Texas Wesleyan University, Dean of Students
Brown-Lupton Student Center, Suite 131
Texas Wesleyan University students are responsible for knowing the information, policies, and procedures outlined in this document. Texas Wesleyan University reserves the right to make changes to this code as necessary and once those changes are posted online, they are in effect. Students are encouraged to check www.txwes.edu/student-life for the updated version of all student conduct policies and procedures.
Academic freedom is the cornerstone to a university education. It allows students to examine, learn, and synthesize various topics. Freedom is predicated on integrity, trust, and honesty. All undergraduate and graduate students, faculty and staff are expected to show integrity in their academic work, including discussion, written submissions, examinations and laboratory work. Failure to conduct academic work honestly is a serious breach in trust and is considered a serious offense.
It is the student’s responsibility to read and understand the complete Academic Integrity policy, forms of misconduct, hearing and appeals procedures as well as the possible sanctions as published in the Texas Wesleyan University’s Undergraduate and Graduate Catalogs. The current catalogs can be accessed on the University’s Website (www.txwes.edu) under The Office of the Registrar or obtained in the Office of Student Records or Registrar’s office on the third floor of the Oneal-Sells Administration Building.
Generally, the University prohibits the possession, use or distribution of alcohol on the University’s campuses. However, alcohol may be served at University sponsored and third-party events with a Vice President’s approval. Upon approval, the President's Suite, Trustee Board Room, the Baker Martin House, the Louella Baker Martin Pavilion and other areas and at such times as deemed appropriate and approved by the President or his or her designee. Approval is required for all events serving alcohol on campus and for all student events whether on or off campus. Typically, the President or Vice President for Advancement approves University sponsored events. The Vice President for Enrollment and Student Services approves off-campus student events. A Vice President must approve third-party facility use events.
The Alcohol Permit Form must be completed and approved for all events on campus and all student events serving alcohol off campus. The Alcohol Permit Form can be found online or in the Dean of Student’s Office.
Basic Requirements for All Events Serving Alcohol:
All off-campus student events that are sponsored by the University and serve alcohol must have proper authorization. An Alcohol Permit Form must be completed and approved by the Vice President for Enrollment and Student Services. For approval, the following federal guidelines must be met:
Student organizations that violate these policies may be subject to the following sanctions:
At its sole discretion, the University may disapprove the use of alcohol at any event for any reason.
The use of alcohol will not, under any circumstance, be accepted as an excuse for irresponsible behavior such as the making of excessive noise, vandalism, violence, etc. The legal definition of “intoxication” is a condition that results in a person’s normal faculties, either of perception, physical ability or judgment, being impaired so that he/she no longer has the capacity to form or entertain a specific intent. Legal symptoms include red, bloodshot eyes; slurred speech; odor of alcohol; and common odors associated with an alcoholic beverage. Students who are under the influence of alcohol and who are excessively noisy, abusive, do not obey University staff or Security or who break any University rules will be charged with disorderly conduct.
The University provides alcohol and drug counseling through the Counseling Center free of cost to all Texas Wesleyan Students. You may reach them at 817-531-4859 or email firstname.lastname@example.org.
Texas Wesleyan University is committed to maintaining a working, learning, and social environment in which the rights and dignity of all the staff, faculty, and students of the University community are respected. Among the many things we do to maintain such an environment, the University prohibits behaviors that rise to the level of bullying as described below.
Under this University policy, bullying is prohibited. Bullying is defined as conduct of any sort directed at another that is severe, pervasive or persistent, and is of a nature that would cause a reasonable person in the victim's position substantial emotional distress and undermine his or her ability to work, study or participate in his or her regular life activities or participate in the activities of the University, and actually does cause the victim substantial emotional distress and undermines the victim's ability to work, study or participate in the victim's regular life activities or participate in the activities of the University.
As student behavior reflects on the University’s public image and its ability to recruit and retain students, students participating in university-sponsored activities or events, including athletics, are required to conduct themselves in a professional and ethical manner.
A University sponsored activity or event is defined as any activity or event that involves the use of university resources, e.g. funds, facilities or employees. Student activity sponsors, including faculty, staff and coaches are required to monitor student behavior during sponsored activities and to correct and/or report misconduct to the dean of students or other appropriate University official.
Texas Wesleyan University promotes a “zero tolerance” position on unethical conduct in the workplace. The Campus Conduct Hotline lets employees and students report concerns about the possible violation of the University’s ethics and employment policies. The Hotline is operated by an independent organization so that your call is completely confidential.
When you call the Campus Conduct Hotline, you will speak to a friendly, trained specialist who will guide you through the details of your report. You will be given a case number for your reference, so your call will be completely anonymous. No information will be taken from you, so you will never be identified. Your concerns will be submitted to the campus administration for investigation. Using your case number, you can call the Hotline at any time to check on the status of the investigation and learn of any actions that have been taken.
Call the Campus Conduct Hotline at 866.943.5787
Report activity or behavior that is harmful or unethical, such as:
Texas Wesleyan University recognizes the value of information provided by students about the performance of the University in providing the services and meeting the goals which our mission describes. It is University policy to invite feedback, and, whenever possible, to use that feedback to continue to improve the services and functions of the University.
Ideally, students will be able to resolve any problems by dealing directly with the individual (such as a faculty or staff member) or office (such as a student service or administrative office) involved. Students should also read the current Texas Wesleyan University Catalog and Student Handbook to become familiar with University policies.
These policies include but are not limited to:
If a student is unable to reach a satisfactory resolution and wishes to pursue the matter further, or if a student wishes to register a formal complaint, a written complaint may be addressed to the Office of the Provost, following the process outlined here.
Written complaints should contain the following information:
All written complaints received and copies of any responses will be kept on file in the Office of the Provost. Complaints which are unsigned or are not received in written format (e.g. complaints received by phone or in person) will not be considered.
The Provost will respond to each complaint within 15 business days of receipt. If no other action was requested, the response will acknowledge receipt of the complaint. If further action is requested, the response will describe the actions to be initiated by Office of the Provost and any further information from the complainant that may be required.
Written complaints about grades will not be addressed by the Office of the Provost unless the student has already discussed the grade with the course instructor, the department or division head (if any), and the appropriate Dean, respectively. Appropriate documentation would include copies of the student’s coursework, the course syllabus, and any other materials related to specific assignments (such as handouts or correspondence with the instructor). (See Grade Appeal Process in the University Catalog for more information.)
Written complaints about administrative or other student services should be directed initially to the appropriate office but may be submitted to the Office of the Provost if satisfactory resolution is not achieved. Appropriate documentation would include copies of any relevant contracts, notices, or other official or informal correspondence with the office or other University personnel.
After exhausting the institution's grievance/complaint process as outlined above, current, former, and prospective students may initiate a complaint with the Texas Higher Education Coordinating Board (THECB) following the process outlined on the THECB website at http://www.thecb.state.tx.us under “student complaints.”
Texas Wesleyan University is accredited by the the Southern Association of Colleges and Schools Commission on Colleges to award baccalaureate, master's and doctoral level degrees. The Commission is to be contacted only if there is evidence that appears to support an institution’s significant non-compliance with a requirement or standard. All other inquiries or complaints should be directed as outlined above. The Complaint Policy of the Commission on Colleges is available at http://www.sacscoc.org/pdf/081705/complaintpolicy.pdf.
The Commission may be contacted at 1866 Southern Lane, Decatur, Georgia 30033-4097, telephone 404/679.4500, and at http://www.sacscoc.org.
Texas Wesleyan University provides a third-party campus hotline that all University constituents may use to report concerns. The third-party provider may be reached by calling 866/943.5787.
Texas Wesleyan University complies with the Americans with Disabilities Act (ADA) and with Section 504 of the Rehabilitation Act of 1973 regarding its students with disabilities. Texas Wesleyan University also complies with Title IX of the Education Amendments of 1972 and does not discriminate against students on the basis of sex. It is the policy of Texas Wesleyan University that no student shall be denied access to or participation in the services, programs and activities of the University solely on the basis of his/her disability or sex.
Please also see the Disability Services site found here.
The University shall provide, upon request, academic adjustments for students who have a physical or mental impairment that substantially limits a major life activity. An academic adjustment is defined by this policy as any reasonable accommodation for a student’s disability as required by federal regulations.
If a student with a disability requires an adjustment, the student must present relevant, verifiable, professional documentation or assessment reports confirming the existence of the disability to the Director of Disability Accommodation Services for review by its professional staff. Further documentation may be required to confirm the disability claim or to assist the University in determining the appropriate academic adjustment. Following its review, the Director will reach a determination regarding the existence of the disability for purposes of providing academic adjustments. Information concerning a student’s disability will be treated in a confidential manner in accordance with University policy as well as applicable federal and state law.
The student will be informed of the Director’s determination within 15 calendar days. If the determination confirms the existence of a disability requiring an academic adjustment, the student may meet with the Director to explore possible adjustments.
A letter describing the adjustment the University will provide the student will be issued to the student within 15 calendar days after the formal request and all documentation is received. The student will have the responsibility of delivering the letter to, and conferring with, her or his professors concerning the implementation of the adjustment. If the academic adjustment is not provided or followed as outlined, the student shall report the matter to the Director within 15 calendar days.
To allow adequate time to evaluate the data properly and notify the parties involved, the following cut-off dates for application shall apply:
If the Director does not confirm the disability or the need for an academic adjustment, the student may challenge the determination by following the procedures outlined below.
This policy applies to students with disabilities as defined by Section 504 and the ADA. A person is disabled if she or he:
Physical or mental impairments include (but are not limited to) such diseases and conditions as orthopedic, visual, speech and hearing impairments, cerebral palsy, epilepsy, muscular dystrophy, multiple sclerosis, AIDS, cancer, heart disease, diabetes, mental retardation, emotional illness, and drug addiction and alcoholism. It does not include current or illegal substance abuse.
Major life activities include functions such as caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, breathing, sitting, standing, lifting, reaching, thinking, concentrating, reading, interacting with others, learning and working.
A student who has followed the procedures identified in this policy and does not agree with the determination of academic adjustment, and who has a mental or physical impairment as defined above, may file a grievance by using the policy listed below.
All other complaints regarding discrimination or harassment must be referred to the Unified Harassment and Discrimination Policy. Requests for an informal review will be directed to and conducted by the Athletic Director. Title IX requirements shall serve as the basis for review.
Any student or group who believes that a violation of Section 504 or the ADA has occurred may file a grievance alleging any action that constitutes a violation of these laws.
The use, possession, presence, sale and/or distribution of illegal drugs (those specified as illegal by federal, state and local laws) and/or drug paraphernalia on and off campus will lead to disciplinary action and/or criminal action. Special efforts are made to keep drugs off campus and to prevent the distribution or sale of illegal drugs on campus.
Under the discretion of the Dean of Students or his/her designee, local law enforcement may be called in the case of an illegal substance.
All students and student organizations are required to seek approval from the Division of Student Affairs for any events, activity, program or demonstration that includes any open flame. Such open flames include, but are not limited to candles, tiki-torches, bonfire, campfire or fire pit.
Approval from the Division of Student Affairs will include expectations that mitigate any risk associated with open flames. Failure to uphold these expectations may result in an immediate stoppage of all activity.
Please also see the page dedicated to Title IX information found here.
Harassment and discrimination, including sexual/gender harassment and discrimination, are illegal under federal and state statutes, including but not limited to, Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and the Texas Commission on Human Rights Act, and is prohibited at Texas Wesleyan University (the "University").
The University is committed to providing an environment of academic study and employment free from harassment or discrimination to all segments of its community, that is, its faculty, staff, students (current or former), guests and vendors. It is the responsibility of members of the University community to conduct themselves so that their words or actions cannot be reasonably perceived as harassing, discriminatory, sexually coercive, abusive or exploitive, or as interfering with any other individual's ability to study or work productively at the University. Furthermore, the University strictly forbids retaliation by any member of the University community against anyone who brings a charge of discrimination, sexual harassment or any other form of harassment.
Once the University has knowledge of conduct or behavior that could be reasonably construed as harassment or discrimination, action under this policy must be initiated and followed to its conclusion.
The University prohibits relationships of a dating, intimate or sexual nature between faculty/staff and any student with whom the faculty or staff member has the professional responsibility, even if the relationship is consensual. Professional responsibility may include, but is not limited to athletics, committee work, university-sponsored activities or events and any other direct educational or University employment related control that gives the faculty or staff member authority or power over the student that could subsequently affect the student’s academic or work environment and/or success. These types of relationships are strongly discouraged even when there is no direct relationship with authority/power that could be exerted over the student.
In addition, faculty members may not teach or take any action that may influence the grade of an immediate family member enrolled at the University. Immediate family members are defined as the spouse, significant other, children (natural, adoptive or step) or any dependent person residing with the faculty member. An exception to this policy may be authorized by the dean of the school in question. Faculty members may request an exception, in-writing, to the dean by outlining the reasons that support the requested exception.
Sexual harassment is any unwelcome sexual advance, request for sexual favors or other verbal, visual or physical conduct of a sexual nature when:
Any act or conduct that is prejudicial toward another person’s race, color, national origin, ethnicity, gender, age, religion, disability, sexual orientation or other legally-protected status.
Any violation of any aspect of this policy toward any faculty member, staff member, student, guest or vendor will subject the violating faculty member, staff member, student, guest or vendor to appropriate disciplinary action or sanction, which may include: dismissal from employment for faculty and staff, cancellation of student status for students, and loss of business or other campus privileges for vendors and guests.
Any complaint, either oral or written, must be communicated to the appropriate University representative immediately as indicated by this policy, but no later than 180 calendar days from the most recent occurrence of the alleged behavior.
All persons involved in the investigation, adjudication or resolution of complaints shall preserve the confidentiality of information relating to such investigation, adjudication or resolution, to the extent possible. Such confidential information shall only be disclosed on a need-to-know basis to those in the University or their designees and legal representatives (including outside counsel) authorized to participate in the investigation, adjudication or resolution, or to those outside the University, as required by court order or otherwise required by law.
The University cannot guarantee confidentiality.
Once the complaint has been received, the appropriate authority, as defined by this policy, shall promptly initiate the specific complaint and investigation procedure applicable for the accused individual, according to this or other appropriate University policy.
The University recognizes the need for each of the three segments of the University community (faculty, staff and students), with their unique missions and roles, to have their own respective complaint procedures. Although this is a unified policy for the University community, specific complaint procedures are listed for each segment, depending upon which member of the University community is being charged with harassment or discrimination. Complaints against vendors and guests should follow the complaint procedures for charges against staff employees.
Complaints should be delivered in writing to the appropriate person as specified in this policy. However, verbal complaints may be accepted. Complaints must provide the name of the person alleged to have harassed or discriminated against the complainant, specific details of the alleged conduct or act, a list of witnesses (if any), a desired remedy and any other pertinent details.
The complaint procedure described herein shall be available to any faculty member, staff member, student, vendor or guest who believes that he or she has been harassed or discriminated against by a faculty member, staff member, student, vendor or guest in the context of the accused individual's performance of University-related functions.
Title IX of the Education Amendments Act of 1972 (amending the Higher Education Act of 1965) specifically provides: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving federal financial assistance.”
The United States Department of Education, Office of Civil Rights (“OCR”) is the primary federal agency responsible for enforcing Title IX, and it has developed regulations that require education programs to take steps to prevent and address sex discrimination.
Title IX’s prohibition against sex discrimination is broad, protecting students, faculty, and staff in federally funded education programs, and applies to every aspect of the program, including admissions, recruitment, academics, employment, athletics, and student services. Title IX’s broad prohibition against sex discrimination also includes sexual harassment, and holds schools responsible for addressing and remedying harassment.
Under Title IX, an educational institution’s athletic programs must insure effective accommodation of interests and abilities, equivalence in availability, quality and kinds of other athletic benefits and opportunities, including coaching, equipment, practice and competitive facilities, recruitment, scheduling of games and publicity, and equivalence in financial assistance. Title IX regulations provide that if an institution sponsors an athletic program, it must provide equal athletic opportunities for members of both sexes.
All, faculty, staff or student, complaints of sex discrimination, including sexual harassment or violence, must be reported immediately to the Title IX coordinator (817) 531-4286 or to any assistant coordinator immediately. The Title IX coordinator will take action within a reasonable period of time to effectively correct the situation, prevent a recurrence and remedy any effects of any unlawful harassment. Title IX complaints may also be reported to the OCR.
The Title IX Coordinator is responsible for providing a prompt and equitable resolution of all Title IX complaints including conducting a reliable and impartial investigation or coordinating such an investigation through his/her appointment of Title IX assistant coordinators or others at the senior staff level.
Retaliation against any individual who files a complaint or participates in a harassment inquiry is strictly prohibited.
Any complaint of harassment (other than sexual harassment) or discrimination against a faculty member shall be reported immediately to the Provost. The Provost shall promptly assign the complaint to two (2) appropriate administrators of at least the senior staff level or someone who directly reports to the senior staff. These administrators shall investigate the complaint, interview the parties and others in possession of pertinent information, review relevant documentation and evidence, reach an initial determination of whether harassment or discrimination has occurred and, depending upon its severity, seek to resolve the matter informally.
If the administrators believe that immediate harm to either party or the integrity of the investigation is threatened by the continued performance of the accused faculty member’s customary duties or responsibilities, the administrators may recommend to the Provost that the accused faculty member be suspended with pay, or reassigned pending the completion of the investigation.
The Provost shall complete the investigation within thirty calendar days (30) of the receipt of the complaint unless notice of delay is given. Within this time frame, the administrators shall prepare a written report of the investigation, which shall include their initial determination.
Upon completion of the investigation and depending upon its severity, the administrators are authorized to resolve the matter to the satisfaction of the University, the complaining party and the accused faculty member. If a resolution satisfactory to the University and both parties is reached through the efforts of the administrators, a written statement, a copy of which shall be attached to the administrators’ report, shall indicate the agreement reached by the parties and shall be signed and dated by each party and by the administrators. At that time, all action contemplated under the agreement shall be taken and the investigation shall be closed.
Determination of Merits of Complaint
In arriving at a determination of the existence of harassment or discrimination, the administrators shall consider the evidence as a whole, the totality of the circumstances, and the context in which the alleged events occurred. The determination of the existence of harassment or discrimination shall be made from the facts on a case-by-case basis.
Determination of No Harassment or Discrimination
If the administrators determine that no harassment or discrimination has occurred, they shall dismiss the complaint, giving prompt written notice of said dismissal to each party involved. The complaining party or the University has the right to appeal said dismissal in writing, within fifteen (15) calendar days of the date of the notice of dismissal, to the Provost. If no appeal is filed within fifteen calendar days (15) period, the matter is automatically closed. If a determination of no harassment or discrimination is appealed, the Provost shall make a written recommendation to the President within seven (7) calendar days. The President shall notify all parties of his or her decision in writing within seven (7) calendar days after receipt of the Provost's recommendation. The President’s decision is final.
Determination of Harassment or Discrimination
If the administrators determine that harassment or discrimination has occurred and that a particular sanction is appropriate, they shall promptly notify the parties without providing details of the sanctions to the complainant. The accused faculty member, the complaining party or the University may appeal said determination, in writing, to the Provost within fifteen (15) calendar days of the date of notice of determination. If no appeal is filed within the fifteen calendar days (15), the matter is automatically closed. If a determination of harassment or discrimination is appealed, the Provost shall make a written recommendation to the President within seven (7) calendar days. The President shall notify all parties of his or her decision in writing within seven (7) calendar days after receipt of the Provost's recommendation. The President’s decision is final.
Revocation of Tenure and Termination as Possible Sanction for Harassment or Discrimination
If the administrators determine at any stage in the investigation that the evidence of harassment or discrimination is sufficiently clear and severe, and the Provost concurs in writing, so as to warrant the immediate commencement of proceedings to revoke tenure and/or terminate a tenured faculty member, the case shall be removed from the complaint procedures contained herein and resolved in accordance with the revocation of tenure and termination policies and procedures for faculty members. The faculty member shall be suspended, with pay, pending formal resolution of the matter.
Lodging of Complaint Involving a Staff Employee, Guests or Vendor
Persons who have complaints alleging harassment (other than sexual harassment) or discrimination against a staff employee, guest or vendor are encouraged to raise them either orally or in writing to the Associate Vice President for Administration and Human Resources, Director of Human Resources, a supervisor, the department head, Dean, Divisional Vice President or the Provost. It is recommended, although not required, that the complainant follow the “chain of command.” For example, staff employees are encouraged to lodge complaints within their respective work area. The person receiving the complaint shall communicate it promptly to the Associate Vice President for Administration and Human Resources or the Director of Human Resources. The Office of Human Resources shall be responsible for investigating complaints. In the event of a conflict of interest involving the Office of Human Resources, the Associate Vice President shall assign the complaint for Administration and Human Resources to a Divisional Vice President for investigation. Nothing in this policy shall require a complainant to file a complaint with the individual who is accused of harassment or discrimination.
Upon receipt of a complaint of harassment or discrimination against a staff employee, guest or vendor, the Office of Human Resources shall investigate the complaint itself or assign it to two (2) administrators, each of whom must be either a Vice President, Associate Vice President or someone who directly reports to a Vice President, Associate Vice President and who is employed at least at the director level.
The Office of Human Resources or the assigned administrators shall investigate the complaint, interview the parties and witnesses involved and gather all pertinent information. The investigation shall be completed within thirty calendar days (30) of receipt of the complaint, unless notice of delay is given. A written report shall be prepared unless advised otherwise by University legal counsel.
At any stage in the investigation, an accused employee may be suspended with pay or reassigned. If the complaint is against a guest or vendor, the guest may have his or her privileges as a guest suspended, or the vendor may have its business dealings with the University suspended, or the guest or vendor may be prohibited from having contact with faculty, staff, students, guests or vendors of the University until the complaint is resolved. The Office of Human Resources or the administrators shall promptly inform the accused employee, guest or vendor of the complaint and shall, during the investigation, obtain the employee’s, guest’s or vendor’s version of the facts. The Office of Human Resources or the administrators, in arriving at a determination of whether harassment or discrimination has occurred, shall review the information as a whole in the totality of the circumstances and in the context in which the alleged incident or incidents occurred. The determination shall be made from the facts on a case-by-case basis.
Upon completion of the investigation, the Office of Human Resources or the administrators are authorized to take the following actions:
Either party may appeal the determination by the Office of Human Resources or the administrators to the President in writing within fifteen (15) calendar days of receipt of notification of the determination. If the President does not act to change the determination within seven (7) calendar days of receiving the appeal, the determination shall become final under the executive authority of the President. The President’s decision is final.
The utilization of these procedures shall not affect the employment-at-will nature of the employment relationship.
Persons who have complaints alleging harassment (other than sexual harassment) or discrimination against students are encouraged to raise them either orally or in writing to the Vice President of Student Services, the Dean of Students, the Provost, a Dean or the Office of Human Resources. The person receiving the complaint shall communicate it promptly to the Vice President of Enrollment and Student Services or the Dean of Students in his or her absence.
Upon receipt of a complaint of harassment or discrimination against a student, the Vice President of Enrollment and Student Services or the Dean of Students, if designated by the Vice President, shall investigate or assign the complaint to two (2) administrators, each of whom must be either a Vice President, Associate Vice President or someone who directly reports to a Vice President or Associate Vice President and who is employed at least at the director level. The Office of Human Resources shall serve in an advisory capacity for complaints involving students.
The above-mentioned staff or the assigned administrators shall investigate the complaint, interview the parties and witnesses involved and gather all pertinent information. The investigation shall be completed within thirty calendar days (30) of receipt of the complaint, unless notice of delay is given. A written report shall be prepared, unless advised otherwise by University legal counsel.
At any stage in the investigation, the accused student may be suspended until the matter is resolved. In the event a student is suspended and subsequently exonerated, the student shall be allowed to make-up missed assignments or tests, if possible. If that is not possible, the student shall be refunded any tuition or fees lost. The accused student shall be promptly notified of the complaint and shall, during the investigation, provide his or her version of the facts. In arriving at a determination of whether harassment or discrimination has occurred, the information as a whole in the totality of the circumstances and in the context in which the alleged incident or incidents occurred shall be reviewed. The determination will be made from the facts on a case-by-case basis.
Upon completion of the investigation, the Vice President of Enrollment and Student Services, the Dean of Students or the administrators are authorized to take the following actions:
Either party may appeal the determination by the Vice President of Enrollment and Student Services, the Dean of Students or the administrators to the President in writing within fifteen (15) calendar days of receipt of notification of the determination. If the President does not act to change the determination within seven (7) calendar days of receiving the appeal, the determination shall become final under the executive authority of the President. The President’s decision is final.
This policy does not create contractual rights of any kind for students, faculty, staff, guests or vendors. This policy may be amended, amplified or withdrawn by the University, in its sole discretion, at any time.
The University provides a third-party campus hotline that all University constituents may use to report concerns. The third-party provider may be reached by calling 866-943-5787.
Approved by the Board of Trustees April 3, 2012
Information Technology Policies are of particular significance to students at Texas Wesleyan. These can be found online on the IT section of the University Website at www.txwes.edu/it.
Key policies include but are not limited to:
Basic hardware and software troubleshooting assistance is available to Texas Wesleyan students via phone or e-mail through the Technology Help Desk located in the basement of the West Library. Technical support for online classes is also available via phone through the Technology Help Desk.
To contact the Technology Help Desk, call 817/531.4428 or send an e-mail to email@example.com.
The Family Educational Rights and Privacy Act (FERPA) permits colleges and universities to inform the parents/guardians of a student under age 21 if such student is found in violation of university or Federal/State alcohol or drug rules. Therefore, Texas Wesleyan University will adhere to the following policy to notify parents or guardians of students involved in alcohol and drug incidents:
Students who operate a motor vehicle on University property are responsible for knowing and observing University traffic and parking regulations contained in this handbook.
Vehicles parked on University property shall be registered with Campus Security, and no exceptions will be made. Each vehicle shall have one valid Texas Wesleyan University parking permit sticker affixed to the bottom left of the rear window, with the exception of the Law School students who are residents in the dorms. These students shall have two valid Texas Wesleyan University parking permit stickers, one for the main campus and one for the law school. Permits may be obtained at the library circulation desk. Permits are valid through the end of the spring semester and expire on May 31 of each year.
Students who drive rental cars or parent's cars temporarily on campus shall be required to have a temporary parking hanging tag. These hangtags may be obtained at the library circulation desk or the Facilities office. Persons operating more than one vehicle must register each vehicle separately.
Vehicles parked on University property without a valid permit may be towed at the owner’s expense or immobilized.
Please see the campus map.
Commuter parking is currently available in the following lots: E, F, I, K, N, P, Q and S. Commuter parking is restricted to commuter students with valid Texas Wesleyan University “Commuter” parking permits. Commuter students are prohibited from parking in residential student parking areas.
Residential parking is currently available in the following lots: G, H, O and T. Residential parking is restricted to residential students with valid Texas Wesleyan University “Resident” parking permits. Residents are prohibited from parking in other student parking areas due to the limited parking for commuter students.
Reserved parking may be designated as such and shall be enforced between the hours of 7:00 AM and 6:00 PM Persons with valid permits may use these spaces at any other time.
Handicapped parking is provided in lots A, B, C, D, E, G, H, K, L, M, N, O, P, Q and R. Additional handicapped parking shall be provided if required. A valid handicapped permit must be affixed to the vehicle. Temporary handicapped permits may be obtained through Campus Security. Handicapped parking shall be strictly enforced. Van or bus pick-up is also available at the north entrance of the Armstrong-Mabee Business Center.
Visitor parking shall not be used by students before 5:00 PM under any circumstances. The only exception to this rule is for students who are temporarily disabled due to an injury. These students will be allowed to use visitor parking ONLY if they fill out a "Temporary Visitor/Handicap Parking" form and receive a hangtag. The form can be obtained from the Facilities Operations office. Any questions, call 817-531.4454.
Parking regulations shall be enforced by campus security by issuing citations; student administrative action, including placing holds on transcripts and restricting registration; vehicle immobilization; or towing. Parking violations shall be identified on the citation using one of the following:
|Not registered/No sticker||$50|
|No Parking Zone||$30|
|Occupying 2 spaces||$30|
|Reuse of old citation||$50|
Fines will range from $30 to $75 per violation. Fines will be put on student accounts if the ticket is not paid or appealed within 10 days of the date on the ticket. Security will run plates on any car without a parking permit, in order to determine the owner of the car. An additional $10 will be assessed to cover the costs. For further information, please refer to Campus Security at 817/531.4251 or the Campus Parking brochure which can be obtained at the Facilities Operation office.
Citations may be appealed on our website under Campus Security and Parking. The appeals will be heard by the Dean of Students or the Student Conduct Board (made of SGA members and Chaired by the Chief Justice). The student may appear before the board, or the board can try the case in absentia. Once the appeal is received, the Chief Justice will contact the student to set up the hearing date and time. The board shall notify the person making the appeal of its decision in writing. All decisions are final. The Dean of Students may rescind the privilege of parking on campus for cause. Failure to appeal or pay the citation during the allotted time period shall result in administrative action, vehicle immobilization or towing.
Pets, with the exception of household fish in properly maintained aquariums, are not allowed within University buildings at any time. This policy applies to all University buildings, including, but not limited to, office space, classrooms, residence halls, libraries, athletics, administration and storage areas, and extends to all varieties of animals or pets, with the following exceptions. The policy does not apply to:
Due to safety and health considerations, employees or students should not approach stray animals observed on campus. The City of Fort Worth Animal Control should be notified directly by calling 817/871.8877, ext. 4230. If the situation requires immediate attention, please call campus security at 817/531.4911.
The US Department of Education reiterates that FERPA (Family Educational Rights and Privacy Act) rights transfer to a student when s/he enters a postsecondary institution. Texas Wesleyan University supports this statement in regard to access to individual student academic records and will not provide record access to parents without the signature of the student. A specific form (located on the website) is available for this purpose. FERPA does allow institutions to disclose information to appropriate officials in a health or safety emergency, including parents if the emergency involves their child. Texas Wesleyan reserves the right to notify appropriate officials and parents in any situation determined to be an emergency.
For the full Student Records policy, please refer to the Course Catalog. To contact the Registrar Office, call 817.531.4414.
For the full FERPA policy, please refer to the following website: http://txwes.edu/academics/registrar/ferpa.aspx.
This set of rights and responsibilities was created and adopted by the Texas Wesleyan University Student Government Association.
Below are the essential provisions of Student Rights and Responsibilities, to which all students are entitled while enrolled at Texas Wesleyan University. It is understood by all persons concerned that the responsibilities and rights herein expressed are to be exercised within the framework of the mission of Texas Wesleyan University. If a need for clarification arises, the University Hearing Board shall be used to interpret the rights and responsibilities in accordance with University standards.
Freedom of Association
Freedom of Inquiry and Expression
Student Participation in University Government
Notes: (1) Reviewed by Deans in Fall semester, 1995 and, after substantial revision, endorsed in January, 1996 by Dean’s Council; (2) Forwarded to Dr. Reed as chair of the Faculty Council in January, 1996 with the request that it be reviewed; review pending; (3) Forward to Mr. Chris Masingill, President, SGA, August 1996; reply received and comments incorporated, October 7, 1996; endorsed by SGA; (4) Sent to Dr. DeLotto, Chairperson, Faculty Council/Faculty Assembly, October 1996; (5) Draft withdrawn from the Faculty Council; (6) Draft resubmitted with revision, March 6, 1997. (7) Revised Draft resubmitted to Faculty Council with revision, April 3, 1997. (8) Passed in principal by Faculty Council on April 9, 1997. Was sent to joint committee of Student Government, Faculty Council, and a student participant.
The University considers the student press a valuable aid in establishing and maintaining an atmosphere of free and responsible discussion. Student publications are a means of disseminating news, of bringing campus concerns to the attention of institutional authorities and of formulating an opinion on local, national and international issues.
Each publication should provide a full opportunity for students to inquire, question and exchange ideas. Content should reflect a diversity of student interests, including topics about which there may be dissent or controversy. In order to maintain the quality and integrity of the student press, the University provides reasonable financial support and adequate facilities for official publications. Administrators have delegated to a student/faculty governing body the task of clarifying the role of student publications and establishing guidelines for their operation. Guidelines published in the Student Publication Handbook outline the editorial freedom and the corollary responsibility of the student press.
The University assumes no liability for the content of any student publication and urges student journalists to recognize that with editorial control comes the responsibility to follow professional journalism standards. Editorial freedom for the publications is protected by allowing editors to develop their own editorial positions and determine news coverage.
University officials are not permitted to review copy prior to distribution for censorship purposes, nor may they remove editors or advisors because of student, faculty, administrative or public disapproval of editorial decisions. Moreover, University funding cannot be held because of editorial decisions.
All student publications must State in the masthead (staff box) or on the editorial page that opinions expressed are not necessarily those of the University, nor the student body. Students work with a management staff that provides clerical, business, advertising and production support as well as editorial advising. The professional staff has primary responsibility for maintaining journalism standards, providing sound fiscal management, recruiting and training student staff members, assisting student editors and managers in developing and improving their management techniques, and for providing evaluations and recommending improvements of staff members and publications, as well as assisting students with financial aid, support systems, internships and postgraduate employment. The Student Publications Handbook cannot be amended or changed except by a voting majority of the Student Publications Committee. As a representative of the publisher, the Student Publications Committee is generally responsible to the University community for the media under its jurisdiction. The Student Publications Committee is responsible to the President of the University and is primarily a policy-making body charged with the responsibility of developing and monitoring policies for all publications. Editors are responsible to the SPC for all content which has the final authority on behalf of the publisher (the President of the University). For more detailed information on policies and procedures, please refer to the Student Publications Handbook (contact the chair of this committee).
Please see the following page for more information about our Tobacco-Free Campus.
The purpose of this policy and procedure is to provide guidelines for the implementation of a policy on the prohibition of tobacco use on the campus of Texas Wesleyan University.
Cigarette smoking causes more than 480,000 deaths each year in the United States. This is about one in five deaths. (CDC 2014). Use of cigarettes, smokeless tobacco, cigars, pipes and other tobacco products lead to disease and death. In addition to causing direct health hazards, smoking and smokeless tobacco use contribute to institutional costs in other ways, including fire damage, cleaning and maintenance costs and costs associated with employee and student absenteeism, healthcare, and medical insurance. Therefore, this policy is designed to include all tobacco products. Because there is no safe tobacco product, the only logical action is to promote a campus that is tobacco free. It is the policy of Texas Wesleyan University to promote the health, well-being and safety of students, faculty, staff and visitors while on the campus. Tobacco use and second-hand smoke have been identified by the Surgeon General to be the cause of preventable diseases. Texas Wesleyan University encourages students, faculty and staff to support and use tobacco cessation programs. Texas Wesleyan University welcomes students of all ages through a variety of campus programs. In order to support the health and welfare of visitors of all ages the campus will be free of tobacco use and second-hand smoke.
The implementation of this policy is augmented by an education and awareness campaign that may include but not be limited to:
Signs bearing the message "Tobacco-free Campus" will be posed at each of Texas Wesleyan University vehicular and pedestrian entrances (as applicable), and each building will display a decal that states “Tobacco Free Facility”. However, tobacco-free zones apply on the grounds around all Texas Wesleyan University, whether or not signs are posted. No ashtrays or smoking shelters will be provided on campuses of Texas Wesleyan University.
The University is committed to supporting all students and employees who wish to stop using tobacco products. Assistance to students, faculty, and staff to overcome addiction to tobacco products is available through Human Resources and Student Health Services. Referrals to cessation services are encouraged.
Adherence to the policy cited above is the responsibility of all students, faculty, staff, and visitors. It is expected that all students, faculty, staff and visitors to campus comply with this policy. Members of our campus community are empowered to respectfully inform others about the policy in an ongoing effort to enhance awareness and encourage a culture of compliance. An individual who feels that there has been a violation of this procedure may invoke the following actions:
Relevant Texas Wesleyan University Policies, Procedures, and Forms
Texas Wesleyan University Policies and Community Standards and the Code of Student Conduct.
Who Should Know
Students, faculty, staff, and visitors on Texas Wesleyan University's main campus, all satellite locations, and all other locations as listed in II.D.
Texas Wesleyan University Officer(s) Responsible for Policy
Security, the Director of Human Resources, and the Vice President of Enrollment and Student Services.
Dates Approved or Amended
Effective August 20, 2014
Students shall not carry or store a weapon on University property. Weapons include but are not limited to: BB/pellet guns, paint guns, air guns, air soft guns, tasers, knives with blades over six inches, swords (including decorative), imitation or facsimile weapons, fireworks, explosive devises, martial arts weapons and includes those weapons for which the employee or student may possess a license for (e.g. a concealed handgun).
Weapons or imitation weapons, including airsoft guns, are not to be used in any game or play situations unless approved by the Dean of Students.