- Academic Year
- Academic Freedom Programs
- Academic Integrity
- Academic Regulations
- Adoption and Sale
- Americans with
- Awards and Honors
- Civility in the
- Conflict of Interest
and Ethics of Code
- Correspondence Requiring
- Days of No Classes
- Endowed Chairs
- Faculty Enrollment
- Faculty Responsibility
Conflict of Interest
- Faculty Workload
- Final Examinations
- Grade Records
- Holding Public Office
- Horn Professorship
- Leaves of Absence
- Misconduct in
- Off-Campus Student
Trips and Activities
- Office Hours
- Operating Polices
- Political Activity
- Post-Tenure Review
- Posting of Student
- Private Use of
- Promotion and Salary
- Religious Holy Days
- Salary Payment
- Security Control of
- Small Classes
- Student Health
- Student Organization
- Tenure Policy and Standards
- Use of University
- Visiting Speakers
Grade records should be retained for a minimum of five calendar years. Grade records are defined as grade books, computer and noncomputer-generated grade sheets, and other such materials that permit a reconstruction of a student's graded performance in a course. Grade records are not limited to the final grades submitted at the end of a semester. The need to retain grade materials for at least five years is based on the statutory Records and Retention Schedule maintained by the Southwest Collection/Special Collections Library as referenced in OP 10.10.
Chairpersons and division directors must collect grade records, or copies of grade records, from instructors who retire or who otherwise leave the university. Each college will determine how materials are to be stored and, in general, how the process will be monitored.
Holding Public Office
The Board of Regents does not undertake to determine whether an employee or a member of the faculty of the institution shall become a candidate for, or shall accept, an elective, full-time public office.
A faculty member or staff employee may accept a public office or membership on the
governing board of a school district, city, town, or other local governmental district
provided no salary is received by virtue of such office. A faculty member or staff
employee must maintain as a priority the full and complete performance of her or his
assigned duties while holding such office. Acceptance of an additional position that
pays a salary, per diem or benefits and in instances when the two positions are such
that they cannot be held at one time by the same person will automatically be considered
as a resignation of employment with Texas Tech University. (OP 32.07 &
OP 70.15) See TX Constitution, Art. 16, Sec. 40.
Leaves of Absence
It is a policy of the university to grant travel leaves of absence to members of the faculty and staff to attend conferences and professional meetings when such attendance will enhance the prestige of the university and contribute to the professional development of the individual and to the advancement of knowledge within his or her professional field.
Request for such leaves should be initiated at the departmental level well in advance of the date of departure. If approved by the department chair, such requests are forwarded through normal channels to the President for action. All requests for leaves should be filed as early as possible prior to the departure date.
Only in rare instances should applications be submitted for absence during critical periods of operation of the university. Critical periods are those during which the responsibilities of the position are particularly involved. The beginning or close of any semester or term or at any time when reports are customarily due are examples of critical periods.
Faculty Development Leaves are provided by legislative action "designed to enable the faculty member to engage in study, research, writing, and like projects for the purpose of adding to the knowledge available to himself, his students, his institution, and society generally" §51.102, Education Code. The Provost annually makes notification of the number of leaves to be available and procedures for selection of such leaves. The Faculty Development Leave Committee screens applications and makes recommendations to the Provost.
A regular faculty member shall, without deduction in salary, be entitled to sick leave subject to the conditions listed in OP 32.11.
Malingering and other abuses of sick leave shall constitute grounds for dismissal from university employment. A Sick Leave Pool is maintained to benefit regular employees who suffer catastrophic injuries or illnesses. Refer to OP 70.01 for details.
Exceptions to the amount of sick leave an employee may take may be authorized by the President on an individual basis after a review of the merits of each particular case. Requests must be made through administrative channels to the Provost and then to the President.
The proper reporting and accounting for sick leave is mandated by the legislature. (OP 32.11)
Modified Instructional Duties
Although not a provision for leave, per se, the Modified Instructional Duties Policy (MIDP) is designed to offer eligible faculty a modified workload that supports work-life balance and provides flexibility in the teaching obligations of faculty who experience a significant life event. These significant life events include, but are not limited to, serious personal illness, caring for a newborn infant or a newly adopted infant or child, and/or illness or injury to one's immediate family members (see OP 32.35 for details and procedures).
Misconduct in Research by Faculty
Recent experience at several United States universities indicates that from time to time an allegation of fraudulent conduct in research or scholarly activity may be made against a member of an institution's faculty. Such allegations normally have accused the individual of data falsification or fabrication, improper manipulation of data, plagiarism, or other misrepresentations of research findings, including falsifying the research record on any document submitted to the university for purposes of faculty evaluation or to represent the faculty member's research record to outside agencies. Fraudulent conduct in research and scholarship is totally antithetical to accepted academic procedures.
If an allegation of misconduct in research or other scholarly activity is made against
a member of the Texas Tech University faculty, staff, or student body, the allegation
shall be dealt with through a two-step process. In the first step the dean of the
college or school in which the faculty or staff member is appointed or in which the
student is enrolled shall initiate an inquiry. The inquiry shall consist of information
gathering and initial fact finding to determine whether an allegation of misconduct
warrants an investigation. The dean shall report the results of the inquiry to the
Associate Vice President for Research. If the finding of the inquiry is that an investigation
is warranted, the Associate Vice President for Research shall initiate the second
step, which shall be an investigation. The investigation shall be conducted by an
ad hoc committee of five persons. If the committee determines that disciplinary action
is warranted, the committee shall recommend to the Associate Vice President what action
should be taken.
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