Minutes of a Regular Meeting, June 22-23, 2004 - Digital Collections

June 22-23, 2004 29140CU/RSU BOARD POLICY MANUAL REVISIONSThe Board of Regents originally approved the CU/RSU Board Policy Manual at theJanuary 27, 2004 meeting. Since then, OU Legal Counsel has reviewed the manual andrecommended a number of revisions. Staffs at Rogers State University and Cameron Universityworked with legal counsel and agreed on the revisions that would be made. Additionally, themanual’s “look” was improved by developing a consistent numbering scheme and style. A Tableof Contents was also added.Given the number of changes, both substantive and non-substantive, it was felt thatthe Regents should approve the entire manual.One revision suggested by legal counsel was not agreed to by Presidents Wiley andRoss. Currently, the Board Manual for OU requires that Regents approval must be obtained priorto adding an outside person to an administrative search committee, such as a Provost searchcommittee. Presidents Wiley and Ross believe for institutions of their size and scope, thisrequirement would not serve the search process effectively. Therefore, they are recommendingthat requirement not be included in the revised CU/RSU Board Policy Manual.Substantive revisions are:1.2.6—Powers and DutiesThe Board of Regents shall have the supervision, management and control of the University andshall have the following additional powers and duties:b) …. Any of such personnel having custody of public funds or other public propertymay be required to furnish corporate surety bonds in such amounts as may be deemednecessary by the Board of Regents, payable to the Board of Regents and conditionedupon a faithful accounting of all such funds and property.2.1.2.3—Academic Responsibility - replaced entire section with updated AAUP 1987 Statementon Professional Ethics2.3.3—Post-Tenure ReviewSpecific provisions prescribing post tenure reviews are set forth in the Faculty Handbook of theUniversity and include, but are not limited to, sections detailing procedures for normal and earlyreview and the development of a professional development plan for faculty needing assistance.2.3.4.1—Grounds for Abrogation of Tenure, Dismissal, and Other Severe Sanctions*Although not considered severe sanctions, (e) and (f) are proper reasons for dismissal of a faculty member who hastenure or whose tenure-track or non-tenure track term has not expired.3.1.1—Personnel Actions• Appointments, salaries, and other changes for members of the faculty who are non-tenuretrack, not tenured, or not eligible for tenure, whether part-time or full-time, unless fulltimeequivalent salary for the academic year will be $60,000 or more.3.1.6.1—AdministrativeAn administrative leave with pay may be given when it is determined to be in the University'sbest interest that an employee not return to work for a specified period of time or for designatedemergency closings of the University. Recommendations for administrative leave must besubmitted to the President or the President’s designee for approval.3.1.12—Prevention of Alcohol Abuse and Drug Use on Campus and in the Workplace