(Revised April 2003) Section 7.B
General University Policies and Procedures
are covered in the University Office Procedure Guide, located online at http://www.adp.iastate.edu/vpbf/prod/docs/opg/opg.htm
Topics in this reference include:
Employee Orientation/Acclimation
All university employees should be aware of any possible conflict of interest situations or activities that are prohibited in Chapter 68B of the Code of Iowa entitled "Conflicts of Interest of Public Officers and Employees."
Employees also have a responsibility to conduct their affairs in a manner that avoids even the appearance of a conflict of interest, not only in terms of business relationships in which they may have a personal interest, but also in terms of engaging in consulting and other outside activities with firms or organizations where their investment could be questioned in terms of compromising their university responsibilities.
Under State Board of Regents policy, university employees or their family members shall not sell any goods or services to any Regents institution unless pursuant to an award or contract let after public notice and competitive bidding, except under emergency, negotiated, or other noncompetitive conditions, documented and administered by Regents institutions. Board of Regents employees who have, or reasonably anticipate having, an ownership interest in, a significant executive position in, or other remunerative relationship with a prospective supplier of goods or services to a Regents institution, or who know that a member of their family or other person with whom they have a personal or financial relationship has such an interest, shall not participate in the preparing of specifications, determining qualifying vendors, or selecting successful bidders on products or services in which they have any interest.
In addition to complying with the state's legal requirements, under certain circumstances staff members may be subject to other restrictions, such as those imposed by the federal government on federally supported projects.
Date: October 9, 2001
To: Jim Johnson, ANR Special Projects Coordinator
From: Keith N. Bystrom, Assistant Counsel, University Legal
Services
Re: Conflict of Interest Policy Issues
Thank you for your memo of October 3, 2001 requesting information about potential conflict of interest issues associated with new start-up ventures and value-added agriculture. You indicate that ISU Extension has several field staff employees who are actively involved in working with farmers to establish ethanol plants, producer-owned grain marketing coops, and other start-up ventures.
Your question raises the issue of whether employees of ISU Extension can or should invest their own dollars in new start-up ventures they have helped establish in their role as employees of ISU Extension.
In reviewing this question, it is important to look at the following statements of law or policy:
Iowa Code Chapter 68B.2A specifically states:
Any person who serves or is employed by the state or a political subdivision of the state shall not engage in any outside employment or activity which is in conflict with the person's official duties and responsibilities.
Extension Policy P-9, Consulting and Additional External Occupations, indicates that Extension staff members may participate in professionally broadening experiences that are non-Extension activities and for which they receive compensation if "the additional occupation or activity does not create a conflict of interest between the staff member's role within the Extension service and any other person, agency or organization" and that "such activities and occupations do not conflict in terms of time requirements with the staff member's official Extension duties."
It is not possible to define precisely and exhaustively all situations in which a potential conflict of interest may arise. Therefore, the specific facts and circumstances of each situation must be evaluated to determine if a conflict of interest exists or if a potential conflict of interest may arise. As stated in Section 7.B (Conflict of Interest) of the Extension Field and County Operations Guide:
Employees also have a responsibility to conduct their affairs in a manner that avoids even the appearance of a conflict of interest, not only in terms of business relationships in which they may have a personal interest, but also in terms of engaging in consulting and other outside activities with firms or organizations where their investment could be questioned in terms of compromising their University responsibilities.
Therefore, an ISU Extension employee's involvement in the management or operation of a new start-up venture should be analyzed very carefully to make sure that there is not just a lack of a conflict of interest but a lack of even the appearance of a conflict of interest between the duties and responsibilities the employee owes to ISU Extension and responsibilities owed to the new start-up venture. This is a very high standard upon which these relationships need to be evaluated.
Concerning your specific question about whether employees can or should invest their own dollars in the start-up venture, University OPG 3.1(3) is the most specifically related policy. That policy specifically indicates that "the existence of an equity interest does not alone constitute a conflict of interest." However, equity interest is specifically identified as a potential relationship that could lead to a conflict of interest.
Equity interest in the policy is defined as:
University employees are free to own stock in private companies, and relatively modest holdings are not a matter of University concern. An employee who holds equity in or stock options that represent more that $10,000 or 5 percent of the total company equity is considered to have an equity interest in that company.
Therefore, if an ISU employee invests more than $10,000 or an amount equal to or greater than 5 percent of the total company equity, the employee is required to disclose that relationship to Iowa State University. This University policy basically sets the threshold amounts at a minimum point that it causes the employee to disclose the equity interest. Disclosure will permit an analysis of whether the equity interest creates conflicting interests. At that point, inquiry should be made of the potential for any conflict of interest or appearance of a conflict of interest. If a conflict or appearance of a conflict is determined to exist, ISU Extension can then determine what steps are necessary to remedy the situation.
Since ISU Extension employees are admonished "to conduct their affairs in a manner that avoids even the appearance of a conflict of interest," it would be my recommendation that ISU Extension very carefully monitor these situations so that it does not appear that an ISU staff member took advantage of his or her duties and responsibilities with Extension and thereby benefited from investing in the result of those duties and responsibilities. The appearance to the general public and the agricultural community that ISU Extension employees are personally benefiting from a relationship with farmers due to their position with ISU Extension should be avoided.
Section 7.B Return to top
The State Board of Regents, charged by law with the responsibility for the governance of the public universities of Iowa, reaffirms the following beliefs and intentions that will continue to serve as bases for the discharge of the Board's responsibilities.
In line with these beliefs, the Board adopted rules and policies of personal conduct for faculty, staff, students and visitors. Those rules and policies can be found in the Iowa Board of Regents Procedural Guide and the State of Iowa Administrative Code.
Section 7.B Return to top
Iowa State University is committed to providing a drug free workplace. Consistent with this commitment, Iowa State University will comply with all federal and state laws, regulations, and orders, including the policies of the State Board of Regents, which pertain to providing a drug free workplace.
In keeping with the appropriate laws, regulations, and orders, it is unlawful for employees to manufacture, distribute, dispense, possess, or use illegal drugs in the workplace. Violation of this policy will result in appropriate disciplinary action, up to and including dismissal. In addition, an employee who violates this policy may be required to participate in a drug abuse assistance or rehabilitation program.
It will be the responsibility of each employee to abide by the terms of this policy and notify the university of any criminal drug statute conviction for a violation occurring in the workplace not later than five days after such conviction. The university will notify the contract or granting agency within 10 days after receiving notice of the criminal drug statute conviction as stated above.
Assistance is available from the Employee Assistance Program (EAP) at (515) 232-5811 in Ames or 1-800-870-7009 outside of Ames. EAP is available to all university employees and their families with problems that may hinder job performance. An employee troubled with substance abuse problems for self or family may find confidential assistance or referral services through EAP.
Section 7.B Return to top
The possession or the consumption of intoxicants is not permitted on or within the university administrative, instructional, and research facilities.
Drugs which are not legally available shall not be used, possessed, sold, or distributed on campus or at any other university facility. Moreover, the distribution of prescription drugs on the campus by a student to another person is prohibited.
Section 7.B Return to top
The smoking policy for County Extension Offices should follow the university policy of smoke-free public buildings. There should be no smoking anywhere the public can smell or see it. This applies to any meeting rooms and/or office areas the public might have access to. The staff in the office will and should be considered the same as the client when it comes to a smoking policy. County-specific questions should be directed to the Extension Personnel Office at (515) 294-3283.
Section 7.B Return to top
Within available resources, it is the policy of Iowa State University to provide and ensure a safe and healthy environment for employees, students, and visiting public and to maintain at all times an effective safety program. Each person in a supervisory or management capacity is responsible for the provision and maintenance of safe working conditions in his or her respective area and for proper enforcement of all authorized and applicable safety rules and regulations. Each employee and student is personally responsible for complying with safety rules and for using any safety equipment that is provided or required. All safety hazards, accidents, and failures to comply with safety rules shall be reported to supervisory personnel and referred to the appropriate health and safety organization if additional action is necessary.
It is the intent of this policy to prevent accidents and injuries and to help each member of the Iowa State University community maintain a high standard of safety and health.
Section 7.B Return to top
Each county extension office should have a First Aid Kit and a pair of rubber gloves on hand. The following First Aid Kit list is provided by the American Red Cross.
Section 7.B Return to top
Iowa State University's policy on Racial and Ethnic Harassment is available at the following location.
http://www.public.iastate.edu/~aao/rehp1.html
Section 7.B Return to top
Iowa State University's policy on Sexual Harassment is available at the following location.
http://www.public.iastate.edu/~aao/Sex_harassment.htm
See also the Faculty Handbook sections titled "Statement of Professional Ethics" and "Consenting Relationships" and the P & S Handbook statement on "Professional Ethics."
Administrators, managers and supervisors are expected to:
In addition, administrators, DEOs and directors are expected to:
Objectives:
To inform ISU Extension employees about the ISU Sexual Harassment Policy.To inform ISU Extension employees about their responsibility in helping to maintain an environment free of harassment.
To inform ISU Extension Employees about preventing sexual harassment.
Time needed:
Minimum of one hour without the use of the videotape or one and one-half hours with the use of the videotape.
Equipment needed:
Videotape player and monitor (optional), newsprint, easel, and markers.Video tape: "Subtle Sexual Harassment" Program II - "Management's New Responsibility." Obtainable from ISU Training and Development Office, 3810 Beardshear Hall, 515/294-8914
Agenda
I. Introduction
A. Welcome
B. Overview of Objectives and Agenda
II. ISU Sexual Harassment Policy
A. Review
B. Highlights1. Purposea. To provide a working and learning environment that is respectful and free of sexual harassment.2. Sexual harassment is a threat to the institution's integrity.
3. ISU will not tolerate sexual harassment.
4. Primary goal of policya. Prevent and stop objectionable behavior5. Policy applies to all students and employees
6. Administrators who do not respond to sexual harassment complaints are violating the policy.
7. Reprisal or retaliation against the individual making the complaint is violating the policy.
III. Defining Sexual Harassment
A. Sexual Harassment Awareness Quiz
B. Review the definition1. Cover the policy
2. View the videotape
3. In discussion groupsa. What did you find significant?
b. What questions come to mind?
c. How does this sexual harassment definition affect you?4. Process in the total group
IV. Complaint Resolution Procedures
A. Review how to initiate a complaint
B. Review confidentiality
C. Review assisters
D. Review Informal and Formal Complaints
E. Review Direct Institutional Action and External Actions
V. Preventing Sexual Harassment
A. Contributing Factors1. In group identifya. factors that contribute to a climate that leads to sexual harassment
b. reasons why victims don't speak outB. Refer to the Effects of Sexual Harassment
1. Review the descriptors of position interaction and sexual harassmentC. Review how to prevent sexual harassment
1. Review what to do if sexually harassedD. Refer to available resources and assister list
VI. Summary and Evaluation
Weather may cause a county extension office to close during regular office hours, fail to open at regular time, or cancel on short notice extension programs. The ISU campus rarely closes, but does have a policy regarding inclement weather (see below). Weather conditions that affect Ames do not necessarily affect other parts of the region or state. Therefore, the extension council is encouraged to establish a county policy for closing the extension office due to bad weather. The policy should consider the conditions necessary to close, who makes the decision to close, the appropriate measures for compensating wage/hour staff, and the method of public notification for closing and cancellation.
In the event of inclement weather or other emergency, the president or other designated representatives, in consultation with appropriate university administrators, may declare one of the following emergency situations to be in effect:
1. Classes are canceled. Classes will not be held but the university will operate and staff will be expected to be on duty.
2. The university is closed. Classes are canceled and staff members may leave campus. Faculty and professional and scientific staff members whose responsibilities are not based upon a specific work schedule will be expected to make appropriate adjustments in their activities in consultation with their organizational unit. Other staff members will be expected to utilize compensatory time, vacation, or leave without pay for all hours involved during their regular work schedule. With the approval of their supervisor, employees may make up lost time within the same work week or may elect to work their regularly scheduled hours even though the university may be closed to the general public or classes have been canceled. Staff members working in areas of the university which are vital to university operations and are not generally closed, such as food service, security, power plant, animal care, critical maintenance, or snow removal functions should follow the specific policies and procedures established for their areas of operation.
Staff members covered by collective bargaining agreements should refer to the appropriate sections of the contract governing severe weather emergencies. If classes are canceled or the university is officially closed, an announcement will be made to the local news media. Concerned persons may also phone the Campus Information Center ((515) 294-4357) for current information. If the university is to be closed or classes canceled, the decision will also be communicated to affected deans, directors, and departmental executive officers who will in turn notify affected employees.
Official closings of the university have occurred only rarely. If the University is not officially closed, all employees will be expected to work their normal hours unless they have received supervisory permission to be absent. Employees should promptly notify their immediate supervisor whenever it is impossible to report to work due to inclement weather. If the university has not officially closed, the employee may (1) make a request to make up compensatory time within the work period, or (2) request vacation pay, or (3) take leave without pay. Employees who are unable to get home after completing a regular schedule of work will only be paid for the number of hours of work that have been authorized by their immediate supervisor.
Section 7.B Return to top
Policy number: P.4
Issued: MARCH 1989, Effective: MARCH 1989
Revised: SEPTEMBER 1, 1994, Effective: SEPTEMBER 1, 1994
The political activities of Cooperative Extension staff members are governed by federal and state law and ISU policy. Due to the unique position that staff occupy as a cooperative agency representing federal, state and county governmental agencies, careful judgment must be exercised with regard to political activities.
The federal Hatch Act prohibits federal employees from participating in certain types of political and politically related activities. The Office of General Counsel, USDA has held that employees of the Cooperative Extension Service are not covered by the Hatch Act restriction concerning political activities. However, Cooperative Extension Service employees remain subject to the criminal restraints of the Hatch Act. They are codified in the following sections of U.S. Code, Chapter 18.
594 Intimidation of voters
595 Interference with nominations or elections
598 Coercion by means of relief appropriations
600 Promise of employment or other benefits for political activity
601 Deprivation of employment or other benefits for political activity
604 Solicitation from persons on relief
605 Disclosures of names of people on relief
As employees of Iowa State University, Cooperative Extension Service employees are governed by the laws of the State of Iowa. The following sections specifically relate to political activity: Ch. 19A.18, Ch. 721.3-6.
The ISU Office Procedure Guide contains information on candidates for partisan political office in section 3.24. The following additional guidance is provided for employees of ISU Extension:
1. The staff member will request advance approval of the vice provost or designee.2. The staff member will request and be granted leave without pay.
3. The staff member will avoid using office time, telephone, equipment or supplies in connection with any political efforts.
4. The staff member will fulfill their public office assignment on their personal time which is interpreted to mean vacation and/or leave-without-pay.
5. The staff member will avoid the use of their position/ job/title to influence political activity.
Part-time Board of Regents employees (ISUE employees) can use the balance of their time to run for political office. However, since time spent at campaigning and at work can be misunderstood and misinterpreted by political opponents and the public at large, the ideal situation would be for the staff member to follow the same restrictions provided for full-time staff. Responsibility for fulfilling the job requirements of part-time employees while campaigning rests with the immediate supervisor and the area extension education director. Direct and close supervision beyond that normally provided is recommended in an attempt to protect extension's organizational interests.
There are no specific implementation procedures for this policy. Contact your Area Director if the decision is made to run for partisan political office.
Section 7.B Return to top
Policy number: P.9
Issued: JANUARY 1980, Effective: JANUARY 1980
Revised: SEPTEMBER 1, 1994, Effective: SEPTEMBER 1, 1994
Opportunities may become available for extension staff members to participate in non-extension activities for which they will receive compensation.
Staff members may participate in professionally broadening experiences of this type with the following limitations:
1. If the additional occupation or activity does not create a conflict of interest between the staff member's role with the extension service and any other person, agency or organization.2. That such activities and occupations do not conflict in terms of time requirements with the staff member's official extension duties. Some examples are:
a. Consulting work. Defined as providing technical assistance and counsel to individuals, agencies and/or organizations, including as an expert witness in a court of law. Cooperative Extension staff members should not undertake such activities for compensation within the boundaries of the State of Iowa. Consulting outside Iowa is permitted within the limits imposed by 1 and 2 above.b. Speaking engagements. These should not be undertaken for compensation when dealing in subject matters appropriate to the individual's specialty or job description as an extension staff member and as part of a program which would normally be an official extension function. Such presentations are construed to be a part of the normal educational services rendered to Iowa clientele by the extension service.
c. Judging activities. Extension will provide travel and subsistence expenses and official time for judging activities in the staff member's assigned area. No additional reimbursement will be provided. Extension staff members may collect a fee and expenses for services on official time for a reasonable number of judging dates outside his/her assigned area. In these circumstances, no travel and subsistence expenses will be chargeable to the university. Additional judging dates can be accepted outside his/her assigned area if annual leave is taken.
d. Farm and investment management. The management of business operations and other investments should be under- taken strictly on the staff member's personal time. Personal time is interpreted to mean vacation and leave-without-pay. These types of activities must also fall within the general limitations enumerated in 1 and 2 above. If an employee's activity appears to conflict with the staff member's job (time or job assignments), it will require the approval of the vice provost for extension or designee.
3. Consulting outside the United States may be approved:
a. When recommended and approved by the immediate supervisor and other points of approval in university administration.b. Fourteen consecutive days including travel time are allowed.
c. Time beyond 14 days will be annual leave or leave-without-pay, if approved.
Staff members undertaking additional compensation activities should secure approval from their immediate supervisor for dates and time, clients to be served, subject matter and type of activity, before confirming such arrangements. The supervisor will counsel with the staff member as to the content of this policy and how it applies to the situation for which approval is requested.
Staff members are required to report consulting work and additional external occupations annually to their area extension education director or appropriate administrative head.
Section 7.B Return to top
Effective October 10, 1994
(This replaces previous philosophy, policy, and procedures related to staff and professional development.)
Learning is expanding our ability to produce the results we truly desire in life. Learning together is continually expanding our capacity to create the future for ISU Extension. (Senge, 1990) Based on this definition, both professional and personal development is learning, and is not distinct, one from the other.
People grow both in their person and their profession as they learn. Individuals learning how to learn builds the capacity for the ISU Extension organization, and is fundamental in being healthy, viable, and client centered. Continuous learning creates staff who can change, generate new solutions to recurring problems, do something they were never able to do, perceive the world and their relationship to it, and extend their capacity to create, to be part of the generative process of life.
ISU Extension aspires to be a learning organization, and one that empowers the individual to take responsibility for continuous learning through personal and professional development. Learning is not defined by structured activities.
Everyone will mutually agree to a Personal Professional Development Plan with his or her supervisor.
The format of the plan must meet the need of the individual staff member and the supervisor. The format can be a form, outline, narrative, mind map, process map, or graphic representation of any form.
Section 7.B Return to top
ISU Extension is dedicated to children who are clientele of our programs and the child's parent(s)/ guardian(s). We aim to provide as safe and wholesome an environment as possible.
Beginning with the 1994-95 program year, all new staff and new volunteers involved with Youth and 4-H will have a background screen conducted before they are appointed to a paid or volunteer position. The background screen will be conducted in cooperation with the Iowa Department of Public Safety.
Each County Agricultural Extension District in Iowa, the Iowa 4-H Education and Natural Resources Center, and the ISU Extension to Youth and 4-H State Office is required to implement and comply with this policy.
The method of covering the cost of the Iowa Department of Public Safety record screen is to be determined by each extension district.
This policy was developed by a representative ISU Extension to Youth and 4-H task force. It was adopted and approved on February 13, 1995, by the ISU Extension Administrative Group.
The following information is taken from Volunteer Leadership Through ISOTURE (4-H 2, April 1995).
4-H volunteers are one of the greatest resources available to Iowa State University Extension and the Youth and 4-H Program. Annually, thousands of individuals give countless hours to benefit Iowa's youth. Without these volunteers, the Youth and 4-H Program, as we know it, could not exist.
While the vast majority of 4-H volunteers are exemplary community servants, we cannot ignore the changing society around us. Families have changed, and communities have changed. In the early days of 4H, staff and leaders knew each person who volunteered for 4-H. Today, that often is not true. Our society has become too mobile to assume that we can know the personal background of each individual who volunteers. Furthermore, we cannot assume that people in our own communities are not child abusers. Child abuse occurs everywhere.
In 1990, the national extension director asked each state to review and develop plans for dealing with volunteer screening and liability. Iowa laws were investigated, and they revealed that officially recognized volunteers of Iowa State University Extension are covered by Iowa's Tort Claims Act. In a court of law, we must be able to demonstrate that we were not negligent in our responsibility to children. This means we must do what a "reasonable person" would do in similar circumstances.
Now, many agencies who serve youth, from schools to Scouts, require volunteers to apply and be screened. Failure to use processes similar to those used by other youth organizations could make you and ISU Extension to Youth and 4-H negligent. If a child were abused by a 4-H volunteer, liability for this negligence could fall on many persons within the ISU organization: the individual who recruited the abuser, the club leader who recommended the abuser, the staff member who submitted the abuser's enrollment form, the extension council as legal governing body, as well as the State Youth and 4-H staff who accepts the leader enrollment form.
The above conditions indicate the reasons for establishing the ISU Extension Child Protection and Safety Policy.
Date: March 1, 1995
To: All ISU Extension Staff
From: Bruce Stoll
Re: Child Protection and Safety Policy for ISU Extension.
Please take a few minutes to read the attached policy before reading the following procedure.
As you all may be aware, a pilot of this policy has been implemented for the past year in a number of counties. The pilot has focused only on Volunteers in the Youth Program. The volunteer part of the policy will be implemented statewide in the fall of 1995.
Effective March 1, 1995, we will implement the policy to cover the following positions:
Those selected to be interviewed will be provided a copy of the policy and asked to sign the Non-Law Enforcement Records Check Form authorizing the Check. Failure to sign the form removes applicant from consideration. The actual check will be completed on the successful applicant. The check may take 8-12 weeks. Thus if employment is immediate, the employee will be given a written employment offer that includes the statement "It is mutually understood that the findings of the IDPS (Iowa Department of Public Safety) screening may result in the immediate termination of the employee noted on this employment offer."
The Non-Law Enforcement Records Check Forms for county employees will be available from your area director. The signed forms of unsuccessful applicants should be destroyed. The form of the successful applicant is immediately sent to Bruce Stoll, 109 Curtiss Hall, Ames, Iowa 50011. This will be forwarded to the IDPS and a decision made upon the return of the official report. Those responsible for the hiring will be informed promptly regarding the decision.
As a self screening tool, it may be useful to include an attachment to the application that states "In accordance with ISU Extension's Child Protection and Safety Policy, a Criminal Record Check will be completed by the Department of Public Safety on the applicant selected for this position."
CEEDs and county council chairs have received a letter from Bill Linstrom that explains the new process for all new ISU staff in addition to county-paid positions.
County extension education directors should discuss the new policy and this process with extension councils as soon as possible. The cost of the criminal record check process for ISU Extension or county-paid staff will be absorbed by the Extension Human Resources Unit.
Background:
Because of the change in the Iowa Code effective July 1, 1996, related to availability of criminal history, a review of the ISU Extension Child Protection and Safety Policy was deemed necessary. A group of county extension council and county 4-H committee members and ISU Extension field staff met, reviewed existing policy, and made a set of recommendations to the ISU Extension Administration.
The ISU Extension Administration has accepted the recommendations as presented, as of April 7, 1997.
Accepted Recommendations:
1. The Child Protection and Safety Policy is supported. There is the expectation that all county extension councils and units of ISU Extension will be supportive of this policy and program.
2. All new staff and volunteers appointed/placed on or after September 1, 1995, are to have a completed background screen.
3. Volunteers who were serving in their volunteer role prior to September 1, 1995, and "grandparented" under the CPSP policy are not to be screened.
4. Staff who were appointed to their ISU Extension position prior to September 1, 1995, and "grandparented" under the CPSP policy are not to be screened. Staff members who feel strongly that a background screen ought to be conducted on them may initiate a request to ISU Extension Human Resources.
5. All volunteers and staff involved with the Youth and 4-H program of ISU Extension are to participate in an annual educational program/briefing related to child abuse, helping children deal with violence, risk management, and topics related to creating the safest possible environment for the youth participating in the Youth and 4-H program of ISU Extension.
6. The cost of the background screen conducted through the Iowa DCI will continue to be accomplished on a cost sharing basis with ISU Extension sharing at the 50 percent level beginning September 1, 1997.
Policy -- 1A
April 25, 1997
Procedures for processing the Non-Law Enforcement Record Check request and a form to use in submitting the request are on a web site maintained by the Extension Human Resources unit at http://www.extension.iastate.edu/hr/protected/procedures.html
Section 7.B Return to top
After eight years of frequently bitter debate, Congress passed the Family and Medical Leave Act of 1993 (the Act) on Feb. 4, 1993, and President Clinton signed the measure into law the following day.
The Act became effective on Aug. 5, 1993, and required employers with 50 or more employees within a 75-mile radius to offer eligible workers up to 12 weeks of unpaid leave during a 12-month period for birth or adoption, to care for a seriously ill parent, spouse or child or to undergo medical treatment for their own serious illness. State and local governments are covered by the Act under the same conditions as private employers. It is estimated the Act will affect five percent of America's employers and 40 percent of all employees. A summary of the act is provided in Appendix E of this manual.
It has been requested that the Office of the Vice Provost provide a policy
statement on international travel. International travel and domestic travel
for ISU Extension staff are governed by the same policies. Travel must be authorized
by the staff member's supervisor. Questions of clarification should be forwarded
to the Office of the Vice Provost. In general, travel expenses reimbursed by
Extension are for professional development and/or the development and maintenance
of programs. Foreign assignments with organizations like VOCA are encouraged.
They should be restricted to about two weeks. Supervisor approval is required.
Staff and faculty normally should accept not more than one of these assignments
per year.
Section 7.B Return to top
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