n/f Institutional Policies
|Notice of Nondiscrimination
ALU admits students without regard to race, color, sex, religion, national or ethnic origin, or physical disability to all rights, privileges, programs and activities generally accorded or made available to students at the University. The University does not discriminate on the basis of race, color, sex, religion, national or ethnic origin, or physical disability in administration of its educational or admission policies. Student's with questions regarding this policy may contact:
Aletheia Logos University
10671 N. U.S. Hwy 301
Oxford, FL 34484
Disclosure of Student Information
Currently enrolled students may withhold disclosure information (e.g., name, home address, home telephone number, major field of study, date of entry, current schedule of classes, dates of attendance, degrees, awards, previous institutions attended, place of employment, job title, work address, and work phone) under the Family Educational Rights and Privacy Act of 1974. To withhold disclosure, students must submit a written request to the Director of Student Affairs, Dr. D. Briggs, at the address provided above.
Use of Human Subjects in Research Policy
All students, faculty and staff who undertake research studies which grow out of their affiliation with ALU and which involves testing, treating, and/or experimentally manipulating human subjects are expected to submit an application to a Committee and gain its approval prior to undertaking the study.
The committee shall consist of five faculty members representing the disciplines sponsoring human subjects research at ALU, a public member, and an exofficio (Administrator). Members shall serve three staggered year terms to insure the Committee's continuity. The administrative member may serve an indefinite term since he/she provides staff support services such as record keeping, scheduling meetings and distributing correspondence. The President appoints members to the Committee and assigns a faculty member to function as chair.
The Committee's primary interests concern proposed research involving: a) personality, attitude, gender preference measurements, b) participation in potentially coercive studies, c) studies involving the deception of subjects, and d) studies where informed consent and the identification of subjects is problematic. In such studies, the Committee's intent is to evaluate the procedures of the proposed study to insure that the risk to subjects is minimal or acceptable given the expected scientific value of the study. Compliance with commonly accepted ethical principles for the conduct of human subject research is also of concern to the Committee.
The Committee's authority is consultative to the President (or his designate) with regard to the approval of applications of proposed research studies. Should the Committee disapprove an application, an appeal can be made to the President who holds final authority in the decision to approve or disapprove applications.
Students who plan to use human subjects in their doctoral research will be expected to include a completed application form to their FA when the submit their preliminary proposal. The FA is expected to assist the student in correcting any obvious human subject violations prior to submitting the diagnosed preliminary proposal and Committee application to the OAA. The OAA administrative member of the Committee reviews all applications and acts on behalf of the Committee except in those cases where serious questions arise concerning potential human subjects 'risks. In such instances, the chair will be notified and an agreement will be reached concerning which two committee members will review the application and preliminary proposal. If the majority of the Committee disapproves the application then the Committee can request procedural modifications or reject the proposed study and notify the student of its decision and the appeals process.
All faculty and students should be advised that the OAA cannot process final proposals until an approved Committee application is on record.
Sexual Harassment Policy
ALU is committed to maintaining a learning environment free of objectionable and disrespectful conduct and communication of a sexual nature. Unwelcome sexual advances, requests for sexual favors and other verbal conduct of a sexual nature constitutes sexual harassment when:
1. Submission to such conduct is made either explicitly or implicitly a term of condition of students academic progress.
2. Submission to or rejection of such conduct by an individual is used as a basis for decisions affecting assessment of academic progress.
3. Such conduct has the purpose or effect of interfering with academic performance or creating an intimidating, hostile, or offensive environment.
It shall be considered violation of this policy for any employee or student to abuse another through conduct or communication of a sexual nature. Whenever such misconduct exists, the supervisor or other appropriate person is required to take prompt and corrective action consistent with discipline provisions of the appropriate policy.
Faculty members are expected to use discretion in selection of appropriate advising settings.
A student, faculty or staff member alleging sexual harassment may file a grievance according to stated grievance procedures. In addition, the complainant may call either the appropriate staff and (or office for immediate counseling and advice. Filing of a grievance or otherwise reporting sexual harassment will not cause any reflection on the individual's status with the institution unless malicious and maligned intents arc discovered as the basis for allegations. Filing of a grievance may, however, initiate reassignment of the accused for a short and reasonable time in order to allow for unbiased acquisition of pertinent facts.
The right to confidentiality, both of the complainant and the accused, will be respected insofar as it does not interfere with the institution's legal obligation or ability to investigate allegations of misconduct when they are brought to its attention, or to take corrective action when it is found that misconduct has occurred.
In each case, and in addition to the right to confidentiality, the accused will be accorded due process in the handling of the investigation and the disposition of the case. The accused shall not be treated arbitrarily or capriciously by a supervisor or other officer as a result of an accusation.
ALU prohibits the unlawful possession, use or distribution of illicit drugs and alcohol by students and employees on its property or as a part of any of its activities.
ALU will impose disciplinary sanctions on students and employees consistent with local, state, and federal law up to and including expulsion or termination of employment and referral for prosecution for violations. A disciplinary sanction may include the completion of an appropriate rehabilitation program with any expense born by the employee or student.
ALU will provide, upon request a description of health risks associated with the use of illicit drugs and alcohol plus information on drug or alcohol counseling, treatment, or rehabilitation or re-entry programs that are available to employees or students.
Grievance and Appeal Procedures
1. Originating a Grievance
A person or persons who have complaints are advised to initially pursue informal channels for conflict resolution before filing a formal written grievance.
Any student who has a complaint, including complaints of discrimination relating to handicap, disability, race, sex, age or national origin is encouraged to discuss the grievance process with the Director of Student Affairs prior to filing a written grievance. A formal grievance must be identified as such in writing and directed to OAA, to the Director of Student Services who is designated Grievance Officer.
II. Hearing of a Grievance
A formal written grievance is forwarded to ALU Grievance Officer who reviews the case to determine appropriate action. If the conflict is resolved, no further action is necessary. In cases of sexual harassment, the Grievance Office will seek to maintain the greatest possible confidentiality and timeliness as stated in the Sexual Harassment Policy. Formal grievances of sexual harassment will be reviewed by an appointed committee or other mutually acceptable method.
A standing committee has been appointed to review all grievances including sexual harassment. The committee for review of academic and non-academic consists of the Admissions Director/Bursar, Director of Student Affairs and Human Resources Director. Non-academic matters include the following: affirmative action in hiring/firing/performance review, financial issues unrelated to students, and personal disputes. In certain cases where financial or administrative issues arc salient, the VPAF will be consulted. Academic matters include student misconduct such as plagiarism campus theft, forms of harassment, and all grievances that have to do with processing of academic documents.
The President may elect to reconstitute a committee in instances where committee members are parties who are either named or otherwise involved in the grievance.
The formal written grievance is distributed to committee members who will review and research the allegations. The committee may choose to collect further information or consult outside experts. A decision should be delivered in as timely a manner as possible while abiding by due process. A written decision from the committee will be delivered in a timely manner, not to exceed 60 days from the time the complaint is filed with the grievance officer. The written records are confidential though available for on-site review by the persons who are directly involved.
III. Appealing a Decision
Should the grieving party find the decision of the committee to be unsatisfactory, that person(s) may submit an appeal to the President. AR such appeals must be received within 10 working days of the receipt of the committee's decision. The President will review the records, meet with the committee, and reply in writing. The President's decision shall be the final decision of the institution. In extenuating circumstances, such as the President's unavailability, a member of the committee may act in the President's stead.
Arizona Students Please Note: If the complaint cannot be resolved after exhausting the institution's grievance procedure, the student may file a complaint with the Arizona State Board for Private Post-secondary Education. The student must contact the State Board for further details.