contact person for the event;
  2. Discuss and coordinate financial responsibility for event-related expenses, which may include but are not limited to sanitation, security, clean-up, parking and liability insurance;
  3. Comply with all ACU policies and procedures;
  4. Ensure that the event is consistent with the mission and purpose of ACU;
  5. Obtain an ACU Public Demonstration Request Form (See Appendix A) signed by the Senior VP of Operations;
  6. Ensure the normal business operations of the university are not disrupted;
  7. Ensure respect for the rights of others and university property is maintained;
  8. Ensure the听health and safety of protestors or demonstrators, university personnel, and the general public is not compromised;
  9. Remove all resulting signs and litter from the area at the conclusion of the event.
• Applicable Rules and Procedures
  1. All protestors and demonstrators including visitors or non-university persons must abide by all applicable state and federal laws and university policies.
  2. The university reserves the right to control the time, place, message, and manner of the public demonstration.
  3. Protests or demonstrations may be conducted only between the hours of 9 a.m. and 9 p.m, Monday through Friday, to allow for the fair use of space and appropriate staffing for the safety and welfare of the campus community.
  4. No overnight events will be allowed at the university.
  5. No event may last more than four consecutive hours.
  6. The university will determine the location of the approved public demonstration.
  7. No structures of any sort may be erected without the express written consent of the EOT and the Office of Institutional Compliance and Risk Management.
• Media procedures and requirements include the following:
  1. The group or individual requesting the public demonstration will be made aware of any media access guidelines when they begin the registration process for their event.
  2. External media will check in with the Office of Strategic Communications to let them know that they will be on campus.
  3. Some events on campus may require media credentialing in advance, as coordinated through ACU Strategic Communications. As a private university, ACU reserves the right to grant, deny or limit media access to events on campus based on the circumstances of the event and the safety and well-being interests of students, faculty, and staff.
  4. If reporters contact the Office of Strategic Communications to speak with a student leader or ACU employee about the demonstration, Strategic Communications will take the reporter鈥檚 contact information and forward the request. It is at the student鈥檚 or employee鈥檚 discretion whether they respond.
• Signage, leaflets, or other distributable or displayable materials will be reviewed prior to the public demonstration for approval. Signage must meet the following requirements:
  1. No person who participates in any public demonstration may carry or possess any length of lumber, or wood;
  2. No person who participates in any public demonstration may carry or possess any length of metal for any purpose;
  3. No person may carry any sign, poster, plaque or notice, unless such sign, poster, plaque or notice is constructed or made of cloth, paper, or cardboard material;
  4. No person may carry any sign, poster, plaque or notice that would constitute targeted violence or harassment.
• Unauthorized Activity
  1. No person may stage, present or conduct any public demonstration without first having obtained authorization as required;
  2. No person may continue to participate in a public demonstration after being informed by an ACUPD staff employee or university official that the authorization for the event has been revoked or not granted;
  3. No person may participate in a public demonstration for which the person knows that authorization has been revoked or not granted;
  4. Any person participating in a duly authorized public demonstration must comply with any condition of the ACU Public Demonstration Request Form or this policy;
  5. In the interest of avoiding significant disruption of university functions, participants may not employ amplified sound in their activities;
  6. No person who participates in any demonstration or other expressive activity may carry or possess any torch, burning stick or similar object with a flammable or combustible substance whether or not the object includes an open flame. This prohibition does not include candles six (6″) inches in height or less for outside events;
  7. No person who participates in any protest or demonstration activity may wear any type of covering over his or her face, such as a hood, mask or other facial coverage inhibiting full facial recognition. This prohibition is not intended to exclude hoods, masks or facial coverage used in relation to religious beliefs, or incidental to amusement, entertainment, holiday events, protection from weather or for prescribed medical purposes;
  8. No public demonstration may impede ingress or egress from university facilities or events;
  9. No public demonstration may be held within any ACU-controlled building or facility; and
  10. No public demonstration may impede vehicular or pedestrian traffic on any campus roadway or sidewalk.
• Procedures for Non-Compliance
  1. Revocation of ACU Public Demonstration Request Form
     1. The university may revoke an ACU Public Demonstration Request Form immediately upon violation of the conditions or standards for issuance as outlined in this policy, or when a situation arises having an immediate and adverse effect upon the welfare and safety of persons or property or the normal conduct of university business.
  2. Group Disruptive Activity
     1. If an authorized public demonstration event becomes disruptive to normal business operations, impedes access to or use of any ACU property, or otherwise violates ACU policy, the group will be put on notice. The designated EOT incident commander or designated university official will communicate with the group鈥檚 point of contact and advise them of any violations and ask for compliance within a specific agreed-upon time frame. If the group fails to comply with the warning within the specified time frame, the EOT incident commander or designated university official will advise the group鈥檚 point of contact that the public demonstration authorization is revoked, and the group must cease and desist their demonstration by a specified time.
     2. If the group fails to leave by the designated time, the EOT incident commander or their designee will advise the group that they are required to leave and if they refuse to do so, they will be:
        • Referred to the university鈥檚 internal disciplinary process;
        • Subject to being issued citations under the authority of the Education Code 搂 51.204; and/or
        • Subject to arrest under the authority of the Texas Penal Code 搂 30.05.
     3. Individuals Who Disrupt Authorized Public Demonstrations
        1. If the sponsoring group determines that an individual(s) is disrupting their event, they will initiate contact with ACUPD to seek guidance on how to approach the individual(s) to ask that the disruptive behavior stop.
        2. The EOT incident commander or ACUPD designee will ask the听individual(s) to stop the disruptive activity and advise them if they do not stop they will be asked to leave.

• If the disruptive activity continues, the EOT incident commander or their designee will ask the individual(s) disrupting to leave.

1. If the individuals who were asked to leave refuse to leave or do not leave in a reasonable amount of time, the sponsoring group and the public demonstration observer will request that the EOT incident commander remove those who are disrupting the event.
2. The EOT incident commander will approach the individual(s) asked to leave. If they refuse to leave, they will be:
   • Referred to the university鈥檚 internal disciplinary process;
   • Subject to being issued citations under the authority of the Education Code 搂 51.204; and/or
   • Subject to arrest under the authority of the Texas Penal Code 搂 30.05.

VII. COMPLIANCE

Any actions by an individual and/or unit not in compliance with ACU policy, the above procedures, and the applicable laws will be dealt with per applicable university policies, which may include disciplinary actions up to and including termination or expulsion from the university.

Criminal legal action may also be pursued against those who violate legal prohibitions regarding public demonstrations on campus.

Exclusions: Any or all of the policy requirements may be waived when the Office of the President or the President鈥檚 designee deems that doing so is in the best interest of the university.

VIII. RELATED REGULATIONS

IX. CONTACTS & RESPONSIBILITIES

Instructions: This form must be submitted to the appropriate office (Office of Student Life for student organizations at studentlife@acu.edu, Office of Institutional Compliance & Risk Management for departments or faculty/staff at risk@acu.edu) no later than five working days before the planned event. Final signature must be received from the Sr. VP of Operations.

Applicant Information

• Name of Applicant/Organization:_____________________________________
• Contact Person:___________________________________________________
• Position/Title (if applicable):_________________________________________
• Phone Number:____________________________________________________
• Email Address:____________________________________________________
• ACU Affiliation (Student, Faculty, Staff, Department, Other):_________________

Event Information

• Type of Demonstration (e.g., protest, gathering, speaker):_________________
• Date of Demonstration:____________________________________________
• Time of Demonstration (Between 9 a.m. and 9 p.m.):_____________________
• Proposed Duration (Max 4 hours):____________________________________
• Location on ACU Campus (subject to approval):_________________________
• Expected Number of Participants:____________________________________

Purpose and Content of Demonstration

• Description of Event Purpose:_______________________________________
• Planned Activities or Actions:_______________________________________
• Any External Sponsorship (if applicable):______________________________
• Materials to Be Displayed or Distributed (e.g., signage, leaflets):___________

Compliance & Responsibilities

As the Applicant/Organizer, I commit to ensuring the following:

• Compliance with all ACU policies and guidelines, as well as state and federal laws.
• Cooperation with ACU鈥檚 Police Department (ACUPD) and designated university departments.
• Coverage of any associated event-related expenses (e.g., security, cleanup).
• Respect for the health, safety, and rights of participants and campus community members.

Applicant Signature: _____________________________________ Date: _______________

ACU Sr. VP of Operations (or designee): ________________________ Date: ____________

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Policy 450: Substantive Change Policy

Responsible Department:听Office of Institutional Effectiveness
Responsible Administrator:听Associate Provost and SACSCOC Liaison
Effective Date:听May 1, 2021
Reviewed/Updated Date:
Date of Scheduled Review:听May 1, 2023

I. PURPOSE

This policy establishes procedures to assure effective and timely compliance with all applicable rules regarding substantive changes as defined by the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC).

II. SCOPE

This policy applies to all levels and across the university in regard to the Board of Trustees, university administrators, faculty, or staff wishing to make a substantive change as defined below. All initiators of substantive change are responsible for complying with this policy and for coordinating these changes with their respective senior administrator and ACU鈥檚 SACSCOC Liaison (Chris Riley). All substantive changes require ACU to notify SACSCOC, by and through ACU鈥檚 President or SACSCOC Liaison, before implementation. Many substantive changes also require SACSCOC approval, before implementation.

III. DEFINITIONS

A. Substantive Change听鈥� Substantive change is a significant modification or expansion of the nature and scope of a SACSCOC-accredited institution. Examples of potential substantive change include but are not limited to the following:

1. Institutional-Level Changes

1. Change in Measure of Student Progress to Completion at the Institutional Level
2. Competency-based Education by Course/Credit-based Approach at the Institutional Level听鈥� A competency-based educational program is outcome-based and assesses a student鈥檚 attainment of competencies as the sole means of determining whether the student earns a degree or a credential organized around traditional course-based units (credit or clock hours). Approval is required if 50% or more of the educational program relies on measured achievement of competencies rather than credit or clock hours.
3. Governance Change听– Significantly altering governing board bylaws, the board鈥檚 scope of authority or responsibility, the number of board members, or how board members are selected.
4. Institutional Closure or Relocation听– Relocating or closing of an off-campus site, branch or main campus;
5. Institutional Contingency Teach-Out Plan听鈥� Precautionary measure if university is on probation by SACSCOC, state authorization revoked, or subject to certain USDE actions
6. Merger/Consolidation/Acquisition听– Initiating a merger/consolidation with another institution or acquiring another institution or a program or location of another institution;
7. Mission Change听– Altering significantly ACU鈥檚 educational mission; and
8. Ownership, Means of Control or Legal Status Change

2. Program Changes

1. Clock-Credit Hour Conversion听at听Program Level
2. Competency-based Education by Direct Assessment听–听Progression and completion of a program is based solely on demonstrating mastery of prescribed competencies. There are no academic terms (i.e., calendars), courses, or credit hours. Student progress through a program鈥檚 competencies at their own pace within limits, if any, established by the institution. 25-49% of program requires SACSCOC听notification听prior to implementation and 50% or more of program requires SACSCOC听approval
3. Cooperative Academic Agreements听–听an agreement with another entity to deliver program content with credit being recorded on an ACU transcript as an ACU course
4. Dual Academic Awards听鈥� a student receives instruction at two (or more) institutions in prescribed curricula leading to each institution granting academic awards at the same credential level
5. Joint Academic Awards听鈥� a student receives instruction at two or more institutions in a prescribed curriculum leading to the institutions granting a single academic award bearing the names, seals, and officials鈥� signatures of each participating institution
6. Method of Delivery Change鈥� adding a new method of delivery (i.e., competency-based education, distance, or face-to-face) to an existing program when 50% or more the program is now available through the new method
7. New Programs (Including Certificates)鈥� 25% or more new content is a significant departure from the institution鈥檚 existing programs. 25-49% requires SACSCOC听notification听prior to implementation and 50% or more requires SACSCOC听approval
8. Program Closure (Including Certificates)鈥� Closing a program requires a SACSCOC-approved a teach out plan. Closure is based on when students can no longer start, not the date instruction ends. Program closure includes ending a program at all locations or by all methods of delivery, but also includes ending a student鈥檚 completion option at a specific location or by a specific method of delivery.
9. Program Designed for Prior Learning听– initiating a program requiring students to possess and receive ACU credit for prior learning as a condition of admission
10. Program Length Change (Including Certificates)鈥� A program credit hour increase or decrease of 25% or more and students’ expected time to completion increases or decreases by more than one term or its equivalent or comparable measure
11. Program Re-Open听鈥撎�A closed program may re-open within five years of the closure date by submitting notification.

3. Off-Campus Instructional Sites (OCIS)/ Additional Locations Changes

1. Opening OCIS听鈥� a new location geographically apart from the institution鈥檚 Abilene campus where instruction at least 25% of a program鈥檚 instruction is delivered.听 25%-49% requires SACSCOC听notification听prior to implementation and 50% or more requires SACSCOC听approval.听For the purpose of an off-campus instructional site, a for-credit credential for which an institution awards a degree, diploma, certificate, or other credential at any level of instruction (graduate or undergraduate).
   The percentage of the total instruction required to earn a credential measured in credit hours, clock hours, competencies, or other generally accepted measure of progress to completion.
   1. If instruction is delivered to a location by distance education (synchronously or asynchronously) and if a student is required to be at the location to receive instruction, then the location is considered an off-campus instructional site.
   2. A clinical training site at which no didactic instruction is delivered is not an off-campus instructional site.
2. Relocating an OCIS听– Moving instruction to a new location geographically separate from 鈥� i.e., noncontiguous to 鈥� the current location
3. Changing Name or Address of OCIS– If instruction is not moving but the name or physical address only of a site will change (e.g., renaming a street, changing the ZIP code, or re-branding the site).
4. Closing at OCIS– Closing an off-campus instructional site requires SACSCOC approval of an acceptable teach-out plan. A site is considered closed as of the date the institution stops admitting students to the site; closure is not the date of last instruction.
5. Re-Opening OCIS– An off-campus instructional site previously approved for closure may be re-opened within five years of the closure date by submitting notification.

Based on the foregoing, the following changes听do not qualify听as substantive changes and do not require any reporting to or approval by SACSCOC.

• Initiating a new certificate program using existing courses or content;
• Initiating a new track or closing a track within an existing major; and
• Initiating off-campus sites where student can obtain 24% or less of credits toward a program.

B. Initiator听鈥� individual seeking substantive change and responsible for contacting SASCOC Liaison regarding determinations related to substantive change requirements and any result reporting to or approval from SACSCOC.

C. Notification听鈥� a letter submitted from the President or SACSCOC Liaison to the SACSCOC President summarizing the proposed change and including specific information or attachments required by SACSCOC related to the change.

D. Prospectus听鈥� a report no longer that 25 pages (not counting attachments) that outlines various aspects of the proposed change including an abstract, determination of need, faculty qualifications, library and learning resources, student support services, physical resources and financial support, and description of institutional evaluation and assessment processes. For complete description, see听听of SACSCOC鈥檚 policy statement on substantive change (p. 62-81).

IV. PROCEDURE

A. Coordination听鈥� ACU鈥檚 SACSCOC Liaison will serve as the coordinator of the this process and advise Initiators related to substantive change requirements and any required reporting to or approval from SACSCOC. In this regard, the SACSCOC Liaison will serve as an ad-hoc member of all academic curriculum and program committees and as a member of Provost Cabinet. Additionally, upon request, the Accreditation Liaison will be provided with agenda for and regularly review all available minutes from the following meetings in order to identify potential substantive changes: academic Deans鈥� Council, Senior Leadership Team, and Board of Trustees.

B. Evaluation and Determination听– The Initiator should consult the SACSCOC Liaison as early as possible in the change process in order to (1) evaluate whether the change is substantive in nature (2) allow the SACSCOC Liaison to seek guidance from SACSCOC resources and staff, if necessary, and (3) if a change is substantive, provide for ample time to satisfy the timeframes for notification and/or approval. Relevant information needed for this consultation including but is not limited to a brief description of the possible change; tentative timeline for approval, including steps in the approval process; and the earliest possible date for implementation. The following provides common substantive changes and their appropriate timeline for consultation to the SACSCOC Liaison (SL) and notification to/approval from SACSCOC.

C. Determination听鈥� If the SACSCOC Liaison needs assistance in reaching a final determination regarding whether a change is substantive or what reporting or approval process is required, he/she will consult the Provost and/or President as necessary.

D. Notification or Prospectus听鈥� If it is determined that a notification is required, the SACSOC Liaison will obtain needed information from the Initiator and develop a draft notice for review by the Initiator before submitting the final notice to SASCOC. If it is determined that a prospectus is required, the Initiator will prepare the required documents with the assistance of the SACSCOC Liaison, who will provide final drafts for the President鈥檚 review and signature prior to submission. The SACSCOC Liaison will track progress of SACSCOC鈥檚 review of any notification or prospectus. The SACSCOC Liaison will update Initiators on outcomes and maintain copies of all correspondence with SACSCOC related to substantive changes.

E. Education听At least once each academic year, the Accreditation Liaison will provide written notice to the President, Provost and Provost Cabinet, department chairs and division vice presidents in relation to the substantive change policies and procedures. These recipients are responsible for ensuring that their respective areas provide notice of any potential substantive changes under this policy.

V. COMPLIANCE

Responsibility for compliance with SACSCOC substantive change policy requirements rests with the administration. If an institution fails to follow the substantive change policy and procedures of the SACSCOC, it may lose its Title IV funding or be required by the U.S. Department of Education to reimburse it for money received by the institution.听In addition, the institution may be referred to the Commission for the imposition of a sanction or for removal from membership.

For that reason, if a substantive change is initiated without following the procedures outlined in this policy, the President or Provost may direct the immediate cancellation or cessation of that change, with due regard for the educational welfare of students.听 In areas outside of academic affairs, the same sanction may be applied by the President or relevant Vice President.

VI. MISCELLANEOUS

For more information on substantive change, visit the SACSCOC鈥檚 , which contains its听 on substantive change and related resources, or contact ACU鈥檚 SACSCOC Liaison, Chris Riley at x2823 or chris.riley@acu.edu.听 Please do not directly contact SACSCOC.

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Policy 460: Export Control

Responsible Department: Office of Institutional Compliance & Risk Management
Responsible Administrator: Director, Institutional Compliance & Risk Management andExport Control Officer
Effective Date: 03/01/2022
Date of Last Review: April 2023
Date of Scheduled Review: April 2027

I. PURPOSE OF THIS POLICY
The purpose of this Policy is to provide guidance and facilitate compliance with United States export control laws and regulations at 麻豆传媒映画 (ACU); to establish the procedural framework for handling export control matters; and to clarify the responsibilities of certain departments and officials with respect to export controls.

II. SCOPE
This Policy applies to all persons or entities employed by or acting on behalf of the University, including but not limited to faculty, staff, students, consultants, and volunteers.

Policy Exemptions
None. Exclusions from the applicability of certain export control laws and regulations are explained in this Policy and in guidance documents, but do not excuse any person from compliance with Policy requirements.

Policy 460-View entire policy

Policy No. 470

Responsible Department: Human Resources
Responsible Administrator: Chief Human Resources Officer
Effective Date: November 2025
Reviewed/Updated Date:
Date of Scheduled Review: November 2029

ACU Abilene Remote Work Guidelines for Staff

Overview

• The ACU Abilene campus is a residential campus; therefore, most staff positions are in person on the Abilene Campus. In certain approved situations, ACU provides flexible working arrangements for eligible positions. Not all positions or employees are suitable for the work-from-home environment. Employees must demonstrate their ability to be productive and have the self-discipline to be effective. This document outlines the guidelines, expectations, and procedures to be followed for each variation of work arrangement. The opportunity to work from home is not an entitlement or a right.

Scope

• This applies to all exempt and non-exempt staff employed by ACU Abilene.

POLICY 470-VIEW ENTIRE POLICY