Faculty Policies and Procedures Handbook

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III. Personal Responsibilities of Faculty

A. Political Activities

The University of Tampa endorses the general principles of the following sections of the "Statement on Professors and Political Activity," published in the AAUP Bulletin (2006):

The statement which follows was prepared by a subcommittee of the Association’s Committee on Academic Freedom and Tenure (Committee A) and approved by Committee A. It was adopted by the Association’s Council in May 1969, and endorsed by the Fifty‐fifth Annual Meeting. It was endorsed in 1970 by the Association of American Colleges (now the Association of American Colleges and Universities). The governing bodies of the two associations, meeting respectively in November 1989 and January 1990, eliminated five introductory paragraphs that were no longer applicable and adopted several changes in language in order to remove gender‐specific references from the original text.

Introduction

The institutional regulations of many colleges and universities govern the participation of professors in political activity and public office holding. These regulations vary from absolute prohibitions against holding public office, campaigning for public office, or participating in the management of political campaigns, to requirements that professors engaging in such political activities merely inform administrative authorities in the college or University of their activities.

In view of the range and variety of institutional and legislative restrictions on political activities of professors, the American Association of University Professors and the Association of American Colleges believe there is a need for a definition of rights and obligations in this area. The following statement is offered as a guide to practice. It is hoped that colleges and universities will formulate and publish regulations consistent with these principles.

  1. College and University faculty members are citizens and, like other citizens, should be free to engage in political activities so far as they are able to do so consistently with their obligations as teachers and scholars.
  2. Many kinds of political activity (e.g., holding part‐time office in a political party, seeking election to any office under circumstances that do not require extensive campaigning, or serving by appointment or election in a part‐time political office) are consistent with effective service as members of a faculty. Other kinds of political activity (e.g., intensive campaigning for elective office, serving in a state legislature, or serving a limited term in a full‐‐‐time position) will often require that professors seek a leave of absence from their college or University.
  3. In recognition of the legitimacy and social importance of political activity by professors, universities and colleges should provide institutional arrangements to permit it, similar to those applicable to other public or private extramural service. Such arrangements may include the reduction of the faculty member’s workload or a leave of absence for the duration of an election campaign or a term of office, accompanied by equitable adjustment of compensation when necessary.
  4. Faculty members seeking leaves should recognize that they have a primary obligation to their institution and to their growth as educators and scholars; they should be mindful of the problem which a leave of absence can create for their administration, their colleagues, and their students; and they should not abuse the privilege by too frequent or too late application or too extended a leave. If adjustments in their favor are made, such as reduction of workload, they should expect the adjustments to be limited to a reasonable period.
  5. A leave of absence incident to political activity should come under the institution’s normal rules and regulations for leaves of absence. Such a leave should not affect unfavorably the tenure status of a faculty member, except that time spent on such leave from academic duties need not count as probationary service. The terms of a leave and its effect on the professor’s status should be set forth in writing.

B. Policy on Harassment in the Workplace

The University does not tolerate harassment of any kind against its employees, students, or guests. It is the policy of The University of Tampa to provide a work environment free of discrimination and harassment in the form of unsolicited or unwelcome overtures.

Therefore, the University’s policy strictly prohibits acts or comments of harassment whether physical or verbal, sexual or racial, which interfere with the working environment or terms and conditions of present or future employment. These include, but are not limited to, sexual overtures, statements, non‐consensual physical contact or other unwelcome acts.

This policy applies to all members of the University. Violation of this policy will be grounds for disciplinary action, up to and including suspension or termination. Complaints of discrimination or harassment, including sexual harassment, should be made directly to the director for human resources, the affirmative action officer or the deans of the colleges.

The Faculty Grievance Procedure, outlined later in this Handbook, is not the appropriate vehicle for complaints of sexual harassment. See Chapter Six, Section V, of this Handbook (“Harassment in the Workplace") for additional information.

C. Outside Employment

The University recognizes that faculty members, for personal or professional reasons, may wish to engage in employment outside the institution, especially at times when they are not actively engaged in teaching responsibilities at The University of Tampa. “Actively engaged in teaching” refers to any period of time when a faculty member is engaged in university activities (teaching, advising, service, working with students) associated with and expected during his/her contractual obligations to The University of Tampa. In the periods during which they are not engaged in teaching responsibilities or on sabbatical leave at The University of Tampa, faculty may engage in other work at their discretion, but they are expected to abide by the following conditions (updated 3/29/16):

  1. Outside employment must be on a part‐time basis only;
  2. Outside employment must not conflict with a faculty member's teaching, advising, research/scholarship, or institutional service at The University of Tampa
  3. Faculty members who engage in outside employment must notify and receive the approval of their dean prior to the commencement of the employment. Notification must be in writing and must include the name of the employer as well as the location, nature, and duration of the employment opportunity.
  4. If conflicts of interest, time, or commitments should arise, the responsibilities of the faculty member to The University of Tampa are primary and must be met accordingly.
  5. Judgment as to the existence and resolution of conflicts of interest, time, or commitments rests with the academic deans of The University of Tampa.

D. Use of the University’s Name and Logo

The Logo Usage Guide (found on the University’s website) helps protect The University of Tampa’s visual integrity and branding efforts by providing restrictions for the proper use of logos across media such as brochures, billboards, stationary, television, and the Internet. General usage guides are as follows:

  1. All logos, wordmarks and seals are available through the Office of Public Information.
  2. No logos, wordmarks or seals may be distorted (e.g. stretched or redrawn).
  3. All promotional pieces (e.g. brochures, billboards, flyers and posters) that include the logo, wordmark or seal must be approved by the Office of Public Information.
  4. The Spartan seal should only be used for athletic‐related publications unless otherwise approved by the Office of Public Information.
  5. The official colors of the University are UT Burgundy (PMS 202c), UT Gold (PMS 124c), and UT Blue (PMS 295c). Please contact the Office of Public Information if a specific vendor cannot match these colors. PMS stands for Pantone Matching System.
  6. Faculty members should contact the Office of Public Information for CMYK (full color) logo reproduction.

Questions about the usage of The University of Tampa name and logo should be directed to the Office of Public Information.