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.

10.4 A Drug-free Campus and Workplace Policy for Auburn University and Auburn University at Montgomery -

Auburn University and Auburn University at Montgomery (hereinafter referred to as "University") have the policy of providing students and employees a drug-free campus environment. Drug abuse affects all aspects of American life: it threatens the student's educational development and the workplace, as well as the community. In order to promote a safe and efficient educational and work environment, this policy has been adopted to supplement existing University policies, practices, and procedures. Implementation of this policy is subject to restrictions contained in all local, state, and federal laws.

"Workplace" means any office, building, classroom, or property (including parking lots) owned or operated by the University, or any other site at which an employee is to perform work for the employer.

An "employee" of University is any faculty, staff, or student receiving remuneration for services rendered. "Student" means any person registered at University for any type of academic credit, except for continuing education units, regardless of the length of the student's program of study. "Possess" means to be contained either on a student's or employee's person, or in a student's or employee's motor vehicle, tools, briefcases, bookbags, or areas entrusted to the control of the student or employee.

"Impaired" means under the influence of an illicit drug or alcohol such that the student or employee is unable to perform his or her assigned tasks properly.

Drug abuse creates problems for the entire University. It decreases the student's capacity to learn, thereby inhibiting one's educational development. It interferes with an employee's efficient and safe performance of work responsibilities and reduces the employee's dependability. Drug abuse can adversely affect health, safety, and productivity while destroying public confidence and trust.

Therefore, it is the policy of University that the unlawful manufacture, distribution, dispensation, possession, or use of illicit drugs or alcohol by students or employees is prohibited at any time on any University property or at any University activity. No employee will report for work or will work or be present in the workplace who is impaired by an illegal drug or by alcohol. No student will attend classes or any University activity who is impaired by illegal drugs or alcohol. Employees or students who are so impaired or who unlawfully possess, use, manufacture, dispense, or distribute illicit drugs or alcohol in the workplace, on any University property or at any University activity are subject to the disciplinary procedures of University, which may include dismissal, expulsion, and/or referral for prosecution.

All students and employees shall be provided a copy of the Drug-Free Campus and Workplace Policy for the University. As a condition of enrollment or employment, the student and employee will abide by the terms of this policy. It is the responsibility of the Department of Human Resources, the Office of the Vice President for Academic Affairs, and the Office of the Dean of Students to distribute this written policy statement to students and employees under their jurisdiction. It will be the responsibility of counterpart officers on the Auburn University at Montgomery (AUM) campus to assure like distribution.

Any employee receiving a criminal drug statute conviction for a violation occurring in the workplace shall notify the Department of Human Resources, the Office of Vice President for Academic Affairs, or the Office of the Dean of Students of such conviction not later than five days after such conviction, and such offices will immediately report this information to the Office of the Vice President for Research.

If the employee reporting such a conviction is employed under a contract or grant, Auburn University, through the Office of the Vice President for Research, will notify the appropriate granting or contracting agencies within ten days after receiving such notice of a criminal drug statute conviction.

The same procedure will be followed at AUM, with reporting to counterpart offices on the Montgomery campus.

AU Human Resources on behalf of Auburn University has established the drug-free awareness program, now held quarterly, to inform employees about the danger of drug abuse in the workplace.

Human Resources, through Human Resource Development and the Employee Assistance Program, shall offer drug abuse training and treatment referral in appropriate circumstances. The AU Medical Clinic, Student Counseling Services and the Health Behavior Assessment Center provide educational information and programming as well as assessment, first-level intervention services and/or referral for AU students with alcohol and/or other drug concerns. These services are provided on the AUM campus by the Office of Human Resources, the Office of Student Affairs, and the Student Counseling Center.

A committee, appointed by the President, will promote and further develop the University's drug prevention program. This committee will establish procedures to ensure an annual distribution, in writing, to each student and employee: a) a description of applicable legal sanctions under local, state, or federal law for the unlawful possession or distribution of illicit drugs and alcohol; b) a description of the health risks associated with the use of illicit drugs and the abuse of alcohol; and c) a description of any drug or alcohol counseling, treatment, or rehabilitation or re-entry programs that are available to employees or students. The committee will evaluate the University's drug prevention program biennially to determine its effectiveness and report to the President. The committee's report will include recommendations for changes that are needed in the program and identify any evidence that disciplinary sanctions are not consistently enforced for violations of this policy.

For Further information, contact the office of Student Counseling Services (844-5123).

Web site: http://www.auburn.edu/student_info/student_life/recreation/

10.5 Smoking Policy -

It is the policy of Auburn University to prohibit the smoking of tobacco within the interior of any building or facility except under the conditions described below:

a. Residential units owned by the University and occupied by individuals or families are subject to the smoking preferences of the occupants.

b. Residence hall rooms inhabited by two or more individuals will be considered to be no smoking areas if one of the occupants is a non-smoker. Every effort will be made to avoid the involuntary placement of smokers and non-smokers together in the same room.

c. Smoking at University sponsored public events at Beard-Eaves Memorial Coliseum and intercollegiate athletic facilities will be regulated by the management of those facilities in conjunction with the local fire authority.

In keeping with the University’s concern for the well being of its employees and students, smoking cessation classes are provided by Human Resources Development and Student Health Services.

Failure to comply with this policy will constitute a violation of University policy and may be dealt with accordingly through established, formal disciplinary procedures.

Requests for assistance and questions regarding this policy can be addressed to the Office of Risk Management and Safety (334) 844-4805.

10.6 Weapons Policy -

Auburn University prohibits possession, use, and transportation of any dangerous or potentially dangerous weapons described below on all University properties.

This policy shall apply to all Faculty, Staff, Students of Auburn University and to all visitors to the Campus or AU Properties.


This policy shall not apply to duly authorized law enforcement officials in the lawful discharged of their duties.

Temporary exclusions may be granted by written permit only by the Auburn University Public Safety Liaison (Maj. Melvin Owens) at (334) 844-2262 for job related, educational or demonstration purposes.

Where applicable concerning these instruments, Department Heads and respective instructors may be granted a blanket authorization for organized activities by the Auburn University Public Safety Liaison, Maj. Melvin Owens or the Chief of Campus Police at the Auburn University at Montgomery (AUM) campus. Said organizations must guarantee qualified instruction, safety, and security for such activities.

Where applicable, all Federal, State and local laws and ordinances will be strictly enforced by City of Auburn Police Department or AUM Campus Police and respective mutual air agencies and shall be separate from this administrative policy.