10.0 Other Rules/Regulations and Guidance

10.1 Solicitation and Distribution: Distribution, canvassing and placing of signs and posters for solicitation purposes, chain letters, and collection of any kind, and sales of tickets or merchandise are not permitted on University property unless prior approval is granted by the respective Vice President or President's designee.

10.2 Political Activity: Each employee of Auburn University is specifically exempted from any obligation or compulsion to support any candidate or cause even though the support of such candidates or cause may be urged or suggested by any other employee of the institution, or division, school, or department. An individual employee of the University who may be expressing personal support for a candidate or partisan issues should do nothing to suggest or imply that he speaks as a representative of Auburn University.

10.2.1 Auburn University recognizes the constitutional rights of its employees to participate in and to assume the responsibilities of citizenship in government affairs. These rights include that of seeking public office in local, county, state, and federal governments. It must be recognized, however, that this participation must not interfere with the performance of the employee's work obligations to the University.

10.2.2 Employees who decide to qualify for full-time elective office in federal, state, county, or municipal governments will submit their resignation at the time they present their request for qualification as a candidate of election. Such resignations will be upon the standard forms and will be processed in the same manner as all other resignations. Such persons, so resigning, will do so without any guarantee by Auburn University that they may be re-employed in the event they are not elected; or, if elected, they may be re-employed while holding an elective office; or, that they may be re-employed at the expiration of the term of office for which they have been elected.

10.2.3 Full-time employees of Auburn University may serve in nominally remunerative local and county elective offices provided the duties and responsibilities of such offices does not interfere with the proper performance of the duties of such employees to the institution. In such cases, it will be the duty of the employee, before qualifying for such nominally remunerative local or county elective office, to receive the approval of Auburn University. Such approval will depend only upon the effect of the elective office on the employee's ability to perform his or her University duties. However, in no case will such approval carry with it any obligation of Auburn University to support any such candidate. Approval will require a letter of understanding signed by the respective department head and Vice President.

10.3 Supervisor Identification/Responsibilities - Identifying exactly who is a supervisor is a persistently difficult job since titles are not always helpful; however, recognition of who has the authority to act for the University in personnel policies and procedures and who should be identified as being a supervisor according to the FLSA is a crucial factor. In some instances, University positions with professional and administrative titles have supervisory responsibilities while other positions with a "supervisor" title are not responsible for or designated to act in a supervisory capacity. Additionally, some supervisory jobs may be nonexempt positions, such as "working supervisors/foremen" jobs, and be in the University Staff employee group. Because of these difficulties and of the critical nature of supervisory responsibilities under the FLSA as well as the need for employees to be clear as to who is a supervisor empowered to act for the University in personnel policies and procedures, this definition of a supervisor is established.

Generally, a supervisor is a regular University employee who is designated, authorized, and accountable to act for the University to carry out those duties and responsibilities described for the "supervisor" in the Personnel Policies and Procedures Manual. The supervisor is one who is required to regularly use independent judgement and be directly involved in decisions to interview, hire, promote, or terminate an employee; to initiate/approve personnel action forms (PAF's); approve work schedules, leave/absences and travel; assign and review work for quality and compliance; develop performance standards and periodically review individual performance and prepare reports; initiate disciplinary action; provide technical/administrative assistance and counsel; identify training/development needs and provide/arrange to meet these needs; account for and report hours worked for nonexempt employees; and, provide personal counsel and hear complaints.

Supervisors for University Staff and Administrative/Professional employees will be identified to employees through development and communication of Individual Performance Plans by the supervisor in the University Performance Development Program.

Supervisors are accountable to know and follow University policies and procedures and exercise generally accepted leadership principles. This accountability will be reflected in written performance standards and periodic performance reviews for designated supervisors. Supervisors are responsible to take advantage of all training/development opportunities available.

"Leaders" should not be confused with "supervisors." While designated leaders may assign and check the work of others and provide technical guidance and training and recommend personnel action, they are not given the same authority and charged with the same accountability as a designated supervisor to exercise independent judgement to act for the University to approve personnel transactions/actions, set goals and establish performance standards, resolve problems/complaints, and such.