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 Non-discrimination policy
 Affirmative Action plan for Equal...
 Affirmative Action; complaints...
 Code of penalties
 Disruptive behavior
 Employment of relatives
 Policy for dealing with conduct...
 Policies on information techno...
 Disclosure and regulation of outside...
 Tuition-free courses
 Community campaign
 Admissions
 Separations from employment and...
 Works and inventions
 Limited access records
 General personnel policy
 Compensation
 Benefits, retirement programs,...
 Leaves
 Direct support organizations






Group Title: University of Florida regulations : general
Title: University of Florida regulations : general. Non-discrimination policy.
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Title: University of Florida regulations : general. Non-discrimination policy.
Series Title: University of Florida regulations : general
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Language: English
Creator: Office of the Vice President and General Counsel, University of Florida
Publisher: Office of the Vice President and General Counsel, University of Florida
Place of Publication: Gainesville, Fla.
Publication Date: 2007
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Subject: University of Florida.   ( lcsh )
Spatial Coverage: North America -- United States of America -- Florida
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Bibliographic ID: UF00089349
Volume ID: VID00001
Source Institution: University of Florida
Holding Location: University of Florida
Rights Management: All rights reserved, Board of Trustees of the University of Florida

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Table of Contents
    Non-discrimination policy
        Page 1
        Page 2
        Page 3
    Affirmative Action plan for Equal Employment Opportunity, and Administrative Organization for the Affirmative Action Program
        Page 1
        Page 2
        Page 3
        Page 4
    Affirmative Action; complaints and appeal procedures
        Page 1
        Page 2
        Page 3
    Code of penalties
        Page 1
        Page 2
    Disruptive behavior
        Page 1
        Page 2
        Page 3
    Employment of relatives
        Page 1
        Page 2
    Policy for dealing with conduct in research
        Page 1
        Page 2
        Page 3
        Page 4
        Page 5
        Page 6
        Page 7
        Page 8
        Page 9
        Page 10
    Policies on information technology
        Page 1
        Page 2
    Disclosure and regulation of outside activities and financial interests
        Page 1
        Page 2
        Page 3
        Page 4
        Page 5
        Page 6
        Page 7
        Page 8
        Page 9
    Tuition-free courses
        Page 1
        Page 2
        Page 3
        Page 4
        Page 5
        Page 6
    Community campaign
        Page 1
        Page 2
        Page 3
        Page 4
    Admissions
        Page 1
        Page 2
        Page 3
    Separations from employment and layoff
        Page 1
        Page 2
        Page 3
        Page 4
        Page 5
        Page 6
        Page 7
        Page 8
        Page 9
    Works and inventions
        Page 1
        Page 2
        Page 3
        Page 4
    Limited access records
        Page 1
        Page 2
        Page 3
    General personnel policy
        Page 1
        Page 2
        Page 3
    Compensation
        Page 1
        Page 2
        Page 3
        Page 4
    Benefits, retirement programs, employment services, and holidays
        Page 1
        Page 2
        Page 3
        Page 4
        Page 5
        Page 6
        Page 7
        Page 8
        Page 9
        Page 10
        Page 11
        Page 12
        Page 13
    Leaves
        Page 1
        Page 2
        Page 3
        Page 4
        Page 5
        Page 6
        Page 7
        Page 8
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        Page 21
        Page 22
        Page 23
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        Page 25
        Page 26
        Page 27
    Direct support organizations
        Page 1
        Page 2
        Page 3
Full Text





REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.006 University of Florida; Non-Discrimination Policy.

(1) The University shall actively promote equal opportunity policies and practices

conforming to laws against discrimination. The University is committed to non-discrimination

with respect to race, creed, color, religion, age, disability, sex, sexual orientation, marital status,

national origin, political opinions or affiliations, and veteran status as protected under the

Vietnam Era Veterans' Readjustment Assistance Act. This commitment applies in all areas to

students, Academic Personnel (AP), Technical, Executive, Administrative, and Managerial

Support (TEAMS) staff, University Support Personnel System (USPS) personnel, and Other

Personnel Services (OPS) employees. The University realizes that it must continue to intensify

its concern and devote itself to the elimination of conditions from which discrimination spring.

In this respect the University accepts the responsibility for solving problems related to these

matters. Accordingly, the University will continue to search for the most appropriate ways and

means to provide an effective and enduring contribution to the improvement of these

relationships.

(2) It is the policy of the University that each employee and student be allowed to work

and study in an environment free from any form of discrimination. Sexual harassment is a form

of sex discrimination under Title VII of the Civil Rights Act of 1964, and is conduct unbecoming

a State employee as provided in Section 110.227, Florida Statutes.

(a) Sexual harassment is defined as unwelcome sexual advances, or requests for sexual

favors, and other verbal or physical conduct of a sexual nature when:









1. Submission to such conduct or request is made either explicitly or implicitly a term

or condition of an individual's employment or academic status.

2. Submission to or rejection of such conduct or request by an individual is used as the

basis for employment or academic decisions affecting such individual, or

3. Such conduct or request has the purpose or effect of unreasonably interfering with

an individual's work or academic performance or of creating an intimidating, hostile work-

related or academic environment.

(b) Disciplinary Action.

1. Any employee or student of the University who is found to have sexually harassed

another employee or applicant for employment or student will be subject to disciplinary action

up to and including dismissal or expulsion.

2. Any employee or student in a supervisory capacity who has actual knowledge by

direct observation or by receipt of a complaint of sexual harassment involving any of those

employees he or she supervises or over whomever he or she has managerial authority, and who

does not investigate, and, if appropriate, take corrective action or report the matter directly to the

Director of Equal Employment Opportunity, shall be subject to disciplinary action up to and

including dismissal or expulsion.

(3) Complaints and Appeal Procedures. Any employee or student who believes that he

or she is a victim of discrimination, including sexual harassment as defined above, may pursue

informal resolution of the complaint or may file a formal written complaint in accordance with

University Rules 6C1-1.0063 and 6C1-4.012 F.A.C. Employees and students may contact the

Director of Equal Employment Opportunity to seek assistance in informally resolving the

complaint or in filing a formal complaint or grievance.











Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(10) and (19) FS.

History--New 2-23-82, Amended 3-6-85, 11-13-90, 4-30-95, 11-25-03, 10-11-07

(technical changes only).










RULES OF

DEPARTMENT OF EDUCATION

DIVISION OF UNIVERSITIES

UNIVERSITY OF FLORIDA



6C1-1.0061 University of Florida; Affirmative Action Plan for Equal Employment

Opportunity, and Administrative Organization for the Affirmative Action Program.

(1) Equal Employment Opportunity Policy.

(a) The University shall provide equal employment opportunities and practices for all

qualified persons which conform to laws against discrimination on the basis of race, creed,

religion, color, marital status, veteran status as protected under the Vietnam Era Veterans'

Readjustment Assistance Act, sex, national origin, disability, political opinions or affiliations,

age, or handicap; and to promote the full realization of equal opportunity through a positive,

continuing program of affirmative action which shall be aimed at enlarging and expanding the

employment opportunities of qualified women and minority groups throughout the University.

(b) The University is committed to three basic goals relating to Equal Employment

Opportunities:

1. The analysis of current practices and policies, and the adoption of new or revised

practices and policies when necessary, to insure the establishment of specific procedures for

equalizing.

2. The elimination and correction of practices and individual inequities which

perpetuate or result from discrimination toward women or minority groups.

3. The intensified recruitment and consideration of women and minority groups to

insure that candidates and employees with appropriate qualifications, potential, and

responsibility are afforded equal opportunity for selection, training, and promotion, and are

compensated without discrimination due to race, creed, color, religion, marital status, veteran










status as protected under the Vietnam Era Veterans' Readjustment Assistance Act, sex, national

origin, political opinions or affiliations, age, or disability.

(c) The University shall provide for Equal Employment Opportunity by:

1. Recruiting, hiring, training, and promoting persons in all job classifications without

discrimination with regard to race, creed, color, religion, veteran status as protected under the

Vietnam Era Veterans' Readjustment Assistance Act, marital status, national origin, political

opinions and affiliations, sex, age, or disability, unless specific sex, age, physical or mental

disabilities are bona fide occupational qualifications.

2. Insuring that employment and promotion decisions are in accord with existing

criteria.

3. Insuring that all personnel actions, benefits, and programs are administered without

illegal discrimination.

(2) Affirmative Action Plan for Equal Employment Opportunity -- The Affirmative

Action Plan for Equal Employment Opportunity, as mandated by Executive Order #11246,

implements the Equal Employment Opportunity Policy stated above. The Plan, pursuant to Rule

6C-5.900, F.A.C., is subject to annual review and change as circumstances require. The Plan

contains a set of specific and result-oriented procedures to which the University commits every

good faith effort, a work force analysis which identifies deficiencies in the representation of

women and minority groups, and goals and timetables to correct the deficiencies and to increase

the employment of women and minorities at all levels. See Section 110.112, F.S., and Rules 6C1-

1.006 and 6C-5.900, F.A.C.

(3) Administrative Organization of the University's Affirmative Action Program.

(a) The Provost is designated by the University President as the University's Chief

Administrative Officer for Affirmative Action. He or she shall have the authority and

responsibility to take the steps necessary to fully implement the Plan and any changes therein,

provide a continuing process for reviewing performance under the Plan, and take corrective

action when needed to assure full compliance with the Plan and Rules 6C1-1.0061 and 6C1-1.0062,

2










F.A.C. Penalties for infractions of the University's Affirmative Action Plan or Rules shall be

administered pursuant to Rule 6C1-1.007, F.A.C.

(b) The Provost shall be assisted by the Director of University Equal Opportunity

Programs. He or she shall work with University personnel to insure full coordination and

compliance with the Plan and Rules governing equal employment opportunity and affirmative

action.

(c) The Vice Presidents shall be responsible for the implementation of an affirmative

action plan as described below and shall provide assistance to the Provost and Director of

University Equal Opportunity Programs.

1. The Vice President for Finance and Administration shall be responsible for

implementing the Affirmative Action Plan and Rules for University Support Personnel System

and Administrative and Professional Personnel, except for the positions of Vice President, and

positions defined as instructional faculty in 6C1-7.002, F.A.C. The exceptions shall be under the

jurisdiction of the President, or the appropriate Vice President as described in 2. below.

2. The Vice Presidents for Academic Affairs, Agriculture and Natural Resources, and

Health Affairs shall be responsible for implementing the Affirmative Action Plan and Rules for

faculty and graduate students in his/her area of supervision and insuring that the Divisions,

Colleges and units therein comply with same. Each Vice President shall appoint an Affirmative

Action Officer for his/her respective area.

(d) Affirmative Action Officers shall serve as liaison between the divisions, colleges,

deans and/or directors, and assist the Vice President in matters concerning affirmative action.

These officers shall also serve on the Affirmative Action Technical Committee (Vice

Presidential level) which shall be chaired by the Director of University Equal Opportunity

Programs.

(e) Each Dean or Director shall appoint an Equal Opportunity Officer to serve as liaison

between the Affirmative Action Officer for his/her area and the units of his/her division or

college. Equal Opportunity Officers shall serve on Affirmative Action Technical Committees

3










(college/division level) within each Vice Presidential area of responsibility, which shall be

chaired by the Vice Presidential Affirmative Action Officer.

(f) The Institute of Food and Agricultural Sciences' Affirmative Action Officer shall be
responsible for implementing the Affirmative Action Plan and Rules for all units in the Institute.

IFAS Directors and Department Chairmen shall be directly responsible to the Vice President for

Agriculture and Natural Resources for general administrative and personnel matters relating

thereto. Employees of the Florida Cooperative Extension Service of IFAS shall be covered by a

separate plan as required by the United States Department of Agriculture and the University's

Affirmative Action Plan.

(g) Each department or unit shall devise a departmental plan consistent with the

University's Affirmative Action Plan and Rules. The department chairmen and/or unit

administrators shall be responsible for implementing the plan in their respective areas.

(h) A committee may be appointed by the President to serve as an advisory body to the

Provost on matters related to affirmative action. The primary duties of this committee will be to

assist in the effective implementation of the University's Affirmative Action Plan and Rules, and

to recommend changes in the procedures necessary to insure the same. Recommendations

concerning changes in the policies and procedures of the Affirmative Action Plan made by the

committee shall be submitted to the Vice Presidents and the Provost for review.



Specific Authority 240.227(1) FS.

Law Implemented 110.112, 240.227(5) FS.

History--New 2-23-82, Formerly 6C1-1.061, Amended 3-2-87, 4-30-95.









RULES OF

UNIVERSITY OF FLORIDA



6C1-1.0063 University of Florida; Affirmative Action; Complaints and Appeal

Procedures for Academic Personnel (AP), Technical, Executive, Administrative and Managerial

Support (TEAMS) Staff Members, and University Support Personnel System (USPS)

Employees.

(1) The following procedures are available to Academic Personnel (AP), Technical,

Executive, Administrative and Managerial Support (TEAMS) staff, and USPS employees to seek

resolution of alleged discrimination in the employment practices of the University. The

existence of these appeal procedures do not preclude use of the formal grievance procedures for

Academic Personnel and TEAMS staff set forth in Rules 6C1-7.041 and 6C1-3.051, F.A.C., and

applicable grievance procedures for USPS employees; however, such grievance procedures must

be initiated within applicable time limits, subject to authorized extensions. In no event will any

individual be entitled to or permitted to institute proceedings under this rule and rule 6C1-7.041,

6C1-7.042, or 6C1-3.051, as filing under any one of these rules constitutes a waiver of any right

the individual might otherwise have to another University grievance procedure.

(2) AP and exempt TEAMS employees, and applicants for these positions, alleging

discrimination in employment practices should seek informal resolution of any such grievance

by contacting the administrative officer responsible for the appointment, and/or by filing a

written complaint with the Director of University Equal Opportunity Programs or by filing a

grievance under an applicable collective bargaining agreement. The Director of University

Equal Opportunity Programs shall forward any such written complaint to the head of the college









or unit in which the alleged discriminatory act occurred. If the head of the college or unit in

which the alleged discriminatory act occurred is the alleged harasser, the complaint will be

forwarded to the next higher administrator. If an acceptable solution cannot be achieved, an

appeal may be made to successively higher levels of authority, including the appropriate Vice

President. Prompt consideration shall be given to the complaint at each level of appeal. If

resolution does not occur by these appeals, the Director of University Equal Opportunity

Programs shall consider all available information on the matter and submit a report to the

Provost describing and recommending what action, if any, should be taken by the University.

The Provost shall issue a final decision on the appeal.

(3) USPS employees and non-exempt TEAMS employees and applicants for these

positions, alleging discrimination in the employment practices of the University, should seek

informal resolution by first contacting the University Equal Opportunity Programs Office which

shall determine the nature of the alleged discrimination. The University Equal Opportunity

Programs Office shall review the complaint with the complainant to assure that it is fully

understood and to determine if an acceptable solution can be achieved. If resolution does not

occur, the University Equal Opportunity Programs Office shall request that the complainant file

a written complaint immediately. After the written complaint is received, the University Equal

Opportunity Programs Office shall consider all available information about the matter and

submit a report to the Provost describing and recommending what action, if any, should be taken

by the University. The Provost shall take final action.

(4) This complaint and appeal procedure shall not prevent the aggrieved party from

seeking resolution of a complaint through procedures available in other State and Federal

agencies.












Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19) FS.

History--New 2-23-82, Amended 3-6-85, Formerly 6C1-1.063, Amended 3-2-87, 11-13-90,

1-7-03.









RULES OF

UNIVERSITY OF FLORIDA



6C1-1.007 University of Florida; Code of Penalties.

(1) The following constitutes a uniform code of penalties for violation of University of

Florida rules which the President or the President's designee is authorized to impose on students,

Academic Personnel (AP), Technical, Executive, Administrative and Managerial Support

(TEAMS), and University Support Personnel System (USPS) personnel (hereinafter

"employees"):

(a) Penalties for violation of standards of academic honesty, such as plagiarism,

cheating, and other activities which interfere with the educational mission of the University,

range from counseling to expulsion in the case of students or oral reprimand to termination in the

case of employees.

(b) Penalties for failure to pay debts owed the University range from the assessment of a

penalty fee to withholding of official records or benefits for both students and employees.

(c) Penalties for violation of standards of conduct range from counseling to expulsion in

the case of students, or oral reprimand to termination in the case of employees.

(d) Penalties for violation of employment contracts range from oral reprimand to

termination.

(e) Penalties for falsification of records range from oral reprimand to expulsion or

revocation of degrees in the case of students and former students, or from oral reprimand to

termination in the case of employees.

(2) These remedies are not exclusive of other remedies provided under law.











Specific Authority 1001.74(4), 1006.60, 1006.61, 1012.92 FS.

Law Implemented 1001.74(10), (19), 1001.75(3), 1006.60, 1006.61, 1006.62, 1012.92 FS.

History--New 4-25-80, Formerly 6C1-7.46, Amended 3-25-85, Formerly 6C1-1.07,

Amended 3-2-87, 3-12-03.










REGULATIONS OF

UNIVERSITY OF FLORIDA


6C1-1.008 University of Florida; Disruptive Behavior

(1) Academic Personnel (AP), students, Technical, Executive, Administrative and

Managerial Support (TEAMS) employees, and any other employees [hereinafter referred to as

members(s" of the University], who intentionally act to impair, interfere with, or obstruct the

mission, purposes, order, operations, processes, and functions of the University shall be subject

to appropriate disciplinary action by University authorities for misconduct, as set forth in the

applicable regulations of the University of Florida, 6C1-3.046, 6C1-3.047, 6C1-4.016, and 6C1-

7.048 and state law governing such actions. Disruptive conduct shall include, but not be limited

to, the following:

(a) Violence or threat of violence to others or against one's self.

(b) Theft, conversion, misuse, damage or destruction of University property or of the

property of members of the University community.

(c) Interference with the freedom of movement of any member or guest of the

University.

(d) Interference with or impeding the rights of others to carry out their activities or

duties at or on behalf of the University or in entering, using or leaving any University facility or

scheduled activity.

(e) Interference with academic freedom and freedom of speech of any member or guest

of the University.









(f) Non-compliance with written or oral requests or orders of authorized University

personnel in the performance of their official duties.

(g) Providing false information to University officials, withholding required information

from University officials or others, or misusing University documents.

(h) Possession or use of fireworks, explosives, dangerous chemicals, ammunition, or

weapons, on campus or in areas controlled by the University of Florida, without the written

approval of the appropriate University authority.

(i) Creating or in any way initiating a false alarm.

(j) Misuse of, or interference with, firefighting equipment.

(k) Disturbing the peace.

(1) Violation of the University policy concerning the use of alcoholic beverages on

campus or in areas controlled by the University of Florida, Regulation 6C 1-2.019.

(m) Illegal possession or misuse of drugs and other controlled substances.

(n) Unauthorized solicitation of funds. Refer to Regulations 6C1-2.003 and 6C1-4.006.

(o) Violation of the Laws of Florida or of the United States. Any act that could

constitute a violation of the laws of this state or nation will establish cause for legal and/or

disciplinary action by the University.

(p) Endangering the health, safety and welfare of members or guests of the University.

(q) Actions or statements which by design or intent amount to hazing, put others in

reasonable fear of imminent physical harm, or create a hostile environment in which others are

unable reasonably to conduct or participate in University work, education, research or other

activities.

(r) Sexually harassing a member or guest of the University.









(s) Actions which impair, interfere with or obstruct, or aid and abet, or initiate the

impairment, interference with or obstruction of the orderly conduct, processes and functions of

the University.

(2) In accordance with First Amendment speech rights within a designated public

forum, when the University chooses to open its campus for such an event that is open to the

public for speech, disruption by an attendee who is not staffing or acting on behalf of the

University at the event does not include the use of rude or offensive language alone, if it is

spoken at the designated time and place by a person whose turn it is to speak under the event's

protocol. Members of the University community are encouraged to communicate effectively.

This is often (but not always) fostered by respectful conduct and speech. However, the language

used by the featured speaker or an attendee at such an open public event is a personal

choice, pursuant to First Amendment speech rights within designated public

fora. This provision does not protect speech that, alone or in combination with any conduct,

is obscene or constitutes or is likely to provoke violence, an unsafe condition, an illegal action,

or conduct that violates another provision of the University's regulations.

(3) This regulation shall apply to acts conducted on or off campus when relevant to the

orderly conduct, processes and functions of the University.



Specific Authority: BOG Resolution dated January 7, 2003.

History--New 3-26-80, Formerly Rule 6C1-7.45, Amended 3-25-85, Formerly 6C1-1.08,

Amended 7-27-98, 6-24-99, 2-3-03, 9-5-08.









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.009 Employment of Relatives.

(1) Employment of related persons in a single organizational unit or in job-related

organizational units, where such employment involves a conflict of interest, actual or potential,

such as where the employee has or could have direct or indirect administrative or decision-

making authority over the related person or where the decisions of such employee may affect

such other person, is discouraged, except where the employment of a related person becomes

necessary due to a shortage of qualified personnel. No such related person shall be employed

unless his or her employment shall have been individually approved in writing by the Dean of

the college in which the individual is to be employed, or, for non-academic units, the Director of

the unit and the Vice President for Human Resource Services. If the prospective employee is a

relative of the Dean, the Provost must approve the employment. Requests for approval should be

submitted through the appropriate administrative channels prior to the offer of employment. A

person employed under this policy will have the same rights and privileges as any other

University employee.

(2) Relatives or related persons means individuals who are related as father, mother,

son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, domestic

partner, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law,

stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, half sister, or

the child or stepchild, parent, brother or half brother, sister or half sister of a domestic partner.









Specific Authority: BOG Resolution dated January 7, 2003

History--New 3-26-80, Formerly 6C1-7.40, Amended 3-6-85, Formerly 6C1-1.09,

Amended 5-22-01, 3-30-07.









REGULATIONS OF

UNIVERSITY OF FLORIDA


6C1-1.0101 University of Florida; Policy for Dealing with Conduct in Research

(1) University Policy -- It is the policy of the University that each individual faculty and

staff member and student is expected to maintain high ethical standards in the conduct and

reporting of his/her research. Should alleged incidents of misconduct in research occur,

reporting of such possible violations is a shared responsibility, and it is the duty of the faculty,

staff members and students to respond in a fitting manner to resolve issues arising from such

alleged misconduct.

(2) Faculty, Staff, and Student Responsibilities -- Faculty members, staff, and students

at the University of Florida are expected to maintain ethical standards in the conduct and

reporting of scientific and scholarly research. Faculty, staff, and students have responsibilities

for ethical conduct in research not only to the University, but also to the community at large, to

the academic community, and to private and public institutions sponsoring the research

activities.

(3) Definition of Research Misconduct -- Research Misconduct is defined for the

purposes of this regulation as fabrication, falsification, or plagiarism in proposing, performing,

or reviewing research, or in reporting research results.

(a) Fabrication is making up data or results and recording or reporting them.

Falsification is manipulating research materials, equipment, or processes, or changing or

omitting data or results such that the research is not accurately represented in the research

record. Plagiarism is the appropriation of another person's ideas, processes, results, or words

without giving appropriate credit.

(b) Research Misconduct does not include honest error or differences of opinion. It

does not include authoriship or credit disputes. In addition, failure to comply with federal

requirements affecting specific aspects of conducting research, misappropriation of federal










funds, failing to comply with the University's Institutional Review Board policies and

procedures, or other inappropriate actions in research which do not fall within the definition of

research misconduct as stated in this paragraph and which are in violation of existing University

regulations or policies are addressed under such other regulations or policies.

(c) A finding of Research Misconduct requires:

1. There be a significant departure from accepted practices of the relevant research

community;

2. The misconduct be committed intentionally, knowingly, or recklessly; and

3. The allegations be proven by a preponderance of the evidence.

(4) Basic Principles Governing Investigations of Research Misconduct -- If allegations

of Research Misconduct are made, the procedures implemented may vary depending on the

type, seriousness, and technical nature of the alleged Research Misconduct. Faculty, staff, and

students will be guided by the following principles:

(a) The rights of all faculty members, staff, and students of the University must be

protected to the greatest extent possible, whether they be the accused or whether they be the

accusers, during the process of inquiry, investigation and fact finding, including protecting the

privacy of the accused and of those who in good faith report alleged misconduct. There shall be

no recrimination toward a person bringing an allegation in good faith, and retaliatory conduct

against persons acting in good faith will be deemed misconduct subject to disciplinary action

under University regulations or the applicable collective bargaining agreements.

If an allegation is found to have been brought maliciously or in bad faith, the filing of the

complaint can be cause for a finding of misconduct and subsequent disciplinary action against

the complainant in accordance with University regulations or the applicable collective

bargaining agreement.

(b) University regulations and/or applicable collective bargaining agreement provisions

shall govern any formal disciplinary proceedings initiated in response to a finding by the

investigating authority of Research Misconduct.










(c) Confidentiality shall be maintained throughout an inquiry or investigation of alleged

Research Misconduct to the greatest extent possible and consistent with the laws of the State of

Florida and federal law. Inappropriate dissemination of information relating to a Research

Misconduct allegation can form the basis for a finding of misconduct and subsequent

disciplinary action against faculty, staff, or students.

(d) Precautions shall be taken against real or apparent conflict of interests of individuals

involved in an inquiry or investigation of an allegation of Research Misconduct.

(5) Pre-Inquiry and Inquiry Procedures for Dealing with Alleged Research Misconduct

(a) Filing the Allegation of Research Misconduct. Allegations of Research Misconduct

should be filed by anyone who has reason to believe that such misconduct has occurred. Such an

allegation should be brought to the administrative officer to whom the accused reports, e.g.

supervisor, department chairperson, dean or director. The complainant may wish to discuss the

matter with the administrator before filing an allegation in which case the administrator shall

determine whether resolution through informal evaluation and discussion is possible, including

determining whether the complainant's concerns are unjustified, mistaken, or frivolous. Such

allegation normally should be put in writing and signed and should state the specific grounds for

the allegation of Research Misconduct. Any relevant documentation supporting the allegation

should be included with the complaint.

(b) Processing the Allegation of Research Misconduct Pre-Inquiry Review. The

administrator to whom the allegation has been made shall immediately inform the dean (or

director) of the college (or school), in writing of the allegation with a copy to the Vice President

for Research. The administrator charged with reviewing the allegation shall meet as soon as

possible with the complainant to discuss the allegation. If the allegation is determined to be

wholly lacking in any basis, the allegation shall be dismissed. A record of the allegation, the

steps taken to review the allegation, and the basis for its dismissal shall be maintained by the

Vice President for Research or designee.

(c) Inquiry Process










1. Upon determining that there is some evidence that the allegation may have basis, the

administrator reviewing the allegation shall proceed with an inquiry into the allegation. The

administrator reviewing the allegation shall be responsible for notifying the accused in writing of

the allegation, advising the accused of the procedures to be followed by the University, affording

the accused an opportunity to respond to the allegation, and keeping the accused informed of the

progress of the inquiry process. The accused shall be provided with a copy of this regulation

describing the procedures to be followed. The accused has the right to retain legal counsel.

2. All original research data or other information involved in the allegation should be

secured by the administrator who has assumed the responsibility for conducting the inquiry.

Such action shall not constitute disciplinary action, but is meant to preserve the data or

information. Prior to securing the data, the accused shall be informed of the reasons for securing

the data unless there is a concern that the data or information will be lost, adulterated, altered,

made inaccessible or otherwise compromised. Measures shall be taken to protect the accused

from unreasonable searches. Upon request, the accused shall be provided a reasonable means of

access to the data or to legible reproductions.

3. In the case of joint or affiliate appointments or collaborative research projects, the

dean or director where the accused holds his/her primary appointment, or the Vice President for

Research, shall decide if other administrative units should be involved in the inquiry.

4. The administrator shall conduct an inquiry into the allegation. The inquiry shall be

concluded within sixty (60) calendar days of the receipt of the allegation unless circumstances

clearly warrant a longer period. If the inquiry takes longer than sixty (60) calendar days from the

date of the allegation to complete, the record of the inquiry shall include documentation of the

reasons for exceeding the sixty (60) day period. Upon conclusion of the inquiry, the

administrator responsible for conducting the inquiry shall submit a written report of the findings

to the Vice President for Research or designee and to the accused indicating that:










a. The findings of the inquiry do not provide any reasonable substantiation of the

allegation or that the allegation as substantiated does not fall within the definition of Research

Misconduct, or

b. The findings of the inquiry indicate that there is some credible evidence that

Research Misconduct has occurred so as to warrant an investigation.

In addition to the conclusion reached, the written report shall state what evidence was

reviewed and shall summarize the relevant interviews. The accused shall be provided with a

copy of the report and the accused's comments on the report, if any, will be made part of the

record. Detailed documentation of the inquiry shall be maintained in a secure manner for at least

three years following the termination of the inquiry or subsequent investigation at the office of

the Vice President for Research or designee and shall, upon request, be provided to authorized

sponsoring agency personnel.

(6) Post-Inquiry Procedures

(a) Upon receipt of the report, the Vice President for Research or designee shall review

the report and proceed in the following manner:

1. In cases where the administrator conducting the inquiry has found no sufficient basis

for conducting an investigation, the inquiry shall be terminated unless the Vice President for

Research or designee, after assessing the reasons given for the conclusion that an investigation is

not warranted, determines that an investigation is warranted. In cases where the inquiry is

terminated, the accused shall be notified and detailed documentation of the inquiry shall be

maintained in accordance with paragraph (8) below.

2. In cases where the findings of the administrator conducting the inquiry provide a

sufficient basis for conducting an investigation, the Vice President for Research or designee shall

initiate an investigation within twenty (20) calendar days of the completion of the inquiry and

shall constitute an ad hoc College Research Advisory Committee to conduct the investigation.

The ad hoc College Research Advisory Committee will consist of three or more faculty members

or other employees who have sufficient expertise in the subject matter under investigation. The










Committee shall be given the authority and assistance necessary to conduct a thorough

investigation of the allegation. Such investigation shall commence no later than ten (10)

calendar days after the Committee's appointment. The accused shall upon request be given

access to all relevant documents reviewed by the Committee.

(b) In the case of federally-sponsored research, the decision to proceed with an

investigation shall be reported in writing to the designated office (Office of Research Integrity,

Inspector General, etc.) of the sponsoring agency or agencies supporting the research on or

before the date of the initiation of such an investigation. The notification to the sponsoring

agency shall, at a minimum, include the name of the persons) against whom the allegations have

been made, the general nature of the allegation, and the application or grant numbers) involved.

A copy of the notification shall be furnished to the accused and the accused's dean or director. If

the results of the inquiry contain any reasonable indication of possible criminal law violations,

the Vice President for Research or designee shall notify the official as designated by the agency's

regulations within twenty-four (24) hours of obtaining such an indication. The Vice President

for Research or designee shall keep the designated agency official apprised of any development

during the course of the investigation which discloses facts that may affect current or potential

agency funding for the individuals) under investigation or that the agency needs to know to

ensure appropriate use of federal funds and otherwise protect the public interest. The Vice

President for Research or designee shall take interim administrative actions, as appropriate, to

protect federal funds and insure that the purposes of the federal financial assistance are carried

out. The Vice President for Research or designee is responsible for notifying the designated

agency official immediately at any stage in the inquiry or investigation if: (i) the health or safety

of the public is at risk, including an immediate need to protect human or animal subjects; (ii)

federal resources or interests are threatened; (iii) research activities should be suspended; (iv)

there is reasonable indication of possible violations of civil or criminal law; (v) federal action is

required to protect the interests of those involved in the Research Misconduct proceeding; (vi)










there is a reasonable probability that the Research Misconduct proceeding may be made public

prematurely; or (vii) the research community or public should be informed.

The Vice President or designee normally will wait until the outcome of the investigation to

notify others, such as corporate sponsors, journal editors, co-authors or affiliated institutions, of

the allegation of misconduct, unless there exists compelling reasons in the judgment of the Vice

President for Research or designee, such as a danger to human health, welfare, or safety.

Throughout the notification process outlined above, all communications to sponsoring

agencies, institutions, organizations, and representatives thereof shall emphasize that no finding

of guilt has been made at that time.

(c) The Committee shall complete a thorough investigation of the allegation within one

hundred twenty (120) calendar days of the initiation of the investigation. If the Committee

determines that it will not be able to complete the investigation within one hundred twenty (120)

calendar days, it must notify the Vice President for Research or designee. If the investigation

will not be completed within one hundred twenty (120) calendar days, the Vice President for

Research or designee shall submit to the designated agency official, if federally-sponsored

research is involved, a written request for an extension and an explanation for the delay that

includes an interim report on the progress to date and an estimate for the date of completion of

the final report. The 120 calendar day time limitation shall include conducting the investigation,

preparing the report of findings, making that report available for comment by the subjects of the

investigation, and submitting the report to the designated agency official. If the Vice President

for Research or designee plans to terminate an inquiry or investigation for any reason without

completing all relevant requirements under federal law with regard to federally-sponsored

research, a report of such planned termination, including a description of the reasons of such

termination shall be made to the designated agency official who will then decide whether further

investigation should be undertaken.

Whenever possible, interviews should be conducted of all individuals involved either in

making the allegation or against whom the allegation is made, as well as other individuals who










might have information regarding key aspects of the allegations; complete summaries of these

interviews should be prepared, provided to the interviewed party for comments or revision, and

included as part of the investigative file. Throughout the investigation, confidentiality shall be

maintained to the greatest extent possible, consistent with the laws of the State of Florida and

Federal law. All individuals involved in the investigation should be informed of the

confidentiality requirements. The Committee shall prepare and maintain the documentation to

substantiate the investigation's findings. This documentation is to be made available to the

designated agency official in the case of federally-sponsored research.

(d) After completing its investigation, the Committee shall submit its findings and

recommendations, in writing, to the Vice President for Research or designee. If a federally-

sponsored project is involved, the final report submitted to the designated agency official must

include a description of the policies and the procedure under which the investigation was

conducted, how and from whom information was obtained, the findings, and the basis for the

findings, and include the actual text or an accurate summary of the views of any individuals

found to have engaged in misconduct. The Committee shall attach to the report a list of

documents or other information it considered in its investigation of the allegation. Prior to

forwarding the final report to the Vice President for Research or designee, the Committee shall

provide a draft report to the accused who shall have the right to respond to the Committee in

person or in writing within a specified period of time. The Committee shall consider such

response in finalizing its report. The persons) who raised the allegations should be provided

with those portions of the report that address their role and opinions in the investigation.

(e) The Vice President for Research or designee shall review the Committee's report

and take such actions as indicated in section (7) below.

(7) Action Following Investigation.

(a) If the Committee finds that the evidence indicates that the accused has not engaged

in Research Misconduct, the Vice President for Research or designee shall promptly notify all

appropriate individuals of the Committee's findings, including the accused. In the event that










notification of the allegations has been sent to sponsoring agencies or others, the Vice President

for Research or designee shall promptly notify all such individuals of the outcome of the

investigation.

(b) If the Committee finds that the evidence indicates that the accused has engaged in

Research Misconduct, the Vice President for Research or designee and the administrator

responsible for the appointment and assignment of the accused shall review the Committee's

report and shall, within fifteen (15) calendar days of receipt of the Committee's report or as soon

thereafter as possible, make a preliminary determination as to the action to be taken by the

University. The accused shall be promptly informed of such action to be taken and the reasons

therefore. If a federally-sponsored project is involved, the Vice President for Research or

designee shall provide the designated agency official with a copy of the Committee's report and

shall inform the designated agency official of the action taken by the University as well as a

description of any sanctions) taken. Formal action will be taken in accordance with the

appropriate provisions of University of Florida regulations or the applicable collective

bargaining agreements as University procedures require. Examples of such action include, but

are not limited to, the following: removal from a research project, monitoring and reporting of

future research, reprimand, salary reduction, rank reduction, suspension, or termination.

(c) If grievance proceedings are initiated by the accused and the outcome of the

proceedings is favorable to the accused, the appropriate Vice Presidents, Dean or Director shall

make every effort to clear the record of the accused with sponsoring agencies and other

appropriate individuals or institutions, and to undertake diligent efforts to protect the positions

and reputations of those persons who in good faith made allegations, and shall notify the

agencies, individuals or institutions of the outcome of the proceedings.

(d) If grievance proceedings result in a finding of misconduct, the designated official of

the sponsoring agency and other appropriate individuals or institutions, including editors of

relevant journals, shall immediately be notified. All findings of the proceeding shall be

incorporated into the personnel file of the accused.










(8) Records. Records pertaining to the allegation, inquiry and investigation shall be

maintained in a secure manner for a period of at least three years by the Vice President for

Research or designee after the termination of the inquiry or investigation, and shall, upon

request, be provided to authorized funding agency personnel. If a federally-sponsored project is

involved, the records shall be maintained in accordance with federal regulations.



Specific Authority BOG Resolution dated January 7, 2003.

History--New 5-23-96, Amended 3-30-07.









RULES OF

UNIVERSITY OF FLORIDA



6C1-1.0102 University of Florida; Policies on Information Technology.

(1) As part of its educational mission, the University of Florida acquires, develops, and

maintains computers, computer systems and networks. These computing resources are intended

for university-related purposes, including direct and indirect support of the university's

instruction, research and service missions; university administrative functions; student and

campus life activities; and the free exchange of ideas within the university community and

among the university community and the wider local, national, and world communities. The

following policies, which are available at the University Office of Information Technology,

apply to all users of university computing resources, whether affiliated with the university or not,

and to all uses of those resources, whether on campus or from remote locations.

(a) Acceptable Use Policy, Revised 10/23/03

(b) Spam Policy, Revised 10/23/2003

(2) As part of its educational mission, the University of Florida acquires, develops, and

maintains data and information, computers, computer systems and networks. These information

technology (IT) resources are intended for university related purposes, including direct and

indirect support of the university's instruction, research and service missions; university

administrative functions; student and campus life activities; and the free exchange of ideas

within the university community and among the university community and the wider local,

national, and world communities. The Information Technology Security Policy, Revised July

15, 2003, is available from the University Office of Information Technology, applies to all









people who maintain or manage university IT resources, their supervisors, and their unit

administrators. It applies to all locations of those resources, whether on campus or from remote

locations. This policy is intended to help protect data confidentiality, integrity, availability,

accountability, and assurance.



Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(6), (19), (40) FS.

History--New 5-30-04.











RULES OF

UNIVERSITY OF FLORIDA


6C1-1.011 University of Florida; Disclosure and Regulation of Outside Activities and

Financial Interests.

(1) General Requirements.

(a) The faculty and staff members of the University of Florida must be committed to the

University's goals of teaching, research, and service and recognize that their primary

professional responsibility is to the University. Employees of the University may also engage in

outside employment, consulting, and other similar activities. These activities may further the

dissemination and use of the knowledge and expertise developed at the University and may also

advance the professional competence and reputation of the faculty and staff members. Thus,

participation in outside activities often serves the mission of the University in addition to

benefiting individual employees. Such activities and the financial interests of faculty and staff

members are, however, of concern to the University if they result in conflicts with the

employees' duties and responsibilities to the institution. It is the policy of the University that

faculty and staff members may participate in outside activities and hold financial interests as

long as the activities and interests do not conflict with their duties and responsibilities.

(b) All University employees, which includes Academic Personnel (AP), Technical,

Executive, Administrative, and Managerial Support (TEAMS) employees, University Support

Personnel System (USPS) employees, and Other Personnel Services (OPS) employees, are

responsible for the full and faithful performance of their professional or institutional

responsibilities and obligations.

(c) All University employees are bound to observe, in all official acts, the highest

standards of ethics consistent with the code of ethics of the State of Florida (Chapter 112, Part III,











Florida Statutes), the advisory opinions rendered with respect thereto, and the rules of the

University of Florida.

(d) No employee shall solicit or accept anything of value that is based upon an

understanding that the official action or judgment of the employee would be influenced thereby.

(e) No employee shall have an employment or contractual relationship or engage in a

business or personal activity that will create a continuing or frequently recurring conflict

between that employee's private interest and the performance of the employee's official duties.

(f) An employee engaging in an outside activity must take reasonable precautions to

ensure that the outside employer or other recipient of services understands that the employee is

engaging in such outside activity as a private citizen and not as an employee, agent, or

spokesperson of the University.

(2) Definitions.

(a) "Outside activity" shall mean any private practice, private consulting, employment,

teaching, research, business (including managerial interests or positions), or other activity,

compensated or uncompensated, which is not part of the employee's assigned duties and for

which the University provides no compensation.

(b) "Conflict of interest," shall mean:

1. any conflict between the private interests of the employee and the public interests of

the University of Florida or the State of Florida, including conflicts of interest specified under

Florida Statutes; or

2. any outside activity or financial interest which interferes with the full and faithful

performance of the employee's professional or institutional responsibilities or obligations.

(3) Activities and Financial Interests To Be Reported.

(a) The following outside activities and financial interests must be reported prior to

engaging in the activity:











1. Outside activities in which there is more than an incidental use of University

facilities, equipment, and/or services.

2. Outside activities in which a University student or other University employee is

directly or indirectly supervised by the employee if the employee in any way supervises or

evaluates the student or other employee at the University.

3. Management, employment, consulting, and other contractual activities with, or

ownership interest in, a business entity or state agency which does business with the University.

In the case of material financial and managerial interests, the information required extends to the

spouse and/or children of the employee, and for managerial interests, to relatives.

a. Material financial interest is defined as direct or indirect ownership of more than

five (5) percent of the total assets or capital stock of the business entity.

b. Managerial interest includes serving as an officer, director, partner, proprietor, etc.

of the business entity.

c. If the business entity or state agency with which the employee has a contractual

relationship or in which the employee, the employee's spouse and/or children have an ownership

interest wishes to enter into a licensing or research agreement with the University, an exemption

allowing such an agreement may be approved by the President or the President's designee and

the Chair of the Board of Trustees. Application for this exemption is made through the Office of

Research and Graduate Programs.

d. If the employee is disclosing a material financial interest or managerial interest, the

employee, if involved in the procurement process, is responsible for ensuring that written

authorization by the President or designee is attached to each applicable requisition to purchase.

4. Management, employment, consulting, and other contractual activities with, or

ownership interest in, a business entity which competes with the University.

5. Candidacy for or holding a public office.











6. Required use of books, supplies, or other instructional resources at the University of

Florida when they are created or published by the employee or by an entity in which the

employee has a financial interest.

7. Professional compensated activities, including but not limited to honoraria in excess

of travel expenses, teaching at another institution, and employment as an expert witness.

8. Business activities, including service on the board of directors or other management

interests or position, with regard to a business entity in the same discipline or field in which the

faculty or staff member is employed.

9. Any employment, contractual relationship, or financial interests, including

intellectual property rights, of the employee which may create a continuing or recurring conflict

between the employee's interests and the performance of the employee's public responsibilities

and obligations, including time commitments. This includes any outside activity in which the

employee is required to waive rights to intellectual property.

(b) Any employee submitting a federal grant or contract proposal or conducting

research or educational activities pursuant to a federal grant or contract must adhere to the

applicable requirements of the funding agency, including those involving the disclosure and

regulation of outside activities and financial interests. Therefore, any employee submitting a

grant or contract proposal to the Public Health Service or the National Science Foundation or

conducting research or educational activities pursuant to such a grant or contract as an

investigator must report outside activities and financial interests (including activities and

interests of the investigator's spouse and/or dependent children) that would reasonably appear to

be affected by the proposed or funded research or educational activities, including interests in

entities that would be so affected. An "investigator" is defined as the principal investigator, co-

principal investigator, or any other employee responsible for the design, conduct, or reporting of

the proposed or funded research or educational activities. The initial report must be made at the

time the proposal is submitted.











(c) Outside activities which the employee should conclude may create an actual or

apparent conflict of interest, including conflict of time commitments, which are otherwise not

required to be reported under paragraph (3)(a) or paragraph 3(b) of this rule must be reported as

soon as practicable.

(d) The selection and use of instructional materials in which the employee has a

financial interest are subject to the following guidelines.

1. Employees who are instructors are responsible for the assignment of instructional

materials, such as textbooks and other academic materials, for use by their students. The

selection of these materials must be made for academic reasons and not based on financial gains

for the individual employee or the University.

2. An employee may not receive personal remuneration for materials created or

developed exclusively for use in University of Florida courses or other University instructional

activities. Examples of such materials are class notes, annotated syllabi, and course packs.

3. If an employee may financially benefit from the sale of instructional materials not

created or developed exclusively for use in the employee's classroom, the employee's other

instructional activities, or other University of Florida instructional activities, the materials are to

be assigned only under the following conditions:

a. The department chair and dean or director have approved such an arrangement on

the University's Disclosure of Outside Activities and Financial Interests (form OAA-GA-L-

267/rev. 04/02), submitted by the employee who may benefit financially, and

b. Sufficient numbers of copies of the instructional materials are placed on reserve in

the University Libraries for use by students in the course or other instructional activity.

4. Works of a University employee may be owned by the University or by the

individual. The classroom use of instructional materials owned by the University of Florida may

financially benefit the employee, department, college, and the University. In such cases, in

addition to the above constraints, the unit administration is advised to take any additional steps











necessary to ensure that the selection and use of these materials are based on appropriate

academic grounds.

(e) The reporting requirements of this rule shall apply to full-time and part-time

employees. Unless otherwise required under federal grant regulations, the reporting

requirements shall not apply to activities performed wholly during an interval of the year in

which the employee is assigned no professional or institutional responsibilities and obligations

by the University.

(4) Disclosure and Approval Procedures for all University employees.

(a) The University's form OAA-GA-L-267/Rev. 04/02 entitled, "Disclosure of Outside

Activities and Financial Interests shall be filed with the President or designee, who shall

normally be a dean, director, or vice president. The form (OAA-GA-L-267/rev. 04/02), which is

incorporated by reference, may be obtained in the college or unit administrative offices. The

form must be completed and filed at the beginning of the contractual year of employment, prior

to such time as the outside activity or financial interest begins, or at such time as disclosure is

required under applicable federal grant requirements. If a material change in the information

presented occurs during the contractual year, a new form must be submitted. The following

information is required as to each outside activity or financial interest reported:

1. Name of employing entity, person, client or other recipient of services, or name of

entity in which the financial interest is held, and nature of its business. In the case of service as

an expert witness or representation of a party in a lawsuit, the party represented or employing the

expert must be identified along with all other parties involved in the matter.

2. Source of compensation, including client fees.

3. Involvement of students and other employees in the activity, employing entity, or

entity in which the financial interest is held.











4. Nature or type of activity or financial interest (description of equity interest or

intellectual property), including time spent if an activity is involved (estimated hours per week

including travel).

5. Location and anticipated dates of activity.

6. Any conditions of the activity which involve waiving or impairing the employee's or

University's right to intellectual property.

7. Use of University equipment, facilities, or services in connection with the activity.

8. Number of outside activities and financial interests filed for the current contractual

year.

9. Prior approval of the activity or financial interest in the previous contractual year, if

applicable.

(b) If there are any questions regarding a potential conflict of interest, the employee

should discuss the activity or financial interest with his/her chairperson or immediate supervisor.

(c) In the event the proposed outside activity or financial interest is deemed by the

immediate supervisor or chairperson to represent a potential conflict of interest the matter shall

be discussed with the Dean or Director, as the Presidential designee.

(d) If the Dean or Director finds that the proposed outside activity or financial interest is

a conflict of interest, the employee shall be notified promptly of the decision that he or she may

not engage in the proposed activity while employed at the University or of the conditions under

which the outside activity or financial interest may be permitted.

(e) Authorization for an outside activity or financial interests is granted for a specific

period of time, not to exceed one year ending June 30th. If the outside activity is to extend

beyond June 30th, a new Disclosure of Outside Activities and Financial Interests must be

submitted prior to July 1 of each year for the new fiscal-year period. If the outside activity or

financial interest is permitted with conditions, the employee is required to adhere to the

conditions during the period that the activity or financial interest is authorized.











(f) Academic Personnel and exempt TEAMS employees are required to indicate on the

annual employment contract or notice of appointment whether they are involved in outside

activities or have financial interests required to be reported under this rule. USPS and non-

exempt TEAMS employees are required to indicate on their annual Performance Evaluation

form whether they are involved in outside activities or have a financial interest required to be

reported under this rule. OPS employees shall follow the reporting procedure as outlined in this

rule. If the answer is affirmative, the employee may attach the Disclosure of Outside Activities

and Financial Interests to the contract, notice of appointment, or performance appraisal form or

submit the reports) through the appropriate administrative channels.

(5) Disclosure and Approval Procedures for Additional University Employment and

Employment by a State Agency. Any employee who wishes to engage in outside employment

by an agency of the State of Florida or another state university must submit a Request for

Approval of Additional University Employment and State of Florida Employment (form HR-

600-10/02), which is incorporated by reference, to the appropriate administrative officials and

obtain approval prior to engaging in such activity. A copy of this form may be obtained in the

college or unit administrative offices. No "Disclosure of Outside Activities and Financial

Interests" need be filed for the activity as the completion of the "Request for Approval of

Additional University Employment and State of Florida Employment" form fulfills the

employee's obligation to report. The same procedure is used for those employees who are

employed in excess of one full-time equivalent position at the University or who receive

compensation as a University employee simultaneously from any appropriation other than

appropriations for salaries. An exception to this procedure is employment by the University

Press of Florida (UPF). Approval of UPF employment is granted by the President or designee,

and such approval, which is submitted by the UPF to the Office of the Provost, fulfills the

employee's obligation to report the activity.











(6) Procedure for Requesting Use of University Resources. If an employee has the

University's approval to engage in outside activity, the employee may request approval for the

use of University equipment, facilities, or services in connection with the outside activity. The

University must approve the use in advance. The employee must request such approval by

completing and submitting the University's form OAA-GA-L-268/10-2002 entitled Request to

Use University Equipment, Facilities, and Services in Conjunction with Non-University Outside

Activity, which is incorporated by reference, and may be obtained in the college or unit

administrative offices. The forms should be attached to the Disclosure of Outside Activities and

Financial Interests The use of any of these resources will be allowed only on a non-interference

basis, and there may be a charge for such use.



Specific Authority 1001.74(4) FS.

Law Implemented 112.313, 112.3185, 1001.74(6), (19), 1001.75(3) FS.

History--New 5-28-80, Formerly 6C1-7.391, Amended 3-6-85, Formerly 6C1-1.11,

Amended 3-2-87, 5-21-89, 7-11-94, 4-30-95, 12-12-95, 6-28-98, 6-21-00, 5-22-01, 1-7-03, 7-5-

04.









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.012 University of Florida; Tuition-Free Courses.

(1) The University of Florida deeply values the education of its employees and strongly

encourages its staff to pursue educational opportunities for professional growth and

development. To this end, the university has adopted the Employee Education Program

("EEP"), which is described in section (1) of this regulation.

(a) Full-time University of Florida Academic Personnel (AP), Technical, Executive,

Administrative and Managerial Support (TEAMS) employees and University Support Personnel

System (USPS) employees in good standing who have been employed for at least six (6) months

are eligible to apply for enrollment in up to 6 credit hours of instruction per semester at the

University of Florida. Such employees with a principal place of employment outside of

Alachua County are eligible to apply for enrollment in up to 6 hours of instruction per semester

at the state university in Florida closest to the place of employment. USPS employees must have

attained permanent status to participate in this program. It shall be the sole discretion of the

employee's department chair or equivalent unit administrator as to the number of credit hours,

up to six, that may be registered for under this program each semester. Participation in the EEP

is neither a benefit of employment nor a guaranteed right.

1. Participating employees must meet academic requirements and be in an established

position on the date that fees are due. The University will establish the periods of enrollment

each semester for employees registering for courses to be paid for by this program.









2. This program does not permit enrollment in thesis, dissertation, internships, directed

individual study, individual performance courses, non-credit courses, and sponsored credit

programs, off-book programs, and some distance education course offerings. A participating

employee must be admitted to the University as a degree or non-degree seeking student. Courses

taken in a non-degree seeking status may not apply to a degree program.

3. In order to continue to participate in the EEP, an employee must achieve a passing

grade in and complete all courses taken in the EEP program.

(b) This program is not available to OPS or part-time personnel or employees assigned

to temporary, visiting or probationary appointments. As a result, graduate assistants, residents,

and some faculty members are not eligible to participate.

1. The costs associated with non-credit courses and program offerings otherwise

required as an extension of regular employee training are not covered under this program. The

University's fee petition and fee refund policies and procedures are not applicable to courses

taken through this program. Therefore, there is no petition process for a refund of any fees paid.

2. No employee may participate in both the EEP and either the Department of

Management Services' State Employee Education Voucher Program or the State Employee Fee

Waiver Program in the same semester.

(c) To the extent possible, class attendance should be scheduled during non-working

hours. If any University employee enrolls for a course during working hours, all time taken

during that period, including time taken in traveling to and from classes, shall be charged to

annual or compensatory leave or leave without pay, unless the work schedule has been adjusted

to accommodate the class, subject to approval by the appropriate supervisor or administrator.









(d) The employee must complete the application form, available from the Office of

Human Resource Services at 903 W. University Avenue and from the HRS website at

www.hr.ufl.edu/education, and must secure written approval from his or her supervisor and

department chair or equivalent unit administrator. The employee's department chair or

equivalent unit administrator must certify that the employee meets the employment requirements

for participation and that the time used is covered by appropriate leave or schedule adjustment.

The completed form must be submitted to the University Registrar, 222 Criser Hall by the

published EEP application deadline each semester. In the case of an employee with a principal

place of employment outside of Alachua County who wishes to attend another state university,

the completed form must be submitted to the Education Coordinator for Human Resource

Services, 903 W. University Avenue, by the published application deadline.

(e) Unless otherwise required by applicable law or regulation, the value of courses in

which the employee has enrolled under the provisions of this program shall not be used to

compute the employee's base rate of pay or regular rate of pay; however, certain courses may be

subject to taxes as defined by the United States Internal Revenue Service. Employees are

responsible for any individual tax liability that may result from participation in this tuition

program and should refer any tax questions to their tax advisor.

(f) The employee shall pay any additional fees including, but not limited to:

1. Application fees.

2. Out-of-State Tuition and Fees (in-state tuition rates apply for exempt TEAMS

employees and faculty regardless of residency requirements).

3. Photo I.D. Fees.

4. Late Registration Fees.









5. Late Payment Fees.

6. Material and Supply Fees.

7. Off-campus Course Fees, which include but are not limited to, distance education or

online course fees.

8. Any other fees not covered by this program.

(g) The University shall be responsible for the payment of (The University shall be

responsible only for the in-state portion of these fees):

1. Matriculation Fees

2. Building Fees.

3. Capital Improvement Fees

4. Student Financial Aid Fees.

(h) The University shall waive the following local fees and the employee will not be

eligible for services provided by these fees. (For students attending another state of Florida

public university these fees will be paid by the University). The services provided through these

fees are, therefore, not available to the employee, and the employee does not have the option to

pay any of these fees to take advantage of these services.-

1. Activity and Service Fees.

2. Athletic Fees.

3. Student Health Fees.

4. Transportation Fees.

(i) Continuation of this program of instruction is contingent upon the University's

continuing ability to meet workload requirements and meeting the financial obligations of the

program. At any time and with 10 days notice, the University may terminate this program.









Participation in a course by an employee is contingent upon the department's continuing ability

to meet workload requirements. At any time, with 5 days notice, the University may terminate

an individual's participation in this program.

(j) The Office of Human Resource Services shall be the administrator of this program

and shall make available application forms on their website at www.hr.ufl.edu/education.

(2) Persons who supervise interns from the University of Florida will be given one non-

transferable Certificate of Participation for completion of an approved internship experience (or

its equivalent) in a program area, upon the recommendation of the President or the President's

designee. A certificate will also be awarded to persons who attend a required training session for

the preparation of intern supervisors provided that the training session is approved for this

purpose by the President or the President's designee.

(a) For purposes of this regulation an internship experience shall be defined as a

supervised field experience in an identified program area of the University which has been

approved by the University's Director of Internship Programs in the Office of Academic Affairs.

(b) Verification of the supervised internship experience for all areas shall be made by

the program area college or unit. All requests for Certificates of Participation shall be forwarded

to the Director of Internship Programs for review and processing.

(c) Each Certification of Participation is valid for one term only except that for the

Summer terms, the Certificate may be used for registration during both Summer terms. The

Certificate entitles the holder to register at the University of Florida after paying only the

building fee and the capital improvement trust fund fee for each credit hour attempted each term

of instruction, including courses offered through Continuing Education programs of the









University. Refer to Regulation 6C1-3.0375, for the cost of said fees at the University of

Florida. No Certificate will be valid after three (3) years from the date of issue.

(d) The University of Florida will honor Certificates of Participation issued by other

state universities in Florida on the same terms as set forth in this section.

(3) A State of Florida employee with the approval of the agency head or equivalent is

permitted to enroll at a state university for up to six (6) credit hours of courses per term on a

space-available basis. Tuition and fees for these credit hours are waived pursuant to Section

1009.265, F.S.

(a) Space-available courses do not include TBA (to be arranged), directed

individualized study, distance learning courses, internships, thesis and dissertation courses,

individual performance courses, and non-credit courses.

(b) A state employee participating in the program must be admitted to the University of

Florida as a degree or non-degree seeking student and meet all academic requirements for

enrollment in the coursess.

(c) The State Agency Employee Tuition Fee Waiver Application, Rev. 08/06, must be

filled out, including all approvals. The form is available from the Office of the University

Registrar, 222 Criser Hall or online at www.hr.ufl.edu/education and must be submitted to the

Office of the University Registrar, 222 Criser Hall by the published deadline each semester.



Specific Authority: BOG Resolution dated January 7, 2003.

History--New 3-26-80, Formerly 6C1-7.35, Amended 3-6-85, Formerly 6C1-1.12,

Amended 3-2-87, 5-19-93, 10-7-99, 5-22-01, 6-27-02, 1-19-03, 03-14-08 (BOT approval).










REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.015 University of Florida; Community Campaign.

(1) The University of Florida has established one combined charitable fund-raising

drive for its Alachua County campus, known as the University of Florida Community Campaign.

The campaign is open to all University employees employed in Alachua County who wish to

participate and is held annually each fall. Payroll deductions may be utilized in fulfillment of

pledges or promised contributions to the University of Florida Community Campaign.

(2) The University of Florida Community Campaign Planning Committee shall be

composed of a total of ten persons, appointed annually by the President of the University. The

members shall be faculty and staff employees representing the diverse makeup of the University

community. The President shall appoint as members of the committee the chairperson of the

current campaign, the chairperson designated for the following year, and the executive director

of the campaign. The other seven members of the committee shall serve for staggered three-year

terms. A member of the General Counsel's Office shall advise the committee. The Planning

Committee, on behalf of the President, shall be responsible for the development, implementation,

and administration of procedures and standards by which the campaign shall be conducted.

(3) The following are the requirements for a charitable organization that wishes to be a

participant in the University of Florida Community Campaign:

(a) The organization must be registered with the State of Florida, Division of

Corporations, pursuant to Chapter 617, F.S.

(b) The organization must be registered with the United States Department of the

Treasury and be recognized as a 501(c)(3) entity or the equivalent by the United States Internal

Revenue Service.

(c) The organization must be registered with the Florida Department of Revenue and

must receive a state tax exempt number pursuant to Section 212.08, F.S.

1










(d) The organization must be registered with the Florida Department of Agriculture and

Consumer Affairs, Division of Consumer Services, meet the requirements of Chapter 496, F.S.

and submit a copy of the organization's most recent IRS Form 990 regardless of whether or not

the IRS requires the organization to file this form. However, smaller organizations that file the

Form 990EZ may submit the Form 990EZ with pages 1 and 2 of the Form 990 attached.

Organizations claiming exemption from the provisions of Chapter 496, F.S., must provide

documentation supporting the exemption.

(e) The organization must be governed by a volunteer board of directors that meets

regularly and serves without compensation. Compensation shall not be deemed to include

payment of the reasonable expenses of service as a director, including liability insurance. The

board of directors must direct policy development and implementation, retain oversight of

program delivery, and exercise executive level supervision.

(f) The organization must have a recognized substantial program in the health and

human services area directly benefiting the Alachua County region. A program of health and

human services is one whose principal objective is to assist people to improve the conditions that

are necessary to achieve fundamental physical, social, and/or psychological well-being. Health

and human services include research directed toward the achievement of human physical, social

and/or psychological well-being and specific helping acts to individuals or groups that go

beyond the provision of information.

(g) The organization must have a written policy of non-discrimination and carry out an

affirmative action program that applies to volunteer governance, staffing, and clientele of the

organization

(h) The organization should maintain management and general and fund raising costs at

or below twenty-five per cent of total budget, a level established by the National Charities

Information Bureau (NCIB) and generally accepted by the non-profit community. Agencies that

exceed the twenty-five per cent level will be required to provide the committee with the rationale

for that level of costs.










(i) If the organization chooses to be represented by a federation (such as, United Way

or Community Health Charities), the organization itself must still meet all the criteria established

herein. If a federation applies, each organization represented must meet the criteria. Each

organization selected will be listed only once on the donor designation form.

(4) The procedures for application to and inclusion in the University of Florida

Community Campaign are as set forth in this section.

(a) By December 1 of each year, the Planning Committee shall have published in a

newspaper of general circulation in Alachua County a notice informing organizations of the

application procedures for participation in the University of Florida Community Campaign to be

held in the subsequent fall term.

(b) Upon request of an organization wishing to participate, the committee will provide a

copy of this policy and an application form. As a minimum, each interested organization will be

expected to submit an IRS Form 990 or an IRS Form 990EZ with the first two pages of the Form

990 attached, a roster of the board of directors, IRS Tax Exempt Ruling (letter), State of Florida

registration as a charitable organization, and current budget.

(c) An organization's application form with all necessary supporting documentation

must be delivered or sent to the address stated on the form. The application form with all

necessary supporting documentation must be delivered or postmarked by February 1 (or the next

business day following if February 1 falls on a Saturday, Sunday, or holiday) to be considered

for inclusion in the campaign. All application materials and proceedings are subject to the

Florida Public Records and Sunshine Laws.

(d) The Planning Committee will notify each applicant of the meetings) at which

applications are to be reviewed. Notification will include the date, time, and location of the

meeting or meetings. The Planning Committee shall determine the format of the meetingss.

(e) If an organization's application is rejected for failure to meet any of the criteria as

set forth in this rule, the organization may request a hearing before the Planning Committee in

order to present additional information on its behalf. The committee shall make a

3










recommendation to the President or the President's designee as to the inclusion of the applicant

in the campaign. The decision of the President or designee shall be final. All such hearings and

final decisions are expected to be completed by the close of the University's spring term.

(5) The Planning Committee may revoke approval to participate in the campaign at any

time in the event that: the organization violates a policy or rule of the University of Florida

concerning the campaign, or false and misleading information is submitted to the University at

the time of application for admission to the campaign or pursuant to any subsequent request by

the University.

(6) The fiscal agent for the University of Florida Community Campaign shall be an

organization that has the experience, expertise, and resources to conduct and coordinate a local

community campaign in Alachua County. The Planning Committee will select the fiscal agent.

The fiscal agent will distribute funds to designated organizations. Funds not specifically

designated by the employee for a specific organization shall be allocated as follows:

participating organizations shall receive the same percentage of undesignated funds as the

percentage of designated funds they receive, except that on an annual basis a federation may be

allocated the aggregate percentage of designated funds for federation organizations participating

in the University of Florida Community Campaign.



Specific Authority: BOG Resolution dated January 7, 2003.

History--New 5-19-93, Amended 11-6-96, 1-11-98, 7-20-04, 7-19-05, 3-30-07, 3-14-08

(technical changes only).









RULES OF

DEPARTMENT OF EDUCATION

DIVISION OF UNIVERSITIES

UNIVERSITY OF FLORIDA



6C1-1.016 University of Florida; Admissions

(1) In the admission of students, the University may consider an applicant's

character. The University may refuse to admit an applicant because of past misconduct. The

University of Florida designates appropriate personnel to review all applications. This Rule

describes the procedure and assigns responsibility for the review of these applications for

admission.

(2) Statement of Policy.

(a) The Standard State University System Application for Admission

(Undergraduate) and the University of Florida Application for Admission to Graduate School

include questions concerning prior misconduct.

(b) Applicants who fail to give complete and accurate responses to the conduct

section of the admission application may be subject to revocation of admission, disciplinary

action, and invalidation of credits or degrees earned. Appropriate action will be determined by

the University Admissions Committee or the Committee on Student Conduct.

(c) Applicants are required to immediately notify the University's Admissions Office

should any information given on the application form change prior to entry into the University.

This includes the obligation to furnish information concerning events that must be disclosed in

the conduct section of the application that occur prior to entry into the University. Failure to









provide such information may subject the applicant to revocation of admission, disciplinary

action, and invalidation of credits or degrees earned. Appropriate action will be determined by

the University Admissions Committee or the Committee on Student Conduct.

(d) In the cases of applicants who respond affirmatively to questions concerning

misconduct, the Admissions Office shall follow the procedure described below:

1. The application and all relevant documentation shall be forwarded to the Director

of Student Judicial Affairs for review. The Director may consult with appropriate individuals,

offices, and agencies to determine whether or not the admission of the applicant is in the best

interest of the University.

2. In cases involving violent or extreme unethical behavior, the Director may create

a sub-committee to review documentation and interview the applicant to determine whether or

not the admission of the applicant is in the best interest of the University. As a minimum, the

sub-committee is composed of the Director of Admissions or designee and the

Assistant/Associate Dean of the college for which the individual is applying.

3. If cleared for admission consideration by the Director of Student Judicial Affairs

or the sub-committee, the Director shall advise the Admissions Office in writing. Conduct

admission clearances may be granted with the imposition of restrictions, such as, but not limited

to, restrictions from residing on campus, conduct probation, or counseling. These restrictions

shall be communicated to the applicant in writing by the Director of Student Judicial Affairs.

The admissions procedure will then proceed to determine academic eligibility.

4. If the applicant is refused admission on the basis of past misconduct, the Director

of Student Judicial Affairs shall advise the applicant and the Admission Office of the decision in

writing. Applicants denied admission under this Rule may appeal in writing to the Vice









President for Student Affairs within ten (10) days of the date of the written notification of denial

or admission.

Specific Authority 240.227(1) FS.

Law Implemented 240.227(8), 240.233(4) FS.

History--New 5-23-96, Amended 6-21-00.









RULES OF

UNIVERSITY OF FLORIDA



6C1-1.017 University of Florida; Separations from Employment and Layoff

(1) Separations from employment shall be administered consistent with the following

provisions:

(a) An employee who resigns from employment shall not have any rights of appeal.

(b) An employee who is absent without approved leave for three or more consecutive

workdays shall be considered to have abandoned the position.

(c) The President or President's designee may dismiss an employee for just cause in

accordance with University Rules 6C1-3.046, 6C1-3.047 and 6C1-7.048, F.A.C.

(d) Other Personnel Services (OPS), University Support Personnel System (USPS)

employees without permanent status in any class, or probationary non-exempt Technical,

Executive, Administrative and Managerial Support (TEAMS) employees may be separated from

employment at any time without any requirements of notice or reason and without rights to

appeal.

(2) Layoffs shall be administered consistent with the following provisions for USPS,

TEAMS, and Academic Personnel (AP) employees:

(a) Reasons for layoff, which may occur at any time, are: adverse financial

circumstances; reallocation of resources; reorganization of degree or curriculum offerings or

requirements; reorganization of academic or administrative structures, programs, or functions;

curtailment or abolishment of one or more programs or functions; shortage of work; or a material









change of duties. The President or designee shall notify the appropriate employee organizations

when layoffs are to take place.

(b) President or designee shall designate a layoff unit at an organizational level such

as a division, college, school, department, area, program, or other level or organization as the

President or designee deems appropriate. In designating the makeup of the layoff unit, the

President or designee shall consider the special qualifications and relevant experience required

for specific positions and exclude such positions from layoff. The President or designee will

designate layoff units at the University of Florida as determined by administrative reporting

rather than funding. Other than the exceptions noted in this rule, the unit employee with the

fewest retention points in the designated classification will be the layoff candidate.

(c) The layoff areas for bumping purposes are designated as follows:

1. For academic units, except the College of Agricultural and Life Sciences, each

individual college will be designated as a layoff area. The Institute of Food and Agricultural

Sciences (IFAS) is designated as its own layoff area for bumping purposes.

2. For non-academic units, the affected Vice Presidential area will be designated as

a layoff area for bumping purposes.

(d) A tenured/permanent status Academic Personnel employee shall not be laid off if

there are non-tenured/non-permanent status Academic Personnel employees in the layoff unit,

and a USPS employee with permanent status shall not be laid off if there are USPS employees in

comparable positions with less retention points in the layoff unit. Those employees will be

retained who, in the judgment of the President or designee, will contribute to the mission and

purpose of the University when taking into account the employee's length and continuous

University service and other appropriate factors. The appropriate Vice President shall submit a









plan to meet the goals set by the President. The Vice President shall have the sole discretion in

determining the distribution by pay plan to accomplish the goals.

(3) Layoff Provisions for USPS employees.

(a) Identification of Layoff Candidate and Notice of Layoff. The classifications) of

the positions) to be abolished will be determined by the administrators) of the layoff unit. The

Division of Human Resources identifies the incumbents) in the classifications) that are to be

issued layoff notice based on total retention points within the layoff unit. The administrator of

the unit as the President's designee determines which specific positions are to be excluded from

the layoff unit based on the special qualifications and relevant experience required for the

position. Written notice of layoff rights will be provided to an employee at least forty-five (45)

calendar days in advance of layoff. The Division of Human Resources will make an initial

assessment of the layoff candidate's rights to specific classifications.

(b) Consideration for Vacancies in USPS Classifications. The Division of Human

Resources identifies vacant, posting positions to which the layoff candidate has rights. The

assessment of the layoff candidate's match for a position will be determined by the hiring

administrator of the position and will take into account whether successful performance can be

expected for the layoff candidate after consideration of any special qualifications and relevant

experience given a reasonable training period of up to six months. Where posting vacancies

exist both within and outside the layoff unit, the priority placement obligation will be with the

vacancy in the layoff unit. USPS employees who have applied and been offered any position

waive their layoff rights upon acceptance.

(c) Consideration for Non-Vacant USPS Positions. If an appropriate vacant USPS

position is not identified, then the Division of Human Resources will identify and coordinate









interviews of employees for appropriate non-vacant positions, which shall be within the layoff

area in which the layoff candidate is assigned, in retention point order:

1. USPS positions held by USPS employees with probationary status in the job

classification.

2. USPS positions held by USPS employees with fewer total retention points than

the layoff candidate.

(d) Layoff candidates who decline to interview for positions to which they have

placement rights or who reject an offer that the Division of Human Resources deems to represent

an appropriate match forfeit further layoff and recall rights and, as a result, voluntarily effect

their final resignation.

(e) Retention Points. Within the layoff unit, USPS employees with permanent status

in the affected class shall be ranked on a layoff list based on retention points derived from length

of service and evaluations. Employees who work less than full-time shall have their retention

points determined in proportion to the FTE. Layoff rights extend only to employees who meet

the specific qualification and equivalent full-time equivalent (FTE) of the position regardless of

their placement on the layoff list. Retention points shall be computed as follows:

1. One point for each month of continuous employment in the USPS including

service in the Career Service if employed in the State University System (SUS) on or before June

30, 1986.

2. One point for each month of service meeting performance standards, and two

points for each month of service with exemplary performance.









3. Any period of leave for active military service in accordance with Chapter 115,

F.S., shall count as continuous employment and shall be considered to be at the same level of

performance as last evaluated.

4. Any period of service prior to July 1, 1996, not covered by an evaluation,

including periods of service during which no formal employee evaluation program existed, shall

be computed as meeting performance standards. After July 1, 1996, performance will be

computed as previously evaluated in the absence of a current evaluation.

5. No retention points shall be granted for a month in which the employee was not

on the payroll.

6. After totaling the retention points, layoff shall be in order, beginning with the

employee with the fewest points.

7. When two or more employees have the same total retention points, preference for

retention shall follow the order of the longest University service in the class, Veterans'

preference, and as determined by the President or designee based upon the special qualifications

and relevant experience of the employees.

(f) Recall Rights. Recall rights apply for a period of one year following layoff.

When a vacancy occurs in the same position and class within the same layoff unit from which

the employee was laid off, the employee with the highest number of retention points, who is not

otherwise employed in an equivalent full-time position, and who meets the specific

qualifications of the position, will be referred to the hiring authority for consideration. If the

employee is hired for the position, he/she will return to the University as a TEAMS employee.

(g) The following USPS employees do not have layoff rights:

1. A USPS employee without permanent status in any class.









2. A USPS employee appointed to a contract and grant, auxiliary, or local funds

position which has been designated time-limited.

(4) Layoff Provisions for non-exempt TEAMS employees.

(a) Notice of Layoff. Written notice of layoff will be provided to an employee at

least forty-five (45) calendar days in advance of layoff.

(b) TEAMS employees do not have bumping or recall rights.

(c) Layoff Order-Retention Points. Within the layoff unit, non-exempt employees in

the affected class shall be ranked on a layoff list based on retention points derived from length of

service and evaluations. Employees who work less than full-time shall have their retention

points determined in proportion to the time worked. Layoff rights extend only to employees who

meet the specific qualification and equivalent full-time equivalent (FTE) of the position

regardless of their placement on the layoff list. Retention points shall be computed as follows:

1. One point for each month of continuous employment in the USPS and TEAMS

including service in the Career Service if employed in the State University System (SUS) on or

before June 30, 1986.

2. One point for each month of service meeting performance standards and two

points for each month of service with exemplary performance.

3. Any period of leave for active military service in accordance with Chapter 115,

F.S., shall count as continuous employment and shall be considered to be at the same level of

performance as last evaluated.

4. Any period of service prior to July 1, 1996, not covered by an evaluation,

including periods of service during which no formal employee evaluation program existed, shall









be computed as meeting performance standards. After July 1, 1996, performance will be

computed as previously evaluated in the absence of a current evaluation.

5. No retention points shall be granted for a month in which the employee was not

on the payroll.

6. After totaling the retention points, layoff shall be in order, beginning with the

employee with the fewest points.

7. When two or more non-exempt TEAMS employees have the same total retention

points, preference for retention shall follow the order of the longest University service in the

class, Veteran's preference, and as determined by the President or designee based upon the

special qualifications and relevant experience of the employees.

(5) Layoff provisions for exempt TEAMS employees.

(a) Notice of Layoff. Written notice of layoff will be provide to an employee at least

forty-five (45) calendar days in advance of layoff

(b) TEAMS employees do not have bumping or recall rights.

(c) Determination of Layoff. Employees in the layoff unit are to be laid off in

accordance with years of continuous service at the University.

(d) The University maintains the discretion to retain the employees who, in the

judgment of the President or designee, will contribute to the mission and purpose of the

University when taking into account the employee's length and continuous University service

and other appropriate factors. The appropriate Vice President shall submit a plan to the

President to meet the goals set by the President. The Vice President shall determine the

distribution by pay plan to accomplish the goals.

(6) Layoff Provisions for Out-of-Unit Academic Personnel:









(a) Layoff Order. Employees in the layoff unit are to be laid off in the following

order:

1. non-tenure earning or non-permanent status earning employees with five years or

less of continuous university service;

2. tenure-earning or permanent-status-earning employees, who have not attained

tenure or permanent status with five years or less of continuous university service;

3. non-tenure earning or non-permanent status earning employees with more than

five years of continuous university service;

4. tenure-earning or permanent-status-earning employees, who have not attained

tenure or permanent status with more than five years of continuous university service;

5. employees who are tenured or have permanent status.

(b) Determination of Layoff. In determining which employees) will be laid off, the

President or designee, shall take into consideration appropriate factors including: tenure status;

performance evaluations by supervisors, peers and students; contents of the faculty member's

personnel file; the faculty member's academic credentials; professional reputation; collegiality;

teaching effectiveness; performance of professional responsibilities; research record; quality of

the academic or creative activity engaged in by the faculty member; and length and quality of

service to the community and public.

(c) Notice of Layoff. Written notice of layoff rights will be provided to an employee

as soon as practicable in advance of layoff. Where circumstances permit, faculty members are to

be provided with at least one year's notice for employees with three or more years of service and

at least six month's notice to those with less service. A notice of layoff shall be sent to the

employee by certified mail, return receipt requested, or delivered in person to the employee.









(d) Recall Rights. For a period of one year following layoff, an employee who has

been laid off, and who is not otherwise employed in an equivalent full-time position, shall be

offered reemployment in the same position at the University, should an opportunity for such

reemployment arise. Any offer of reemployment must be accepted no later than fifteen days after

the date of the offer, such acceptance to take effect no later than the beginning of the academic

term immediately following the date the offer was made. In the event such offer of

reemployment is not accepted, the employee shall receive no further consideration pursuant to

this rule.

(e) The following Academic Personnel do not have layoff rights:

1. An Academic Personnel employee appointed for less than one academic year or

appointed to a visiting appointment;

2. An Academic Personnel employee appointed to a position funded from contracts

and grants, auxiliaries or local funds;

3. An Academic Personnel employee whose appointment expires after receiving

timely notice or non-reappointment;

4. An Academic Personnel employee whose appointment expires without the

requirement of a written notice of reappointment, including an employee serving on an

appointment without a fixed term or an employee on a multi-year contract.



Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19), 1001.75(3) FS.

History--New 7-1-96, Amended 10-7-99, 3-2-03, 7-19-05.









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.018 Works and Inventions.

(1) For the purposes of this regulation, the following definitions shall apply:

(a) "University personnel" shall include full-time and part-time employees of the

University of Florida, including Academic Personnel (AP), Technical, Executive, Administrative

and Managerial Support (TEAMS), University Support Personnel System (USPS), and Other

Personnel Services (OPS) employees; appointees of the University, including certain faculty

members and all volunteers; persons paid by or through the University, including fellows; and

anyone working under University auspices. Students who are encompassed within any of these

categories shall be considered "University personnel."

(b) A "work" shall include any copyrightable material, such as printed material,

computer software or databases, audio and visual material, circuit diagrams, architectural and

engineering drawings, lectures, musical or dramatic compositions, choreographic works, and

pictorial or graphic works.

(c) An "invention" shall include any discovery, invention, process, composition of

matter, article of manufacture, know-how, design, model, technological development, biological

material, strain, variety, culture of any organism, or portion, modification translation, or

extension of these items, and any mark used in connection with these items.

(d) A "creator" shall mean a member of University personnel who creates a work or

invention.









(e) "University support" shall include the use of University funds, personnel, facilities,

equipment, materials, or technological information, and includes such support provided by other

public or private organizations when it is arranged, administered, or controlled by the University.

(f) "University-supported work" shall mean a work of a creator not made in the course

of "independent efforts." "Independent efforts" with regard to a work means that the ideas for

the work came from the creator, the work was not made with the use of University support, and

the University is not held responsible for any opinions expressed in the work. Notwithstanding

the foregoing, "University-supported works" do not include scholarly articles published in

journals independent of the University and theses or dissertations of graduate students.

(2) Works. A work which is made in the course of independent efforts is the property

of the creator. A University-supported work is the property of the University, and the creator

shall share in the proceeds therefrom subject to preexisting commitments to outside sponsoring

agencies. University personnel are required to disclose promptly, pursuant to the University's

Intellectual Property Policy, all University-supported works, including all instructional works.

The Vice President for Research or the Vice President's designee shall inform the creator of the

University's decision regarding ownership and the University's legal rights as soon as

practicable, but no later than 60 days from receipt of the complete disclosure of the work. Any

University-supported work shall be handled in accordance with the University's Intellectual

Property Policy-Revised November 16, 2005, which is incorporated herein by reference. The

Work Disclosure form, Revised May 6, 2005, and the Invention Disclosure form, Revised May

5, 2005, incorporated in the University's Intellectual Property Policy are available from the

Office of Technology Licensing of the Office of Research and Graduate Programs. Copies of the









University's Intellectual Property Policy are available from Office of Technology Licensing of

the Office of Research and Graduate Programs.

(3) Inventions.

(a) University personnel are required to disclose any invention made or discovered by

them promptly pursuant to the University's Intellectual Property Policy. All inventions must be

disclosed, even those believed by the creator to be unrelated to his or her University duties and

not involving the use of University support.

(b) An invention which is made in the field or discipline in which the creator is engaged

by the University or made with the use of University support is the property of the University,

and the creator shall share in the proceeds therefrom subject to preexisting commitments to

outside sponsoring agencies. An invention made outside the field or discipline in which the

creator is engaged by the University and for which no University support has been used is the

property of the creator. In the latter case, however, the creator and the University may agree that

the invention be pursued by the University and the proceeds shared pursuant to the University's

Intellectual Property Policy.

(c) The Vice President for Research or the Vice President's designee shall inform the

creator of the University's decision regarding ownership and the University's legal rights as soon

as practicable, but no later than 120 days from receipt of the complete disclosure of the

invention. Any invention shall be handled in accordance with the University's Intellectual

Property Policy.



Specific Authority: BOG Resolution dated January 7, 2003.









History--New 5-28-80, Formerly 6C1-7.392, Amended 7-15-97, 06-15-99, Formerly 6C1-

7.0392, Amended 2-5-03, 3-30-07.










RULES OF

UNIVERSITY OF FLORIDA



6C1-1.019 University of Florida; Limited Access Records

(1) "Limited Access Records" that the University maintains on its employees, which shall include

Academic Personnel (AP), Technical, Executive, Administrative, and Managerial Support (TEAMS) staff members,

University Support Personnel System (USPS) employees, and Other Personnel Services (OPS) employees, shall be

confidential. The custodian of limited access records may release information from such records only under the

conditions and to the persons as set forth in this rule, to the President or the President's designees in the discharge of

official responsibilities, or upon order of a court of competent jurisdiction.

(a) For records created on or before July 1, 1995, "limited access records" shall be

defined as those records that reflect evaluations of employee performance. Such records shall be

open to inspection by the employee evaluated and by University personnel responsible for

supervision of the employee.

(b) For records created after July 1, 1995, "limited access records" shall be defined as:

1. Records that reflect "academic" evaluations of employee performance. "Academic"

for the purposes of this rule means performance evaluation documents regarding employees

designated as Academic Personnel (AP), employees in the General Faculty pay plan prior to the

implementation of the AP classification, or other employees subject to the faculty or academic

personnel evaluation process. Examples of such records are those resulting from academic

evaluation processes such as tenure, promotion, annual evaluation, student evaluation of teaching

(except records comprising the common core items contained in the State University System

Assessment of Instruction instrument), TIP, compression/inversion, other faculty awards, and

merit increases. Such records shall be open for inspection by the employee evaluated and by

University personnel responsible for the supervision or evaluation of the employee.

2. Records maintained for the purposes of any investigation of employee misconduct.

Such records shall be confidential until the investigation ceases to be active, the University










concludes the investigation with a finding to proceed or not to proceed with disciplinary action,

or the University issues a letter of discipline. The records shall be open to University personnel

conducting the investigation, the administrator responsible for the appointment and assignment

of the employee investigated, and their respective designees. To the extent necessary to meet the

due process requirements of applicable University rules, policies, or collective bargaining

agreements, certain records of the investigation may be open to the employee investigated at the

time indicated in the applicable rules, policies, or agreements. A notice of proposed disciplinary

action is confidential until a letter of discipline is issued or a decision is made not to proceed

further with disciplinary action.

a. An investigation is presumed inactive if no finding is made within ninety (90) days,

but the University may overcome that presumption through appropriate documentation in the

records.

b. For sexual harassment investigations, portions of such records which identify the

complainant, a witness, or information which could reasonably lead to the identification of the

complainant or a witness, retain their confidential status even after the investigation is closed.

3. Records maintained for the purposes of any disciplinary proceeding brought against

an employee or of any grievance proceeding for enforcement of a collective bargaining

agreement. Such records shall be confidential until a final decision is made in the proceeding.

The records shall be open to University personnel conducting the proceeding, the administrator

responsible for the appointment and assignment of the employee, and other University personnel

representing the University in the proceeding. The record of the proceeding itself, including any

evidence presented during the proceeding, is open to inspection by the employee.

(2) Employment records and other employee information maintained by the University

are subject to the provisions of this rule and may also be subject to other laws or regulations that

limit public access to the records or parts thereof.

(3) The custodian of the central personnel files of University employees other than

undergraduate student OPS employees is the Director of Division of Human Resources. The










custodians of the personnel files of undergraduate student OPS employees as well as of records

on employees held in other administrative and academic units are those administrative personnel

designated by the respective vice presidents, deans, or directors. The custodians of such records

are responsible for designating in a manner consistent with the provisions of this rule those

University personnel who have access to limited access records and other employee materials

not open to the public. Any University personnel who have access to such records and materials

shall maintain their confidentiality.



Specific Authority 1012.91(1) FS.

Law Implemented 1012.91 FS.

History--New 11-11-79, Formerly 6C1-3.18, Amended 3-6-85, Formerly 6C1-3.55,

Amended 5-1-96, Formerly 6C1-3.055, Amended 1-7-03.









RULES OF

UNIVERSITY OF FLORIDA



6C1-1.100 University of Florida; General Personnel Policy.

(1) Rules prescribing personnel policy for University of Florida employees will be

found in Chapter 6C1 of the Florida Administrative Code. These employees include Academic

Personnel (AP) staff, Technical, Executive, Administrative, and Managerial Support (TEAMS)

staff, University Support Personnel System (USPS) staff, and Other Personnel Services (OPS)

employees. These rules shall have University-wide application pursuant to the authority granted

to the University of Florida Board of Trustees (BOT) in the Florida Statutes. All rules and

policies or procedures arising from these rules shall be consistent with the relevant provisions of

Federal and State law and the Constitutions of the United States of America and the State of

Florida.

(2) Personnel Programs.

(a) The President shall be responsible and accountable for administering the

personnel programs. The President may delegate authority for the personnel program through

rule or written delegation. The "President" as used in these rules shall refer to the President and

the President's designee, if any.

(b) The Board of Trustees and the President shall establish and maintain all policies,

procedures, and records necessary to substantiate compliance with all laws and rules relating to

employment.

(c) The University shall actively promote its commitment to equal employment

opportunity and non-discrimination towards applicants and employees with respect to race,









color, religion, age, disability, gender, marital status, national origin, and veteran status

consistent with Federal and State law.

(3) The UF Employment Plan is the classification and compensation plan maintained

by the University of Florida. Such plan shall consist of the following:

(a) Academic Personnel (AP) defines personnel whose positions are assigned the

principal responsibility of teaching, research, extension, or public service activities, or for

administrative responsibility for functions directly related to the academic mission.

(b) Technical, Executive, Administrative, and Managerial Support (TEAMS) defines

personnel hired after January 6, 2003 whose positions are assigned paraprofessional,

administrative, clerical, secretarial, technical, skilled crafts, service or maintenance duties; and

personnel whose positions are assigned administrative and management responsibilities or

professional duties at the department/unit level or above.

(c) University Support Personnel System (USPS) defines personnel hired on or

before January 6, 2003 who have not had a Break-in-Service after January 6, 2003, whose

positions are listed in the Board of Regents USPS job classification system on January 6, 2003,

and who have not held any positions as TEAMS personnel after January 6, 2003. For the

purpose of this rule, a Break-in-Service is defined as a separation from University of Florida

service not covered by an approved leave of absence.

(d) OPS defines at-will temporary personnel.

(4) USPS personnel can make an irrevocable decision to become TEAMS personnel

by completing the "TEAMS Enrollment Form", Form DHR-TEF-02, Rev. 10/02, which is

incorporated herein by reference and available from the Division of Human Resources, Post

Office Box 115000, 337 Stadium, Gainesville, Florida 32611.











Specific Authority 1001.74(4), F.S.

Law Implemented 1001.74(19), 1001.75(3), (19), F.S.

History--New 1-7-03.









RULES OF

UNIVERSITY OF FLORIDA



6C1-1.101 University of Florida; Compensation.

(1) Pay actions shall be administered consistent with the following provisions.

(2) The University shall establish and maintain pay ranges for class specifications.

(3) Base rate of pay is the pay provided employees not including any additions as

defined below. Regular rate of pay is an employee's base rate of pay plus any other pay that

may be necessary to meet the requirements of the Fair Labor Standards Act (FLSA). An annual

rate of pay for a nonexempt position is obtained by multiplying the hourly base rate of pay by

2088. An exempt employee contract is always stated as an annual rate of pay. An exempt

employee's period rate is determined based on the pay structure used for employees: 26.1 for a

biweekly system, 24 for a semi-monthly system, and 12 for a monthly system.

(a) An employee must be in pay status in order to receive a pay increase of any kind.

(b) All employees shall be eligible for authorized pay increases regardless of salary

fund source.

(c) A retroactive effective date for a pay action shall only be permitted with the

approval of the President or the President's designee in instances in which responsibilities have

changed, or a pay increase under a condition set forth in subsection (5) below has been approved

and the funds for the increase are not immediately available.

(d) The administrator in charge of the unit shall determine any pay increase for a

temporary change in assignment on an acting basis based upon the responsibilities assumed, and,









upon return to original responsibilities, the pay shall be adjusted to reflect the original

responsibilities.

(e) When a non-exempt employee is called back to work beyond the employee's

scheduled hours of work for that day, the employee shall be credited with the greater of the

actual time worked, including time to and from the employee's home to the assigned work

location, or two hours.

(4) Annual pay adjustments shall be in accordance with guidelines issued by the

President and the Board of Trustees, including the established faculty compensation plans of the

College of Medicine, College of Dentistry, and College of Pharmacy.

(5) Other pay increases can be provided under the following categories:

(a) Increased responsibilities

(b) Market conditions, including counter-offers and retention due to specialized or

extensive investment or training

(c) Salary compression or inversion

(d) Increases to resolve a pay disparity considering education, experience, or duties

and responsibilities of other employees.

(e) Increases to recognize sustained superior performance

(f) Approved career development/apprenticeship programs

(6) Other pay adjustments.

(a) Lump sum payments shall be given pursuant to an established faculty

compensation plan of the College of Medicine, College of Dentistry, or the College of Pharmacy,

or in exceptional circumstances with the approval of the President. In determining whether such

a lump sum should be provided in exceptional circumstances, the President shall consider the









nomination of the employee's supervisor with regard to the documented successful completion

of a special project or assignment that is in addition to the employee's regularly assigned duties,

or a documented significant increase in productivity or productivity goal achievement including

a group incentive program.

(b) The President or the President's designee is authorized to approve pay additives

when resources permit, including those for asbestos-related activities, lead abatement activities,

leadworker pay, shift differentials, on-call pay, field training officer activities, and other

approved activities.

(c) An employee who is demoted shall receive pay commensurate with the

responsibilities assigned.

(d) The removal of pay additives or correction of overpayment does not constitute a

reduction in pay action.

(e) When the assignment of Academic Personnel serving in an administrative

position such as Vice President, Dean, Director or Department Chairperson is changed, the pay

and appointment period shall be adjusted to reflect the new responsibilities.

(f) When an Academic Personnel employee's appointment is changed from a

calendar year to an academic year appointment with duties remaining the same, the employee's

pay shall be adjusted to 81.8 percent of the calendar year base pay. For an Academic Personnel

employee whose appointment was previously changed from academic year to calendar year

where the pay was adjusted other than by 122.2 percent, pay shall be adjusted to the percent that

is the reciprocal of the percent previously used. A different pay adjustment percent may be used

by the President or designee for an Academic Personnel employee leaving an administrative

position and returning to a general faculty title pursuant to paragraph 6C1-7.003(5)(b), F.A.C.









(g) The University shall seek to arrange work schedules to minimize overtime and

shall establish procedures for overtime pay consistent with the FLSA.

(7) Extra Compensation.

(a) Pay for appointments up to 1.00 full-time equivalent (FTE) shall be from funds

designated as salaries.

(b) Pay for the portion of an appointment in excess of 1.00 FTE and for activities of

limited duration where no FTE is assigned shall be from funds designated as OPS.

(c) Perquisites/Sale of Goods and Services. The President shall approve providing

perquisites to employees, the sale of goods and services to employees, and the payment of

moving expenses associated with a current or prospective employee. The provision of such

items shall be job or class related and documented to demonstrate that approval is in the best

interest of the University. Approval is not required when sales to employees are at the same rate

as they are ordinarily sold to the public.




Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19), 1001.75(3) FS.

History--New 3-12-03, Amended 7-5-04.









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.200 Benefits, Retirement Programs, Employment Services, and Holidays.

(1) Benefits-Benefits made available to faculty, Technical, Executive,

Administrative, and Managerial Support (TEAMS) and University Support Personnel System

(USPS) employees include paid and unpaid leave as described in Regulation 6C1-1.201,

holidays, state- and university-sponsored insurance programs, and retirement. Under the Family

Medical Leave Act (FMLA), Other Personnel Services (OPS) employees are eligible for unpaid

leave under the terms of the act. Benefits and hours of work requirements shall be administered

in accordance with this regulation.

(2) Related Definitions and Terms-For the purpose of administering this regulation,

the following words and terms shall have the meaning indicated.

(a) TEAMS Technical, Executive, Administrative, and Managerial Support pay

plan

(b) Break-in-Service-Break-in-Service occurs upon separation from the University of

Florida. Such break-in-service occurs for DROP participants when they end DROP.

(c) Calendar Days All days in a month not counting University of Florida paid

holidays.

(d) Continuous Service Continuous service is employment in a salaried (non-OPS)

position with the University without a break in service. Continuous service as defined in this

regulation shall have no effect on the provisions of the Florida Retirement System.

(e) Exempt Classification A classification designated by the University of Florida









as exempt from the maximum hours and overtime pay requirements of the Fair Labor Standards

Act, or FLSA.

(f) Non-Exempt Classification A classification designed by the University of

Florida as not exempt from the maximum hours and overtime pay requirements of the Fair Labor

Standards Act, or FLSA.

(g) OPS Other Personnel Services pay plan.

(h) USPS University Support Personnel System pay plan.

(i) Creditable Service Creditable service is employment in a salaried (non-OPS)

position with the University with or without a break in service. Creditable service as defined in

this regulation follows the provisions of the Florida Retirement System.

(j) Workweek For purposes of compensation, the University of Florida's workweek

ends at 12 midnight on Thursday.

(3) Retirement Programs With the exception of Postdoctoral Associates, who do not

receive retirement benefits at the University, and with the exception of faculty in the Health

Science Center Colleges who must participate in the Optional Retirement Program, or ORP, all

full-time faculty and eligible TEAMS employees whose positions are assigned administrative

and management responsibilities or professional duties at the department/unit level or above, are

enrolled in the Florida Retirement System Pension Plan unless employees elect to participate in

the Optional Retirement Program (ORP). With the exception of Postdoctoral Associates, who do

not receive retirement benefits at the University, all other employees participate in the Florida

Retirement System, except those who remain in the State and County Officers and Employees

Retirement System or the Teachers Retirement System. Lump sum payments made pursuant to

this section in conjunction with sick leave benefits shall not be considered salary payments and









shall not be used in determining the average final compensation of an employee in any state-

administered retirement system.

(4) Employment Services The responsibility of an employee is the full and

competent performance of all duties pertinent to the full-time equivalent (FTE) of his or her

employment. Activities which may interfere or may create a conflict of interest in keeping with

University of Florida procedures located in Regulation 6C 1-1.011 are to be disclosed and may be

prohibited or allowed under certain conditions.

(a) Certification of Employability The law requires that a person be appointed and

certified as completing an assignment in order to be paid. If a person is not appointed, is not

assigned duties and responsibilities, or is not certified as fulfilling those duties, then he or she is

not eligible for salary payment.

(b) Workweek Each employee is expected to work the number of hours in the

employee's established workweek, or FTE, unless on approved leave.

1. The minimum workweek for full-time employees is 40 hours.

a. Each department or division is required to keep an accurate record of all hours

worked by each USPS employee and non-exempt TEAMS employee as well as a complete and

accurate record of all authorized leave which is approved in accordance with these regulations by

all eligible University of Florida employees.

b. All hours worked by USPS employees must be totaled at the end of the workday

and the total shall be rounded to the nearest quarter of an hour.

c. For USPS employees, approved paid leave, except for some types of

administrative leave, may be used only in the amount necessary to fulfill the employee's FTE.

d. An employee who uses any type of leave in an amount which is less than a full









hour will be charged with such leave to the closest quarter of an hour.

2. Upon reasonable notice, the appropriate University of Florida administrator shall

require an employee to use any part of his or her accrued vacation, overtime, special, or regular

compensatory leave, as described in subparagraph 6C1-1.200(4)(b)5., at any time deemed

advisable for the efficient management of the operation of the unit, conservation of funds, or

savings to the University.

3. The appropriate administrator has the authority to require an employee who has

accrued overtime, special, or regular compensatory leave, as described in subparagraph 6C1-

1.200(4)(b)5., to first use such leave before using accrued vacation leave when necessary for the

conservation of funds or savings to the University. The employee will be allowed to use such

accrued compensatory leave, upon request and with supervisory approval, before using accrued

sick leave.

(c) Developmental Research School P.K. Yonge.

1. The faculty of the Developmental Research School serve on a 190-196 day work

schedule. The academic calendar for the Developmental Research School, including the

working days and holidays, shall be determined by its Director after consultation with its faculty

and the Dean of the College of Education.

(5) University of Florida Holidays -

(a) The following days shall be considered University of Florida holidays and shall

be observed as paid days off and are provided to employees in proportion to their FTEs, with the

exception of individuals receiving workers' compensation salary indemnification benefits.

Employees required to perform duties on such official holidays shall have their schedules

adjusted to provide equivalent paid leave time. No classes shall be scheduled on such official










holidays.

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.


New Year's Day.

Birthday of Martin Luther King, Jr., third Monday in January.

Memorial Day.

Independence Day.

Labor Day.

University of Florida Homecoming.

Veteran's Day.

Thanksgiving Day.

Friday after Thanksgiving.

Christmas Day.

If any of these holidays fall on a weekend, a day during the workweek will be


observed.

(b) An observed holiday benefit (maximum of eight hours) does not count for

purposes of overtime.

(c) OPS employees are not eligible for holiday benefits unless they are OPS faculty

members who are compensated on a biweekly basis.

(d) To receive holiday pay, TEAMS and USPS employees must be in pay status for a

reasonable portion of the employee's regularly scheduled shift of the employee's last workday

before the holiday.

(e) USPS employees who have completed their probationary period earn one

personal holiday in proportion to their FTEs per fiscal year.

1. Such personal holiday shall be credited to eligible employees on the last day of









the pay period in which July 1 falls. It must be taken by the employee or be forfeited at the close

of business on the last day of the pay period in which the following June 30 falls.

2. Cash payment is not provided for unused personal holidays.

3. Personal holidays must be taken in full-day increments (that is, as an 8-hour day

for full-time employees, as a 4-hour day for .50 employees).

(f) Supervisors are encouraged not to require employees to perform duties on

holidays.

1. Those employees required to perform duties on holidays may have their schedules

adjusted during the workweek to provide equivalent time off.

a. In the event a USPS or a non-exempt TEAMS employee's work schedule is not

adjusted within the workweek in which the holiday occurs, as described above, he or she shall

earn special compensatory leave for hours attributed to the holiday benefit in excess of the hours

in the employee's established workweek (or FTE).

b. When the holiday is observed on the USPS or a non-exempt TEAMS employee's

regular day off, he or she shall earn special compensatory leave for hours attributed to the

holiday benefit in excess of the hours in the employee's established workweek (or FTE) unless

the employee's work schedule is adjusted within the workweek in which the holiday occurs.

2. When an exempt TEAMS employee or faculty member is assigned to perform

duties on a holiday, he or she may take off another day as a way to enjoy the holiday benefit-

typically during the workweek in which the holiday occurred. If the exempt TEAMS employee

or faculty member who has been assigned to perform duties on a holiday terminates employment

prior to being given time off, the employee shall be paid, upon termination, for the holiday hours

worked without compensation within the previous 12-month period.









(g) No classes shall be scheduled on holidays unless approved by the President or

designee. Classes not held because of a holiday shall not be rescheduled.

(h) Employees also shall be entitled to observe a state day of mourning in observance

of the death of a person in recognition of service rendered to the state or nation, as appropriately

designated. An employee who is on approved leave with pay when a state day of mourning is

declared shall not have such day charged against his or her accrued leave.

(6) Benefits for TEAMS Personnel The following benefits are provided for TEAMS

personnel.

(a) TEAMS Employee Development Program Full-time TEAMS employees are

provided with the opportunity to take up to six (6) credit hours of courses per semester at a

public community college closest to their assigned work location in Florida, at a Florida state

university closest to their assigned work location, or at a vocational technology center closest to

their assigned work location under the following conditions:

1. The TEAMS employee must have had continuous University employment in

TEAMS or USPS for the past six (6) months and must be on a TEAMS regular annual or multi-

year appointment.

2. The TEAMS employee must have the approval of a supervisor and meet

admission and enrollment requirements as a degree seeking or non-degree seeking student at the

respective institution. Courses taken in a non-degree seeking status may not apply to a degree

program.

a. Each participating employee must meet the academic requirements and be in an

established position on the date that fees are due. The University will establish the periods of

enrollment each semester for employees registering for courses to be paid for by this program.









3. The costs associated with non-credit courses and program offerings otherwise

required as an extension of regular employee training are not covered under this program. The

University's fee petition and fee refund policies and procedures are not applicable to courses

taken through this program. Therefore, there is no petition process for a refund of any fees paid.

4. This program does not permit enrollment in thesis, dissertation, internships,

directed individual study, individual performance courses, non-credit courses, and sponsored

credit programs, off-book programs, and some distance education course offerings.

5. Continued participation in the program is contingent upon achieving a passing

grade in and completion of all courses taken in the EEP program.

6. To the extent possible, class attendance should be scheduled during non-working

hours. If a University employee enrolls for a course during working hours, all time taken during

that period, including time taken in traveling to and from classes, shall be charged to annual or

compensatory leave or leave without pay, unless the work schedule has been adjusted to

accommodate the class, subject to approval by the appropriate supervisor or administrator.

7. The employee must complete the online application form, available from the

Office of Human Resource Services at 903 W. University Avenue and from the HRS website at

www.hr.ufl.edu/education, and must secure written approval from his or her supervisor and

department chair or equivalent unit administrator. The employee's department chair or

equivalent unit administrator must certify that the employee meets the employment requirements

for participation and that the time used is covered by appropriate leave or schedule adjustment.

The completed form must be submitted to the University Registrar, 222 Criser Hall by the

published EEP application deadline each semester. In the case of an employee with a principal

place of employment outside of Alachua County who wishes to attend another state university,









the completed form must be submitted to the Education Coordinator for Human Resource

Services, 903 W. University Avenue, by the published application deadline.

a. Unless otherwise required by applicable law or regulation, the value of courses in

which the employee has enrolled under the provisions of this program shall not be used to

compute the employee's base rate of pay or regulate rate of pay; however, certain courses may

be subject to taxes as defined by the United States Internal Revenue Service. Employees are

responsible for any individual tax liability exceeding $5250 per year, that may result from

participation in this tuition program and should refer any tax questions to their tax advisor. The

employee shall pay any additional fees including, but not limited to:

1. Application fees.

2. Out-of-State Tuition and Fees (in-state tuition rates apply for exempt TEAMS

employees regardless of residency requirements).

3. Photo I.D. Fees.

4. Late Registration Fees.

5. Late Payment Fees.

6. Material and Supply Fees.

7. Off-campus Course Fees, which include but are not limited to distance education

or online course fees

8. Any other fees not covered by this program

b. The University shall be responsible for the payment of (The University shall be

responsible only for the in-state portion of these fees):

1. Matriculation Fees.

2. Building Fees.









3. Capital Improvement Fees.

4. Student Financial Aid Fees.

c. The University shall waive the following local fees and the employee will not be

eligible for services provided by these fees. (For students attending another state of Florida

public university these fees will be paid by the University). The services provided through these

fees are, therefore, not available to the employee, and the employee does not have the option to

pay any of these fees to take advantage of these services.

1. Activity and Service Fees.

2. Athletic Fees.

3. Student Health Fees.

4. Transportation Fees.

d. Continuation of this program of instruction is contingent upon the University's

continuing ability to meet workload requirements and meeting the financial obligations of the

program. At any time and with 10 days notice, the University may terminate this program.

Participation in a course by an employee is contingent upon the department's continuing ability

to meet workload requirements. At any time, with 5 days notice, the University may terminate an

individual's participation in this program.

e. The Office of Human Resource Services shall be the administrator of this

program and shall make available application forms on their website at

www.hr.ufl.edu/education.

(b) Higher Education Opportunity for Children of full-time TEAMS Employees -

This program is designed to provide children of TEAMS employees with enhanced opportunities

for post-secondary education.









1. Children of TEAMS employees who wish to apply for entrance under this

program to undergraduate study at the University of Florida or at a public community college in

Florida must complete an application for admission to the University of Florida before the

published deadline for the academic year of entry. Before this deadline, the parent TEAMS

employee must notify the Office of Human Resource Services of the child's name, via the Higher

Education Opportunity of Children of Full-Time TEAMS Employees Application Form, which

is incorporated herein by reference and can be obtained at http://www.hr.ufl.edu/education/heo/,

that the child has filed an application for entrance under this program, and must certify that the

child meets the following criteria:

a. He or she must be the natural, adopted, step, foster, or any other child for which

legal guardianship can be documented of a full-time TEAMS employee.


b. He or she must be unmarried and will continue to be eligible for the program

through the end of the calendar year in which the child turns 25 years of age. The Office of

Human Resource Services will send to the Admissions Office the names of children whose

parents have provided the indicated information before the program's deadline so the admissions

office may verify application to UF.

2. Fifty children will be chosen at random from the pool of names by the Office of

Human Resource Services. Those children among the fifty who meet admissions requirements

to the University will be offered admission to the University, conditional upon receipt of their

high school diploma before the date of entry into the University offered by the Director of

Admissions. Those children among the fifty who do not meet admissions requirements to the

University, who receive a high school diploma before the beginning of the academic year and









who wish to continue in this program may enroll at a public community college in Florida.

3. The University will pay the in-state matriculation fees less any Bright Futures

Scholarship award for each of the fifty children for up to twelve credits per semester during the

academic year and for up to 6 credits per twelve (12) week summer semester at the University of

Florida or a public community college. The children are responsible for payment of all other

fees charged by the institution and for any costs associated with attending the institution.

4. Continued Eligibility To continue to receive this benefit, the following

conditions must be met on August 30 commencing the second year of the child's enrollment in

the program and in each succeeding year:

a. The child's legal guardian must be a full-time TEAMS employee on the first day

of classes for each new semester.

b. The child's cumulative GPA must be 2.75 or higher.

c. If the child is attending a public community college, he or she must provide to the

Office of Human Resource Services a current official copy of the transcript of grades from the

community college showing all courses attempted and grades received.

5. The University's total obligation for each child is limited to paying the

matriculation fees less any Bright Futures scholarship award for a maximum of 132 credit hours

over a period of six calendar years or less, beginning with the date of entry into the University or

August 30 of the academic year in which application is made. All completed courses, passed or

failed, and withdrawals are totaled in the count of credit hours.

(c) Vacation Leave Pay Upon request during the month of December, up to 16

hours of accrued vacation leave at a TEAMS employee's regular rate of pay shall be cashed out

provided the employee's remaining accrued vacation leave totals at least forty (40) hours.











Specific Authority: BOG Resolution dated January 7, 2003.

Law Implemented: BOG Resolution dated January 7, 2003.

History--New 7-15-97, Amended 6-28-98, 3-2-03, 12-31-03, 5-30-04, 7-19-05, 3-30-07

(technical changes only), 3-14-08 (BOT approval).









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-1.201 Leaves.

(1) The following describes the leaves provided to University of Florida

employees. Also refer to the University of Florida Regulation 6C 1-5.0761 for leave

provisions for interns, residents, and fellows in the College of Medicine and

Regulation 6C 1-6.011 for leave provisions for county extension employees.

(a) For the purposes of this regulation, Executive Service shall comprise

the President and_the members of Technical, Executive, Administrative, and

Managerial Support (TEAMS) who hold the title of Vice President or as otherwise

designated by the University president to receive Executive Service benefits.

(2) Each employee is expected to work the number of hours in the

employee's established workweek unless on approved leave.

(3) The minimum workweek is forty (40) hours for full-time employees.

Holiday pay (maximum of eight hours) and paid leave are not considered overtime

and are paid at the employee's regular pay rate. Approved leave shall be adjusted to

ensure an employee's workweek will not exceed the employee's full-time-equivalent

(FTE) appointment.

(4) Compensatory leave shall consist of the following types and such

unused leave shall be paid as follows:









(a) Overtime compensatory leave is provided in lieu of payment for

overtime for non-exempt University Support Personnel System (USPS) and non-

exempt TEAMS employees at the rate of one and one half times the total hours

worked beyond forty (40) or by crediting the employee with up to 120 hours of

overtime compensatory leave, which is earned at one and one-half hours for each

hour of overtime worked. Overtime compensatory leave is not available to Other

Personnel Services (OPS), Academic Personnel (AP), exempt TEAMS and exempt

USPS employees.

1. Overtime shall be paid no later than the end of the following pay

period, unless accrued as overtime compensatory leave.

2. If the employee separates from the University, or accepts another

position at the University with an exempt designation, such leave shall be paid at

the employee's regular rate of pay. An employee who reassigns, promotes, or

accepts a demotion to another position in a work area paid by a different account

number will be paid for unused overtime compensatory leave at the employee's

regular rate of pay. If an employee reassigns, promotes, or accepts a demotion to

another position within the same department, cash out is at the department's

discretion.

3. Upon reaching 120 hours of overtime compensatory leave, the

employee must either receive cash payment for additional hours of overtime worked

or use accrued overtime compensatory leave credits before receiving further

overtime compensation in the form of compensatory leave.









4. The President or President's designee may elect to pay or require an

employee to use any or all of the employee's accrued overtime compensatory leave at

any time. Typically, with approval from the President or designee, overtime

compensatory leave shall be used or cashed out prior to the end of each fiscal year

and/or before any scheduled salary increase.

(b) Regular compensatory leave shall be provided to a USPS exempt

employee for work beyond forty (40) hours on an hour-for-hour basis. The

University will pay for unused regular compensatory leave with the approval of the

President or designee. The President or designee has the authority to grant

approval to an employee to retain regular compensatory leave in excess of 120 hours

for a period not to exceed six (6) months in circumstances involving natural

disasters and other extraordinary situations that last for an extended period of time

which would prevent employees from using their accrued compensatory leave.

1. When a USPS employee moves within the University of Florida from a

position in a class that accrues regular compensatory leave credits to another

position which also accrues regular compensatory leave, any unused regular

compensatory leave will be transferred.

2. When a USPS employee moves from an exempt class that accrues

regular compensatory leave to a USPS class that does not accrue regular

compensatory leave or accepts a position in TEAMS, any unused regular

compensatory leave will be transferred. In such cases, the employee must use

regular compensatory leave before using vacation leave.









3. Regular compensatory leave shall not be transferred to a faculty

position. As a result, each supervisor should make a reasonable effort, whenever

practical, to allow an employee to use regular compensatory leave credits as

requested before the employee transfers to a faculty position.

(c) Special compensatory leave is provided on an hour-for-hour basis to

USPS and non-exempt TEAMS personnel as follows:

1. Special compensatory leave is provided to compensate an employee for

hours over his or her FTE that are attributed to a holiday in the workweek when

the employee observed the holiday and worked additional hours in the workweek or

when the holiday falls on the employee's regularly scheduled day off or the

employee is required to work the holiday and the employee's work schedule is not

adjusted accordingly within the workweek.

2. Special compensatory leave is provided to compensate an employee

when administrative leave for jury duty or court appearance provided in paragraphs

(14)(a) and (b) below and the employee's time worked hours exceed his or her FTE

in the workweek.

3. Special compensatory leave is provided to an employee required to

perform essential duties during an emergency closing for the hours worked during

the closing if the employee's work schedule is not adjusted accordingly within the

workweek.

4. The President or designee has the authority to pay or require an

employee to use any or all of the employee's accrued special compensatory leave at









any time in order to provide for the efficient management of the unit, to conserve

funds, or to provide savings to the University. If the employee separates, the

employee shall be paid for all unused special compensatory leave at the employee's

regular rate of pay. An employee who reassigns, promotes, or accepts a demotion to

another position in a work area paid by a different account number will be paid for

all unused special compensatory leave at the employee's regular rate of pay. If an

employee reassigns, promotes, or accepts a demotion to another position within the

same department, cash out is at the department's discretion based on budget

considerations. With approval from the President or designee, special

compensatory leave shall be used or cashed out prior to the end of each fiscal year

and/or before any scheduled salary increase.

5. An employee who is unable to work due to a compensable workers'

compensation injury and is receiving salary indemnification benefits shall not be

eligible for special compensatory leave or any paid holiday benefit.

(5) An employee shall be paid proportionate to the FTE in pay status for

all holidays designated for University employees.

(6) Leave shall be accrued while in pay status and shall be credited on the

last day of that pay period or, in the case of separation, on the last day the employee

is on the payroll.

(7) During an approved leave of absence for parental, foster care, medical,

or military reasons, an employee may use accrued leave to continue the

contributions to State benefits and other expenses.









(8) Unless agreed otherwise, an employee shall be employed in the same

or similar status upon completion of the approved leave period. While on paid leave,

an employee may not be employed elsewhere unless the requirements for outside

activity and extra compensation have been met.

(9) Sick leave accrual for full-time employees shall be as follows with

proportionate accrual for less than full-time.

Hours Accrued During

Pay Period

Monthly Biweekly

Faculty 8.667 4

TEAMS (except for 8.667 4

Executive Service)

Executive Service 10.833 5

USPS 8.667 4

(a) Sick leave shall be accrued before use unless available through a sick

leave pool. There is no maximum on the amount of sick leave that can be accrued.

(b) Sick leave is authorized for the following purposes:

1. The employee's personal illness, injury, exposure to a contagious

disease, a disability where the employee is unable to perform assigned duties, or

appointments with health care providers.

2. The illness, injury, appointments with health care providers, or death

of a member of the employee's immediate family.









3. An "immediate family member" shall be defined as an employee's

spouse, domestic partner, great-grandparents, grandparent, parent, brother, sister,

child, grandchild, or the grandparent, parent, brother, sister, child, grandchild, or

great-grandchild of the employee's spouse or domestic partner, or the spouse or

domestic partner of any of them. This also includes individuals for whom the

employee is the current legal guardian.

(c) Notice of absence due to illness, injury, disability, or exposure to a

contagious disease, shall be given on the first day of absence.

(d) Upon separation, an employee with ten (10) or more years of creditable

service shall be paid for one-fourth of unused sick leave up to a total of 480 hours.

An employee with fewer than ten (10) years of service shall not be paid for any

unused sick leave, and such leave shall be forfeited unless the employee is recalled

by the University within 365 days after a formal University layoff.

(e) An employee at another university in the Florida State University

System or State of Florida agency who accepts employment at the University within

31 days may transfer up to 80 hours of accrued sick leave.

1. Upon termination, any leave accepted in transfer shall be cashed out

in keeping with the provisions of this regulation.

2. Upon reemployment with the University within 180 days, any sick

leave paid at separation shall be restored provided the employee repays the full

amount of any lump-sum payment received for accumulated sick leave credits









within 60 days of reemployment. An employee who was not paid for any unused

sick leave shall have such forfeited sick leave restored.

(10) Vacation leave for full-time employees shall be as follows with

proportionate accrual for less than full-time. An academic year (39 weeks)

employee, a Developmental Research School employee, and an employee appointed

for less than nine (9) months shall not accrue vacation leave. Postdoctoral

Associates shall not accrue vacation leave. Hours of accrual for USPS employees

are based on years of creditable service, and such service shall be awarded as one

month of service credit for each calendar month that the employee is on the salaried

(non-OPS) payroll of the University, on the salaried (non-OPS) payroll of a State

agency prior to January 6, 2003, on the salaried (non-OPS) payroll of a state

university in the State of Florida prior to January 6, 2003, or on the salaried (non-

OPS) payroll of these institutions while on authorized unpaid leave during the

indicated time periods.

Hours Accrued During Yearend Maximum

Biweekly Pay Period Maximum Payment

Academic Personnel 6.769 480 352

(except for

Postdoctoral Associates)

TEAMS (except for 6.769 480 352

Executive Service)

Executive Service 9.195 480 480









USPS (Months of Service)

0-60 4 240 240

61 to 120 5 240 240

Over 120 months 6 240 240

(a) Vacation leave shall be accrued prior to use unless vacation leave is

advanced by the President or designee.

(b) Employees may accrue vacation leave in excess of the year end

maximum during a calendar year. Employees with accrued annual leave in excess of

the year end maximum as of December 31, shall have any excess converted to sick

leave on an hour-for-hour basis on January 1 of each year. The President or

designee is authorized to grant approval to an employee to retain vacation leave in

excess of the year end maximum in circumstances involving natural disasters and

other extraordinary situations lasting for an extended period of time that prevent

the employee from using vacation leave.

(c) An employee who separates from employment shall be paid for all

unused vacation leave hours up to the maximum payment allowed for his or her pay

plan. Upon recall by the University within 365 days after a formal University

layoff, the employee shall have all unpaid vacation leave restored, and any vacation

leave paid at time of separation also shall be restored upon repayment.

1. Upon entering into the Deferred Retirement Optional Program

(DROP), an employee may elect to be paid up to the maximum payment allowed of

his or her unused vacation leave. Such payment, along with any additional









payment to be received upon separating from the University (end of DROP), shall

not exceed the maximum payment associated with the employee's established pay

plan upon entering DROP.

(d) An employee at another university in the Florida State University

System or State of Florida agency who accepts employment at the University within

31 days may transfer up to 80 hours of accrued vacation leave.

(e) Upon moving from a vacation leave-accruing position to a sick leave-

accruing only position (excluding Post Doctoral), the employee shall be paid for

unused vacation leave, unless the employee elects to retain all unused vacation

leave, for up to two years.

(f) Upon reasonable notice, an employee shall be required to use any part

of his or her accrued vacation leave at any time deemed advisable by the President

or designee based on the effective functioning of the unit, the efficient use of

available personnel, and budget.

(11) Compulsory medical leave provisions shall be consistent with the

following:

(a) Medical certification by a health care provider designated or approved

by the President or designee shall be required.

(b) Notice shall be provided to the employee identifying duration of the

leave, the conditions for return to the position, and whether such leave shall count

toward FMLA entitlements.









(c) The employee is allowed to use paid leave during compulsory leave to

continue the contributions to benefits and other expenses.

(d) Unless agreed otherwise, an employee shall be employed in the same

or similar status upon completion of the approved leave period and upon receipt of a

current medical certification that the employee is able to perform assigned duties.

(e) Employees who fail to meet the conditions of the compulsory leave or

who fail to obtain medical certification and are unable to perform duties shall be

offered part-time employment, placed on unpaid leave or have such leave extended,

requested to resign, or be dismissed for inability to perform the duties of the

position.

(12) Employees are provided with twelve workweeks of Family and Medical

Leave within a 12-month period in compliance with the Family and Medical Leave

Act (FMLA) of 1993 (Public Law 103-3) and the Final Regulations of the Family and

Medical Leave Act of 1993(29 CFR Part 825). All employees are eligible including

OPS employees who have worked at least 12 months, which need not have been

consecutive, and who have worked at least 1250 hours in the 12 months prior to the

leave. The fiscal year of July 1 to June 30 is considered the 12-month period.

Faculty, TEAMS, and USPS employees may use paid leave for an FMLA event, and

such shall be counted toward the entitlement. If at the end of the leave period, an

employee is unable to return from leave to work full-time and perform the duties of

the position, the President or designee shall offer the employee part-time









employment, place the employee on unpaid leave, extend the leave of absence, or

dismiss the employee for inability to perform the duties of the position.

(13) Employees shall be provided with up to six (6) months unpaid parental

leave during which time the employee may use paid leave when the employee

becomes a biological or adoptive parent. Parental leave is also provided to an

employee who is a domestic partner to an expected biological or adoptive parent.

Parental leave shall begin two weeks prior to the expected date of the child's arrival

unless otherwise mutually agreed to by the President or designee and the employee.

(14) Up to six (6) months of leave may be granted to an eligible employee

for his or her serious personal health condition or when he or she needs to care for a

member of his or her "immediate family" as defined under 6C1-1.201(9)(b)(3) with a

serious health condition, which may be extended up to one year for extenuating

circumstances.

(15) Up to twelve (12) months of leave without pay may be granted for

personal reasons to an eligible employee, which must be taken as a complete leave

without pay.

(16) Employees provided paid administrative leave shall not exceed forty

(40) hours during the workweek. Administrative leave is not accrued.

(a) Administrative leave for jury duty shall not exceed the number of

hours in the employee's normal workday. If jury duty does not require absence for

the entire workday, the employee shall return to work immediately upon release by

the court. If the jury duty does not coincide with the regular work schedule, the









employee shall be granted administrative leave based on the total hours served on

jury duty and such leave shall be granted on the next scheduled work shift. Any

jury pay shall be retained by the employee.

(b) Administrative leave shall be provided to an employee summoned as a

fact witness in a matter not involving personal interests. Witness pay shall be

retained by the employee. Administrative leave shall not be provided to an

employee serving as an expert witness.

(c) Administrative leave for athletic competition in Olympic events shall

be provided under the same conditions accorded to state employees in Section

110.118, F.S.

(d) Administrative leave up to two days shall be provided to a USPS or

TEAMS employee upon the death of an immediate family member.

(e) Administrative leave shall be provided for official emergency closing of

University facilities. Special compensatory leave shall be provided to eligible USPS

and TEAMS employees required to perform essential services during the emergency

closing. Only employees scheduled to work during the time of the emergency closing

shall be provided leave.

(f) The President or designee shall provide administrative leave for

Florida Disaster Volunteers under the same conditions accorded to state agency

employees in Section 110.120, F.S.

(g) The President or designee may grant up to two days of administrative

leave for civil disorder or disaster for an employee who is a member of a volunteer




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