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Institution Wide Policies

I-1 - Drug and Alcohol Abuse Policy
I-2 - Tributes Family Members
I-4 - Planning for Rally and Homecoming Event
I-6 - Philosophy of Administration (VPs)
I-7 - Admission of Students
I-8 - Hiring New Personnel
I-9 - Notification of Departing Student
I-10 Tribute-Death of Former Employee
I-11 - Employee Farewells
I-12 - Faculty-Staff Travel Reimbursement
I-13 - Fradulent or other wrongful acts
I-14 - On Campus Burial
I-15 - Graduation Speakers
I-16 - University Endorsements
I-17 - Graduate Missionaries
I-18 - Political Activity
I-19 - Preventing and Responding to Domestic Violence, Dating Violence, Sexual Assault, and Stalking
I-20 - International Travel
I-21 - Doctrinal Interviews
I-22 - Substantive Change
I-23 - Conflict of Interest
I-24 - Nepotism


 

Mid-Atlantic Christian University - Institutional Policy #1

SUBJECT: Drug and Alcohol Abuse Policy

DATE: Historic
REVISED:
NEXT SCHEDULED REVIEW: This policy will be reviewed in February of odd numbered years. (February 2015)

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Mid-Atlantic Christian University
Authorized by: President
Issued by:  Board of Trustees

I.  Purpose

Mid-Atlantic Christian University is dedicated to the pursuit and training of exceptional Christian leaders and, as such, expects all members of the University community to abide by the following standards regarding use of drugs and alcohol.

II. Policy:

Mid-Atlantic Christian University is dedicated to providing a campus environment free of the illegal and or abusive use of alcohol and/or drugs. The illegal and/or abusive use of drugs and/or alcohol by members of the campus community jeopardizes the safety of the individual and undermines Christian values and the academic process. In keeping with this commitment, it is the policy of the University that the illegal and/or abusive use of drugs or alcohol is prohibited on University property or as part of University activities. This policy is consistent with the policy statements regarding alcohol and drug enforcement, which were required by the Drug-Free Schools and Communities Act Amendments of 1989 and are reviewed on a biennial basis.

Faculty, staff, and students must maintain the highest standards of Christian, personal, and professional conduct. Distribution, sale, administration, and possession of controlled and dangerous substances, related drug paraphernalia, and the unlawful use of alcohol on University property or any University sponsored activity is strictly prohibited.

The Department of Police and Public Safety will strictly enforce this policy with respect to controlled, illegal, and dangerous substances. Any person found to be in violation of policies addressing the distribution, sale, administration, and/or possession of controlled, illegal and dangerous substances, on or off campus, will be subjected to suspension, expulsion, or termination of employment, as appropriate.

Those students found to be in violation of policies addressing alcohol on campus will be referred for disciplinary action which may include suspension and/or expulsion from the University. Employees found in violation of this policy will be referred for appropriate disciplinary action under the rules governing discipline.

Mid-Atlantic reserves the right to do random drug testing at any time for any reason.

The MACU Student Life Policy Statement for a Drug-Free Campus can be found at:

http://www.macuniversity.edu/student-life/student-services/safety-and-security

This link is distributed to students at the beginning of each academic year.

III. Procedures

 Drug and Alcohol Abuse Education Program

Consistent with her educational mission, the University also assists its members in finding alternatives to alcoholic beverages by promoting social interactions and stress reduction, and it provides services and resources for community members who experience alcohol related difficulties.

Mid-Atlantic Christian University provides educational and counseling options throughout the year through a variety of venues including chapel services, lectures and counseling on alcohol and drug related issues.

These programs are made available through the following offices and any individual wishing further information or assistance should call the number listed:

  • Counseling Center - ext.  2084
  • Student Life Office - ext. 2073

IV. Published: Staff Handbook, Faculty Handbooks, Student Handbook

V.  Reason for Revision:

VI. Appendices: None

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Mid-Atlantic Christian University - Institutional Policy #2

SUBJECT: Tributes at death of family member

DATE: October 12, 1994
REVISED
NEXT SCHEDULED REVIEW: February of even-numbered years, February, 2016

APPROVED BY BOARD OF TRUSTEES: May 9, 2014

Policy for: Mid-Atlantic Christian University
Procedure for: Vice Presidents
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To show honor and respect to employees who have suffered the loss of a family member.

II. Policy

In the event of a death in the immediate family of a staff or faculty member, the head of the member's administrative division is to send an appropriate tribute.

Definition:
Immediate family is defined as the following:

Children of the employee
Parents and mother- or father-in-law of the employee
Siblings of the employee
Spouse of the employee
(These definitions include adopted, half-, and step- members.)

III. Procedure

A.  To prevent any misunderstanding, a list of personnel and the responsible administrator follows. The list is not all-inclusive; any direct report

President:Members of Leadership Team, president's secretary, director of Mid-Atlantic Foundation.

  • VPSS:  Campus ministers, resident hall directors, student life director, athletics, admissions administrator, admissions counselors, enrollment director.
  • VPIA:  Assistant VPIA, development secretary.
  • VPAA:  Registrar, AA administrative assistants, all instructors, librarians.
  • VPF:  AVPF, bldg. and grounds superintendent, maintenance and housekeeping personnel, cafeteria head, clerk/receptionist, accounts manager, financial aid administrator, and information services.

B.  A floral gift should be sent as follows:

  1. As soon as possible after the administrator hears of the death, preferably the same day.
  2. To the employee’s home, or the home where family is gathering. If the administrator deems appropriate, the gift may be sent to the funeral home.
  3. From "the MACU family" or "Your friends at MACU."
  4. Check with President's secretary for a florist.

C.  A memorial gift to the library, college, or a charity/non-profit organization may be substituted for a floral gift when explicitly requested by the employee or deemed appropriate or deemed appropriate.

  1. Such a gift should be in the same range as a floral gift: approximately $50-150.00
  2. The administrator should present a requisition for the gift to the VPF, who will return a check to the administrator. The administrator should send the check to the institution or organization with an appropriate letter.

D.  The administrator may deem it appropriate to remember deaths of the following relatives of employees by a card or note:

Grandparents
Grandchildren
Brother- or sister-in-law
Son- or daughter-in-law
Aunts or uncles

IV. Published Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #4

SUBJECT: Planning for Rally and Homecoming Event

DATE: Various times
REVISED: May, 2014
NEXT SCHEDULED REVIEW: February of odd-numbered years, February 2015

APPROVED BY BOARD OF TRUSTEES:  May 9, 2014

Policy for: Mid-Atlantic Christian University
Procedure for: VP Institutional Advancement
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To establish guidelines to prepare for and manage the annual Rally and Homecoming event.

II. Policy

The university president guides the Rally planning committee in choosing participants and remunerating according to agreed-upon formulas. 

The Rally Planning Committee meets twice each year in order to select speakers and other session participants. The Vice President for Institutional Advancement (VPIA) is responsible for making sure the committee meets.

III. Procedure

  1. The committee is made up of four or five alumni members (appointed by the president-elect of the alumni association), the university president, the Vice President for Institutional Advancement, and two other members of the faculty/staff appointed by the President upon the recommendation of the VPIA.
  2. The January meeting (two years before the Rally) is the time to select main speakers and song leader(s).
    1. The committee will select a first, second, and third choice for each main speaker and for the missionary speaker. The chair will appoint a contact person for each of these. The committee will also select the song leader(s), and the chair will appoint contact person(s).
    2. There may be times that a committee believes it should select a main speaker earlier than prescribed above. The committee has the power to select a main speaker for a future rally that is beyond the scope of its assignment.
  3.  At the following September meeting, the committee will:
    1. Make sure that the speakers and song leaders for two years hence are confirmed. All other selections/recommendations are for the upcoming Rally.Select an alumni speaker for the Friday morning session.
    2. Select leaders for the opening, closing, and offering prayers  Typically a list of alumni who had some role in previous rallies is brought to the meeting as well as a list of male graduates of applicable years.
      1. Preference should be given to those people not on program before or not on for a long time.
      2. Blend vocational and avocational workers.
      3. Should be actively involved in local Church of Christ/Christian Church.
      4. If married, solid marriage.
    3. Make suggestions as to special music. These people will then be contacted. Variety is desirable in the size of groups as well as the style of music. Larger groups bring more people, which helps attendance.
  4.  The alumni association president-elect should inform alumni members of upcoming meetings. The university assistant to the president should remind faculty/staff members.
  5. Meetings begin at 1 p.m. on the university campus. The dates are always listed on the university calendar.
  6. The chair should prepare an agenda sheet for distribution at meetings (or send along with the notification of the meeting date). A printed agenda speeds the process and keeps the committee focused on the business for that meeting. (If the agenda is sent at notification time, members may be encouraged to come to the meeting with written suggestions for various participants.
  7. Prayers to be included:
  8. Offering prayers:
    • Worded by ministers, including youth ministers, who have moved into the area relatively recently.
    •  Other prayers (invocations and benedictions):
      • Worded by graduates from classes 5 years away from those being honored; if not enough individuals are available in these classes, go to the years immediately before the fifth year.
  9. Remuneration for speakers and worship leaders.
  •  
    • There is no remuneration (including travel) for staff.
    • For others, the remuneration schedule is as follows:
      • $200 per session plus mileage at IRS standard mileage rate or plane fare.
      • Housing and meals will be provided if needed.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #6

SUBJECT: Philosophy of administration: vice presidents

DATE: November 15, 1994
REVISED: July 25, 1999
NEXT SCHEDULED REVIEW: February every fifth year, February 2015.

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: President
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

II. Policy

The Staff Handbook clearly states the philosophy of administration of Mid-Atlantic Christian University with regard to administrative divisions and the vice presidents of these divisions.

III. Procedure

The VP Finance will publish the Staff Handbook, updated at least every 2 years, or more frequently as needed or directed by the president of the university.

IV. Published: Staff Handbook

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #7

SUBJECT: General Admission of students

DATE: September 23, 1997
REVISED: August 2010
NEXT SCHEDULED REVIEW: Spring of odd-numbered years. Spring 2015

APPROVED BY BOARD OF TRUSTEES:   October 18, 2013

Policy for: All divisions of Mid-Atlantic Christian University
Procedure for: All divisions of Mid-Atlantic Christian University
Authorized by: Chair of the Board of Trustees
Issued by: Board of Trustees

I. Purpose

To establish the general admission policy of Mid-Atlantic Christian University.

II. Policy

1. The university endeavors to recruit a student body of up to 500 or more from a diversity of backgrounds. While recruitment is global at heart, the primary focus of Mid-Atlantic’s recruitment will be within the Restoration Movement (Christian Churches/Churches of Christ) from the eastern United States (Carolina to Maine). In its recruitment, the university is open to all persons who meet the criteria for admission.

2. Degree-seeking students will be admitted whose educational goals are consistent with the educational purposes of the university and who meet the requirements stated below. The individual must:

a. Be a high school graduate or the equivalent

b. Declare Christian faith and be earnestly seeking God’s will or be seeking a Christian faith-based education

c. Express a desire to be involved in Christian or community service

d. Meet or exceed the academic and character requirements specified by the faculty and leadership team, clearly publicized in the catalog, the Student Handbook, and other university publications.

e. Agree to abide by all requirements and guidelines specified by the faculty and leadership team, clearly publicized in the catalog, the Student Handbook, and other university publications

III. Procedure

The policy is administered by faculty through the Application Review Committee and supervised by the Vice President for Student Services.
The Board of Trustees will review this policy biennially in the spring of odd-numbered years and make any needed changes.

Adopted: 9/23/97
Review: Board of Trustees in May of odd-numbered years
Last revision: 8/10
Last review: 5/11, 5/13
Next review: 5/15
Published: Policy Manual

III. Published: Policy Manual

IV. Reason for Revision

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Mid-Atlantic Christian University - Institutional Policy 8

SUBJECT: Hiring new personnel

DATE: September 23, 1997
REVISED: August 2010
NEXT SCHEDULED REVIEW: February of odd-numbered years. February 2015

APPROVED BY BOARD OF TRUSTEES: October 18, 2013

Policy for:
Procedure for:
Authorized by: President
Issued by: Board of Trustees

I. Purpose

To provide guidelines for hiring new employees.

II. Policy

All decisions for hiring new personnel will be made by the Leadership Team. The Bylaws state “Every member of the Board of Trustees, Administrative Officers, full-time Faculty, and all Faculty who teach in the Department of Biblical Studies shall be a member in good standing of the free and autonomous Churches of Christ and Christian Churches.” They and all other employees must “reaffirm annually, in writing, his belief without mental reservation or private interpretation” in the university’s Statement of Faith (Article V).

Two policies address special exemptions to this policy. One is Board of Trustee Policy #7 Limited Exemption for University Bylaws Article V, which concerns special exemption for ROTC personnel when certain criteria are met. The other is Board of Trustee Policy #9 Waiver Process for Bylaws Article V. Section 4 of Article V permits the administrative team to waive the aforementioned requirement for full-time faculty members only when circumstances and procedures as spelled out in BT-9 are met and followed.

III. Procedure

  1. A vacancy must exist or the Leadership Team must budget a new position before anyone can be hired for a position at MACU.
  2. Those being considered for full-time faculty members will be interviewed by the Leadership Team and the Academic Cabinet. Those being considered for vice presidency or for resident hall directors will be interviewed by the Leadership Team.
  3. Names for all remaining positions must be brought before the Leadership Team by the president or appropriate vice president.
  4. All newly hired personnel will have a session with the Vice President for Finance that will include a printout of the salary package plus answer any other questions about pay, insurance, moving expenses, and the local economy.
  5. Where possible, the person's spouse should be in the interview mentioned in number B above. Travel expenses for both will be covered by MACU.
  6. Candidates for the following positions will have doctrinal interviews with the chair of the Bible department: president, vice presidents, faculty, assistant vice presidents, resident hall directors, admissions counselors, and any other position whom the vice president of that area deems appropriate. The vice president in charge of the area will request the Bible chair to conduct the interview before the candidate is invited to campus for an interview. The Bible chair will give a written report of the interview to the appropriate vice president, who will then keep this report with the personnel file.
  7. Part of the interview process for teaching faculty, the candidate should be interviewed by the Bible department faculty members.
  8. All candidates will also submit to a criminal background report, credit report, and drug screening.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #9

SUBJECT: Informing Faculty/Staff of departing students

DATE: November 1998
REVISED: March 2010
NEXT SCHEDULED REVIEW: February of even­-numbered years, February 2016

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: VP Academic Affairs, VP Student Services, Registrar
Procedure for: VP Academic Affairs, VP Student Services, Registrar
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To establish protocol for informing faculty and staff when a student is no longer enrolled.

II. Policy

It is the responsibility of the Vice President for Student Services to inform faculty and staff concerning the departure of students for disciplinary reasons, the responsibility of the Vice President for Academic Affairs to inform faculty and staff concerning the departure of students for academic reasons, and the responsibility of the Registrar to inform faculty and staff concerning the departure of students for personal reasons. Faculty and staff will be informed of said action by the appropriate person within 24 hours of the administrator's knowledge of the action.

III. Procedure

  1. Generally speaking, academic decisions are made at semester breaks and usually more than one student is affected. The note informing faculty and staff of the departure can simply say, "The following students have been suspended from MACU for academic reasons."
  2. Disciplinary decisions are made in Disciplinary Committee meetings. The note can simply say, "______ has withdrawn from MACU for disciplinary reasons."
  3. Students who withdraw for personal reasons usually fill out a form at the Registrar's office; when this form is filled out, a note to the faculty and staff can state, "______ has withdrawn from MACU for personal reasons."
  4. Faculty and staff shall receive the news (via email, note, or other appropriate medium) within 24 hours of the Disciplinary Committee meeting, the notification to the student of his suspension for academic reasons, or, in the case of withdrawal for personal reasons, the filling out of the withdrawal form.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #10

SUBJECT: Tributes at death of former employees

DATE: January 15, 2001
REVISED:May 2009
NEXT SCHEDULED REVIEW: February every five years, February 2018

APPROVED BY BOARD OF TRUSTEES:  May 9, 2014

Policy for: President
Procedure for: President
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To pay respect to those who have served at the university.

II. Policy

In the event of a death of a former employee (who worked for at least 1 year within the last 10 years), the president's office will send an appropriate floral tribute.  Others can be identified at the President’s discretion.

Definition:
For this policy, employee is defined as the following: Anyone who has ever worked here and drawn a salary from the university or anyone who has volunteered his services and was considered a staff member or faculty member.

III. Procedure

  1. All other administrators are urged to let the president's office know at once if they learn of such deaths.
  2. The floral gift should be sent as follows:
    1. As soon as possible after the president hears of the death, preferably the same day.
    2. To the home of the deceased, or the home where family is gathering. If the administrator deems appropriate, the gift may be sent to the funeral home.
    3. From "the MACU family" or "Your friends at MACU."
  3. If the president's office does not learn of the death soon enough to send a floral tribute in a timely manner, a choice should then be made whether to send a late floral tribute or a gift to the MACU Foundation or some other appropriate nonprofit organization.
    1. If a gift to the Foundation is decided, such a gift should be in the same range as a floral gift: approximately $50 to $150.
    2. The president should present a requisition for the gift to the VPF, who will return a check to the administrator. The administrator should send the check to the institution.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #11

SUBJECT: Farewell to departing employees

DATE: April 25, 2001
REVISED: May 2014
NEXT SCHEDULED REVIEW: February every five years, February 2018

APPROVED BY BOARD OF TRUSTEES:   October 18, 2013

Policy for: Administration
Procedure for: Administration
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To give honor to those who have served at the school. 

II. Policy

When an employee leaves the service of Mid-Atlantic Christian University, there will be appropriate recognition of his contributions to MACU, including a going-away event and a gift.

Definition:
For this policy, employee is defined as the following: Anyone who has ever worked here and drawn a salary from the University or anyone who has volunteered his services and was considered a staff member or faculty member.

III. Procedure

  1. The vice president or leadership team member to whom this person was primarily responsible will be responsible for planning. If the person leaving is a vice president or leadership team member, then the president will be responsible. In all of these cases, the responsible party may delegate the assignment to others.
  2. An appropriate event should be planned in advance so that the honoree and members of his family can be present as well as a considerable number of the staff and faculty. The event may be held in conjunction with another event on campus, but it should be planned in such a way as not to seem an afterthought.
  3. A gift should be presented to the honoree. The suggested "rule of thumb" for buying this gift is to assign $30.00 to the first year of service and then $10.00 for each additional year.
  4. If the employee’s leaving is under less than ideal circumstances, the vice president or leadership team member, in collaboration with the president, will decide how much of this procedure should be followed.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #12

SUBJECT: Faculty/staff travel underwritten by the university

DATE: January 11, 2002
REVISED: March 2010
NEXT SCHEDULED REVIEW: February every five years, February 2018

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Mid-Atlantic Christian University
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

The purpose of this policy statement is to establish under what conditions the University will underwrite travel/attendance costs for faculty and staff.

The University encourages staff and faculty to attend conventions, seminars, and other such meetings that would enhance the attendee's service to the institution and/or the university's standing among its publics. At the same time, budgetary restraints must be considered. Thus, the following guidelines will serve to assure stewardship.

II. Policy

  1. All such travel must be covered in the annual budget and must be approved by the supervisor in charge of that area of the budget.
  2. A spouse (or other family member) may accompany the staff/faculty person approved for the trip so long as any additional expenses are covered personally.

III. Procedure

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #13

SUBJECT: Fraudulent or other wrongful acts

DATE: January 28, 2003
REVISED: February 2011
NEXT SCHEDULED REVIEW: February every five years in February. February 2016

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Administration
Authorized by: President
Issued by: Board of Trustees

I. Purpose

The university considers any acts of fraud or other wrongful acts committed by its officers, staff, or faculty to be reprehensible and, in response, will take any disciplinary or other action that the university deems appropriate.

II. Policy

This policy applies to all university employees and will be enforced without regard to past performance, position held, or length of service.

Fraud is defined as the intentional false representation or concealment of a material fact that results in the person or entity to whom the fact was represented or concealed being injured financially or otherwise. Fraud and other wrongful acts may include, but are not limited to,

  1. Forgery or alteration of a check, bank draft, or other financial document or account belonging to the university.
  2. Falsifying time sheets, expense reports, or other report documents.
  3. Misappropriation of funds, securities, supplies, or other assets.
  4. Impropriety in handling or reporting of money or financial transactions.
  5. Profiting as a result of insider knowledge of university activities.
  6. Disclosing confidential or proprietary information to outside parties.
  7. Accepting or seeking anything of material value from contractors, vendors, or persons providing services/materials to the university in violation of university’s Conflict of Interest Policy.
  8. Destruction, removal, or inappropriate use of records, furniture, fixtures, equipment and/or any similar or related irregularity.

III. Procedure

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices 

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Mid-Atlantic Christian University - Institutional Policy #14

SUBJECT: On-campus burials

DATE: Oct 18, 2013
REVISED:
NEXT SCHEDULED REVIEW: Every 5 years, May 2018

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: All divisions of Mid-Atlantic Christian University
Procedure for: All divisions of Mid-Atlantic Christian University
Authorized by: Chair of the Board of Trustees
Issued by: Board of Trustees

I. Purpose

To provide for burial of cremains.

II. Policy

Any member (or former member) of the staff, faculty, or associates who has served a minimum of twenty years may have his cremated remains buried on the campus. 

III. Procedure

 

  1. Either the person or his family may make the request to the administration.
  2. Place of burial will be decided by the family and administration.
  3. All expenses involved in the burial will be borne by the family.
  4. The decedent and family will understand, that if future changes were to require it, the remains may be moved to another location on campus.
  5. Any marker should be small and unobtrusive. It is recommended that it be no larger than 2½ feet long by 1½ feet wide by 6 inches high. And, if it is in an area that is being mowed, it should be low enough that a mower would pass over it.

IV. Published: Policy Manual

The Trustees will review this policy after five years at their May meeting.
Adopted by Trustees: 1/31/06
Last revision: 11/08
Last review: 11/08, 5/13
Next review: 5/18
Published: Policy Manual

IV. Reason for Revision

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Mid-Atlantic Christian University - Institutional Policy #15

SUBJECT: Graduation speakers

DATE: April 6, 2005
REVISED: February 2011
NEXT SCHEDULED REVIEW: February every five years in February. February 2016

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Administration
Authorized by: President
Issued by: Board of Trustees

I. Purpose

To establish protocol for inviting a speaker for the graduation ceremony.

II. Policy

The commencement speaker will be selected by the Leadership Team, invited by the Office of the President, and underwritten by the university.

III. Procedure

TThe President will select and invite the speaker for commencement. The university will underwrite the speaker’s expenses and honorarium.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #16

SUBJECT: University Endorsements

DATE: November 21, 2005
REVISED: May 2014
NEXT SCHEDULED REVIEW: February every five years, February 2018

APPROVED BY BOARD OF TRUSTEES: October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for:
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To establish how the University grants endorsements.

II. Policy

University endorsement of a book, program, or individual requires specific approval of the President and will be an infrequent occurrence. 

In order for Mid-Atlantic Christian University to officially endorse to the general public a book for purchase, the book must be

  1. Written by a faculty or staff member; and
  2. Recommended by a majority of the voting faculty.

Before a program or individual (such as a training, counseling, financial planning program, or speaker) is considered by the President it must be recommended by a majority of the Leadership Team.

III. Procedure

Any employee or student may suggest a book, program, or individual as a candidate for endorsement by presenting the suggestion to a faculty or staff member from the relevant department.  The suggesting person has the responsibility to prepare any supporting research or presentation information needed.  That faculty or staff member will then raise the suggestion to the relevant VP.  If the VP determines the item deserves University endorsement then the VP will present it to the Leadership Team for their consideration.

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #17

SUBJECT: Graduate Missionaries

DATE: May 18, 2006
REVISED: February 2013
NEXT SCHEDULED REVIEW: February every five years, February 2018

APPROVED BY BOARD OF TRUSTEES: October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: President, VP Institutional Advancement, Cross-Cultural Studies Chair
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

Mid-Atlantic Christian University desires to honor those graduates who have given their lives in cross-cultural service in other countries so they may inspire others into full-time missionary service.

II. Policy

Mid-Atlantic Christian University will give special recognition to graduates serving as cross-cultural ministers in other countries.
“Missionaries” described in this policy are “those who are actually living on a foreign field and those who have lived on a foreign field but now live in the USA while working full-time in foreign ministry.” Variances are also allowed for those graduates who reside in the USA but whose full-time work involves significant cross-cultural service in other countries.
Graduate missionaries are recognized/honored in a number of ways, among them:

a. Pictures on the wall in the Wallace-Eakes Center for Missions and Cross-Cultural Studies

b. Flags of country of service placed at Morrisette Gazebo, over Chesson Gymnasium stage, at graduation ceremony

c. Listing in alumni rally program booklet

One must be a graduate to be recognized.

a. Those persons who have been awarded a certificate or a two-year or four-year degree by Mid-Atlantic Christian University will be recognized.

b. Exceptions are made for spouses of graduates (e.g., Indu Lall, Sherrie Hostetter)

c. Non-graduates can be recognized if determined appropriate by Cross-Cultural professor, Vice President for Institutional Advancement, and President.

III. Procedure

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #18

SUBJECT: Policy on political activity

DATE: January 2008
REVISED: January 2008
NEXT SCHEDULED REVIEW: February every three years, February 2017

APPROVED BY BOARD OF TRUSTEES: October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for:
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

To clarify 1) that the university as an institution may not campaign for or against any candidate for public office and 2) that while employees may engage in political activities, such activities must be conducted entirely on the employee’s own time and to clarify

II. Policy

The university holds a federal income tax exemption under section 501(c)(3) of the Internal Revenue Code of 1986, as amended (Code). As an organization with this exemption, the university is prohibited from:

  1. directly or indirectly participating in, or intervening in (including the publishing or distribution of statements), any political campaign on behalf of (or in opposition to) any candidate for public office; and
  2. devoting any substantial part of its activities to the carrying on of propaganda, or otherwise attempting to influence legislation (except as otherwise provided by federal laws or regulations).

The university strictly prohibits any employee from engaging in any activity that would cause the university to violate any of these restrictions. These restrictions in no way prohibit an employee’s individual political activities, as opposed to political activities on behalf of the university. However, any such individual political activities must be conducted entirely on the employee’s own time. University resources (for example, facilities, telephones, copiers, materials, or personnel time) may not be used in connection with those individual political activities.

III. Procedure

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #19

SUBJECT:  PREVENTING and RESPONDING to DOMESTIC VIOLENCE, DATING VIOLENCE, SEXUAL ASSAULT, and STALKING 

DATE: December 2013 
REVISED: October 10, 2014
NEXT SCHEDULED REVIEW
APPROVED BY BOARD OF TRUSTEES: December 2014

Policy for: All Mid-Atlantic Christian University staff, faculty and students
Procedure for: All Mid-Atlantic Christian University staff, faculty and students
Authorized by: Vice President for Student Services
Issued by: Board of Trustees

I. Purpose

The purpose of this policy is to address the public well-being of Mid-Atlantic Christian University’s (“MACU” or the “University”) students, staff, and faculty and to comply with the requirements of applicable state and federal laws including section 485(f) of the Higher Education Act of 2008, the Violence Against Women Reauthorization Act of 2013,  the Campus SaVE Act, and Title IX of the Education Amendments of 1972, 20 U.S.C. section 1681 et seq.

II. Policy

The University will not tolerate domestic violence, dating violence, sexual assault, or stalking. Offenders may be subject to appropriate University judiciary action and/or criminal proceedings. Sexual violence is a form of sexual harassment, and services are available to students, faculty, and staff who experience sexual violence, domestic violence, dating violence, and instances of stalking. The University utilizes procedures that provide prompt, fair, and impartial investigation and resolution in cases involving allegations of domestic violence, dating violence, sexual assault, or stalking. Officials who receive specific annual training carry out these procedures.

In situations of alleged domestic violence, dating violence, sexual assault, or stalking, the University is committed to providing crisis intervention measures for students, faculty, and staff, as well as appropriate administrative response for the complainant and respondent; referring individuals to criminal investigative, counseling, or prosecuting authorities; and educating and promoting discussion on interpersonal abuse and violence issues. The University’s process does not obviate adjudication under state law or federal law.

The University prohibits retaliation by its officers, employees, students, or agents against a person who exercises his or her rights or responsibilities under any provision of federal or state law, including Title IX and the Campus SaVE Act, or this policy.

III. Procedure

PROVIDING INFORMATION

The University continually reviews and modifies its physical surroundings to enhance security and safety, such as campus lighting, locking procedures, signage, etc. For additional safety information, contact the University maintenance department. 

The University provides all incoming students and new employees with a description of the annual security reports, ongoing prevention and awareness campaigns, and primary prevention and awareness programs.  This training includes, but is not limited to:

  • A statement that the institution prohibits the offences of dating violence, domestic violence, sexual assault, and stalking (reading of the policy statement)
  • Definitions of the following, as provided in this policy:
    • Dating violence
    • Domestic violence
    • Sexual Assault
    • Stalking
    • Consent
  • Active bystander guidelines and procedures
  • Information on risk reduction
  • Information on institutional policies and procedures regarding the events after an allegation of dating violence, domestic violence, sexual assault, or stalking has been made or a sexual offense occurs
  • Such other information as is contained in this policy.

DISCLOSURE AND PUBLICATION OF CRIME AND SAFETY STATISTICS

The University maintains statistics about the number of incidents of dating violence, domestic violence, sexual assault, and stalking that meet the definitions of those terms.

These statistics and the list of people to whom a crime may be reported appear online at: http://www.macuniversity.edu/student-life/student-services/safety-and-security. Neither safety awareness alerts nor campus crime statistics contain specific victim-identifying information. Honoring the confidentiality of judiciary proceedings and their outcomes is the responsibility of the accused, the victim, the institution, and all others participating in or privy to those proceedings. Unless disclosure is authorized by law, failure to respect the confidentiality of the proceedings and their outcomes may result in judiciary consequences within the University, as well as potential civil liability.

ONGOING PREVENTION AND AWARENESS CAMPAIGNS AND PRIMARY PREVENTION PROGRAMS

The University makes every attempt to foster an environment of safety and security.  To achieve this, the University conducts ongoing prevention and awareness campaigns and primary prevention programs that address all aspects of domestic violence, dating violence, sexual assault, and stalking, including rape and acquaintance rape. These ongoing campaigns include the information identified in the section entitled “PROVIDING INFORMATION”, above.  The University imposes these campaigns and programs on all University faculty, staff, and students.

These campaigns and programs include, but are not limited to, the provision of information regarding:

  • Safety precautions and prevention
  • Crisis management
  • Reporting
  • Medical and counseling services
  • MACU judiciary procedures
  • This policy

First-year students are required to participate in Violence Against Women Training Session, a Title IX education program by Mid-Atlantic Christian University that combines sexual assault and substance abuse prevention in a comprehensive training program.

For additional information about University educational programs concerning domestic violence, dating violence, sexual assault, and stalking, contacts the appropriate Title IX Coordinator.

HOW TO BE AN ACTIVE BYSTANDER

The University recognizes that everyone is a bystander at some time. Bystanders play a crucial role in the prevention and avoidance of sexual violence, domestic violence, dating violence, instances of stalking, and other types of unacceptable behavior.  The University is committed to fostering a campus environment of accountability where campus community members are actively engaged in the prevention of violence and mitigation of further harm.

Active bystanders witness these conditions, behaviors, and situations and make the choice to intervene or speak up about the situation.  Active bystanders are the largest and first line of defense in eliminating violence or misconduct on the University campus.

What to do as an active bystander is not always clear.  To alleviate and add clarity to potential actions by active bystanders, the University provides the following guidelines.   This list is by no means complete. 

  1. If there is an apparent, immediate danger, dial 9-1-1 immediately.
  2. Be actively aware of your surroundings and your fellow campus community members.  If someone appears to be in trouble or needs help, ask if they need assistance.
  3. Speak out (diffuse the situation immediately or report to University authorities) when you hear someone talking about trying to take advantage of another person.
  4. Confront and report anyone who tries to take advantage of an incapacitated person.
  5. Believe someone who reports sexual assault, abusive behavior, or experience with stalking.
  6. Refer people to on or off campus resources listed in this document for support in health, counseling, or legal assistance.

 (Bystander intervention strategies adapted from Stanford University, University of North Dakota, and the Massachusetts Institute of Technology) 

RISK REDUCTION

Risk reduction is not a tool that shifts the responsibility of assault or rape onto the victim—rapists are solely responsible.  However, there are strategies to reduce the risk of sexual assault, harassment, or other types of misconduct. Be aware of your surroundings. Knowing where you are and who is around you may help you to find a way to get out of a bad situation. Additionally:

  1. Avoid isolated areas and areas that lack appropriate lighting.
  2. Trust your instincts. 
  3. If at any point you feel uncomfortable or unsafe, make every attempt to remove yourself from the situation or ask for help.
  4. If you witness something suspicious immediately, contact local authorities (dial 9-1-1.)
  5. Avoid isolation with unfamiliar persons.
  6. Make sure your cell phone is sufficiently charged.
  7. Keep the gas tank filled at least halfway.
  8. Avoid walking with headphones in both ears or otherwise limiting your ability to fully be aware of your surroundings.
  9. Travel in groups.  Arrive to events in groups.  Maintain periodic contact with group members during events and leave with group members.
  10. Let others know where you are going and how to contact you.  Set up a code word that will let your friends and family know that you are in trouble.
  11. If you are in a social setting, do not leave your drink unattended.  If you have to leave your drink unattended for any length of time, dispose of the drink and order a new drink.
  12. Do not accept drinks from people that you do not know.
  13. Help your fellow community members by watching out for them.  If someone is too intoxicated, incapacitated, or otherwise acting out of character, get him or her to a safe place.  If necessary, contact campus and local authorities.
  14. If you suspect that someone has been drugged or otherwise intentionally incapacitated, contact law enforcement immediately (dial 9-1-1.)

Sometimes you will find yourself in a situation that is uncomfortable or unsafe. Being in an unsafe or uncomfortable situation is not your fault.  If you find yourself in one of these situations, try some of the following:

  1. Only do things you are comfortable and okay with doing. 
  2. Avoid pressure from other individuals to engage in activities.
  3. Say “No” or “I don’t want to.”
  4. Make every attempt to escape the situation even if it means fabricating an excuse.
  5. If you and/or the other person have been drinking, you can say that you would rather wait until you both have your full judgment before doing anything you may regret later.
  6. Try to think of an escape route. How would you try to get out of the room? Where are the doors? Windows? Are there people around who might be able to help you? Is there an emergency phone nearby?

PROCEDURES FOLLOWING THE OCCURRENCE OF AN OFFENSE, INCLUDING REPORTING

A guiding principle following the occurrence of a sex offense, domestic violence, dating violence, sexual assault, and stalking is to avoid possible re-victimizing by engaging in a plan of action. It is recommended that the victim consider each of the following:

  1. Get to a safe place.
  2. Avoid the destruction of evidence. Showering, bathing, douching, changing clothes, or cleaning up in any way can destroy crucial evidence.
  3. Preserve evidence in marked paper bags.
  4. Preserve copies of digital evidence like emails, text messages, chat logs and voice mails.
  5. Get medical treatment.  Be forthcoming about the event so that the medical examiner can give the appropriate and necessary treatment to assess your condition and preserve evidence
  6. Pursue counseling from University Counseling Services or an outside counseling agency.
  7. File a police report.
  8. Report the incident or experience to campus authorities—the Title IX coordinator, Vice President for Student Services, and the Student Life Administrator.
  9. Make an anonymous report to law enforcement.  See the section on Alternatives to Immediately Filing a Police Report for complete information.
  10. Opt to not notify authorities.
  11. Obtain protective orders.

A student or employee who reports to the University that the student or employee has been a victim of domestic violence, dating violence, sexual assault, or stalking, whether the offense occurred on or off campus, shall be provided with a written explanation of the student’s or employee's rights and options, as described or referenced herein.

FILING A POLICE REPORT

A report to the police can empower the complainant by exercising her/his legal rights and can aid in the protection of others. University staff will encourage the complainant to file a police report and will assist the complainant in notifying the police, if requested. The police should then advise the complainant of the legal process.  The police can be contacted by dialing 9-1-1 or by calling 252-335-4321.  The Elizabeth Police Department (“ECPD”) is located at 302 East Colonial Avenue, Elizabeth City, NC 27909.

  1. On-campus investigation is typically conducted by MACU and law enforcement personnel. Responsibilities of the ECPD include:
    1. Attending to the immediate needs of the victim, including personal safety and prompt medical care
    2. When appropriate, broadcasting a description of the offender
  2. Off-campus cases are usually investigated by the Elizabeth City Police Department or another law enforcement agency. When an investigation or legal proceeding occurs off-campus, services are still available through the University.

Immediately filing a police report is encouraged and recommended.  Filing a police report is not analogous with filing charges against an accused.  Charges may or may not be filled.  However, the immediate filing of a police report may improve the collection of evidence and may improve the adjudication process.  Pursuing charges is at the discretion of the applicable state judicial or legal authority.   Reporting an incident does not obligate a person to press charges, but gives the complainant the option of seeking a judicial no-contact, restraining and protective order.

ALTERNATIVES TO IMMEDIATELY FILING A POLICE REPORT

While the University strongly encourages the filing of a police report, other alternatives exist, such as:

  1. Report the crime at a later time/day.
  2. Make a complaint to a University official or the appropriate Title IX Coordinator, who, if desired by the victim, can assist the victim in notifying law enforcement authorities. Regardless of whether a report is filed with the University, any filed police reports will go through the judiciary and review process at MACU.
  3. Make an anonymous report to the police (a report that notifies the police that a domestic violence, dating violence, sexual assault, or stalking incident has occurred, but gives no names or identification).  Elizabeth City Police Department operates and anonymous CRIMELINE - (252) 335-5555
  4. Contact the appropriate Title IX Coordinator for more information concerning the administrative process. Students may reference the University judiciary process outlined in this policy or in the Student Handbook. Faculty and staff should consult the Staff Handbook and the Faculty Handbook.
  5. Opt not to notify authorities.

If the complainant does not choose to file a police report, an official complaint may still be filed with the University. Complaints will be referred to law enforcement agencies if appropriate.

ONGOING CARE

Students may seek assistance at any time from the University Counseling Services (“UCS”) at no additional charge. Referrals may be made upon request for relatives, partners, and friends of either the complainant or respondent to various support agencies.  The USC may, or direct victims to others who may, provide assistance in areas such as in changing academic, living, transportation, and working situations, if so requested by the victim and if such accommodations are reasonably available, regardless of whether the victim chooses to report the crime to campus police or local law enforcement.

Students may seek assistance from local medical services. Post-assault medical care includes testing and treating for sexually transmitted diseases (STDs).

At any time, students may contact a Student Life Representative who is trained to respond to sexual assault emergencies. A student may contact this representative even if he or she has not decided yet whether to report the sexual assault to the police. The Student Life Representative is available to answer any general or personal questions related to sexual assault and can help with:

  • Finding emotional support
  • Getting medical care
  • Reporting the crime to the police
  • Preserving evidence, and, if desired by the complainant, pressing charges
  • Adjusting living arrangements
  • Managing academic obligations
  • Getting counseling
  • Referring to outside sources

Employees and students may seek assistance at any time from any medical facility. 

ON-CAMPUS INVESTIGATION AND ADJUDICATION

MACU’s response to domestic violence, dating violence, sexual assault, or stalking reports may involve a number of individuals and agencies (e.g., Title IX Coordinator, Student Life Administrator, Police). In addition, for cases involving campus community members, there is a timely, campus-based investigation which is private and protects individual rights and process. The complainant is presented with options about how s/he may pursue the complaint.

The appropriate University judiciary avenue is determined by the status of the person accused of sexual assault. Anyone to whom this policy applies may choose to bring forward a complaint within the University instead of, or in addition to, seeking redress outside the institution in the legal system.

Someone with a complaint of sexual assault may also opt to pursue his or her case via the legal system without engaging the University’s judiciary process, although, in the interest of community safety, the University may be obliged to investigate and/or prosecute an alleged sexual assault through internal judiciary procedures.

The University does not impose a time limit after which the University will not consider formal complaints of sexual assault. However, a timely judiciary process can take advantage of the most recent recollections and evidence and can facilitate more prompt resolution to what is often a traumatic and painful situation for the victim.

If the accused is an employee, the complaint should be addressed to the Vice President of Finance (employee Title IX Coordinator), who oversees Mid-Atlantic Christian University’s Human Resources policies.

In each of the venues, the University is committed to initiating a prompt and thorough investigation. Such an investigation may occur alongside, rather than in lieu of, an independent law enforcement investigation.

UNFOUNDED CRIME REPORTS

In accordance with the Department of Education’s Clery Reporting Handbook, unfounded crimes are crimes that are reported and investigated by sworn law enforcement and found to be false or baseless.  Only sworn or commissioned law enforcement personnel may determine a crime to be unfounded.

The recovery of stolen property, the low value of stolen property, the refusal of the victim to cooperate with the prosecution or the failure to make an arrest does not make an actual offense “unfounded”. In addition, the findings of a coroner, court, jury or prosecutor do not make actual offenses or attempted offenses “unfounded” when law enforcement investigations determine that those offenses or attempted offenses actually occurred.

Statistics regarding the reporting of offenses that are found to be unfounded are reported to the Department of Education along with other required crime statistics.  Statistics regarding the reporting of offenses that are found to be unfounded are also disclosed in the annual security report.

Crimes statistics that are disclosed but later found to be “unfounded” a subsequent year by sworn law enforcement are revised 

PROCEDURES FOR UNIVERSITY DISCIPLINARY ACTIONS

Proceedings for University disciplinary actions shall (a) provide a prompt, fair, and impartial investigation and resolution; and (b) be conducted by officials who receive annual training on the issues related to domestic violence, dating violence, sexual assault, and stalking and how to conduct an investigation and hearing process that protects the safety of victims and promotes accountability.

For Students – The Student Handbook describes the judiciary process that follows a violation of this policy, other university policies, and the Student Handbook. If the accused is a student, a complaint is addressed within the procedures for student discipline described in the Student Handbook. The complaint should be addressed to the Title IX Coordinator for students.

The University Judiciary Committee oversees the MACU judiciary process for students’ complaints and allegations of dating violence, domestic violence, sexual assault, or stalking.  The Judiciary Committee is made up of no less than seven (7) officials, all of whom have appropriate training to deal with allegations of dating violence, domestic violence, sexual assault, or stalking, including:

  • Vice President for Student Services (Chair)
  • A selection of faculty and staff
  • University counselor

Complainants and respondents have the right to have an advisor of their choice present throughout the entirety of the judiciary process.  The complainant, respondent, and their advisors are given equal access to information concerning the allegation.

During the hearing(s):

  • The complainant and respondent have equal opportunities to have others present, including an advisor of their choice
    • If both the Respondent and Complainant are required to attend the same hearing then a minimum of 24 hours of notice will be given.
  • The University Judiciary Committee shall examine relevant evidence
  • The University Judiciary Committee may interview witnesses, when appropriate
  • The University Judiciary Committee may hear testimony from the complainant and the respondent, if the complainant and respondent testify
  • The University Judiciary Committee shall render judgment by majority rule (see section on Sanctions for complete information)
  • The University Judiciary Committee shall deliver notice of judgment to the complainant and respondent simultaneously, in writing
  • The University Judiciary Committee may report criminal issues to law enforcement
  • The University Judiciary Committee shall notify the respondent’s parents or guardian of the judgment if the respondent is single and under the age of 23.

If a respondent refuses to appear before the Judiciary Committee, the Committee will render a judgment in absence of the respondent.

The standard of proof that exists for university judiciary proceedings is preponderance of evidence  (i.e., more likely than not the event(s) occurred). A student’s privacy concerns are weighed against the needs of MACU to respond to certain incidents and crimes. To the greatest extent possible, all reports will remain private. However, information may be shared with appropriate departments and agencies under a need-to-know basis when it pertains to investigative needs and safety concerns of the university community.  In accordance with VAWA, these necessary disclosures do not violate section 444 of the General Education Provisions Act (20 U.S.C. 1232g), commonly known as the Family Educational Rights and Privacy Act of 1974 (FERPA).

Following University disciplinary action in cases of alleged domestic violence, dating violence, sexual assault, or stalking, both the accuser and the accused shall be simultaneously informed, in writing, of: (a) the outcome of any University disciplinary proceeding that arises from an allegation of domestic violence, dating violence, sexual assault, or stalking; (b) the University’s procedures for the accused and the victim to appeal the results of the institutional disciplinary proceeding; (c) any change to the results that occurs prior to the time that such results become final; and (d) when such results become final.

The entirety of the student judiciary process is detailed in the Student Handbook.

For Faculty and Staff - If a faculty or staff member is involved as the complainant or respondent:

  1. All incidents are to be reported to the appropriate Title IX Coordinator
  2. The Title IX Coordinator will refer the incident to the Employee Judiciary Committee in cases alleging Sex Discrimination, Sexual Harassment, Sexual Violence, Domestic Violence, Dating Violence and Stalking.

The University Judiciary Committee oversees the MACU judiciary process for students’ complaints and allegations of dating violence, domestic violence, sexual assault, or stalking.  The Judiciary Committee is made up of no less than seven (7) officials, all of whom have appropriate training to deal with allegations of dating violence, domestic violence, sexual assault, or stalking, including:

  • Vice President for Student Services (Chair)
  • A selection of faculty and staff
  • University counselor

Complainants and Respondents have the right to have an advisor of their choice present throughout the entirety of the judiciary process.  The complainant, respondent, and their advisors are given equal access to information concerning the allegation.

During the hearing(s):

  • The complainant and respondent have equal opportunities to have others present, including an advisor of their choice
    • If both the Respondent and Complainant are required to attend the same hearing then a minimum of 24 hours of notice will be given.
  • The University Judiciary Committee shall examine relevant evidence
  • The University Judiciary Committee may interview witnesses, when appropriate
  • The University Judiciary Committee may hear testimony from the complainant and the respondent, if the complainant and respondent testify
  • The University Judiciary Committee shall render judgment by majority rule (see section on Sanctions for complete information)
  • The University Judiciary Committee shall deliver notice of judgment to the complainant and respondent simultaneously, in writing
  • The University Judiciary Committee may report criminal issues to law enforcement

If a respondent refuses to appear before the Judiciary Committee, the Committee will render a judgment in absence of the respondent.

The standard of proof that exists for University judiciary proceedings is preponderance of evidence  (i.e., more likely than not the event(s) occurred). If a complainant requests that his or her name not be revealed to the respondent or asks MACU not to investigate or seek action against the respondent, MACU will be limited in its ability to respond fully to the incident.

Following University disciplinary action in cases of alleged domestic violence, dating violence, sexual assault, or stalking, both the accuser and the accused shall be simultaneously informed, in writing, of: (a) the outcome of any University disciplinary proceeding that arises from an allegation of domestic violence, dating violence, sexual assault, or stalking; (b) the University’s procedures for the accused and the victim to appeal the results of the institutional disciplinary proceeding; (c) any change to the results that occurs prior to the time that such results become final; and (d) when such results become final.

The entirety of the employee judiciary process is detailed in the Staff Handbook and the Faculty Handbook.

INTERIM ARRANGEMENTS AND POST-HEARING INTERVENTIONS

The University actively provides services for all parties in domestic violence, dating violence, sexual assault, and stalking cases. The University continues a coordinated response system that attends to the complainant’s and respondent’s physical and emotional well-being as well as the safety of the community.

ADMINISTRATIVE SERVICES TO ASSIST A STUDENT COMPLAINANT OR RESPONDENT

The Title IX Coordinator will assist individuals, including collaborating with Elizabeth City Police Department and other departments to provide:

  1. Referral to a counselor at the University Counseling Services, or referrals to outside provider(s).
  2. Assistance in petitioning for a protective order. The University honors orders of protection, no-contact orders, retraining orders, or similar orders issued by a criminal, civil, or tribal court. 
  3. Withdrawal from the University.
  4. An on-campus investigation and, if appropriate, initiate on-campus judiciary procedures. 
  5. Other referrals as necessary.

ADMINISTRATIVE SERVICES TO ASSIST FACULTY OR STAFF COMPLAINANT OR RESPONDENT

The Title IX Coordinator will assist faculty and staff, including collaborating with the Elizabeth City Police Department and other departments to provide:

  1. Assistance in petitioning for a protection order. The University honors orders of protection, no-contact orders, or similar orders issued by a criminal, civil, or tribal court.
  2. An on-campus investigation and, if appropriate, initiate judiciary/dismissal procedures.

Other referrals as necessary. 

SUPPORT SERVICES

The needs of someone who has been sexually assaulted vary from person to person and may vary over time. The University offers a diverse array of services and external resources, many of which may be accessed 24 hours a day, so that a person may choose what she or he would find most helpful and healing.

Albemarle Hospital: 
(252) 335-0531, 1144 N. Road Street Elizabeth City, NC (24 Hours)

The Albemarle Hospital Emergency Room follows specific policies and procedures, approved by the State in treating an individual who has been sexually assaulted. The State may pay for emergency room care for victims who have been sexually assaulted and do not have health insurance; if a victim provides health insurance information to the emergency room, the emergency room will bill the insurance company and the policyholder will be notified as usual.

  • The victim is placed in a private room.
  • Medical care is given as soon as possible.
  • By law, city police are notified, and the victim may choose to file a report.

Elizabeth City Police Department:
(252) 335-4321, 302 East Colonial Ave. Elizabeth City, NC (24 Hours)

The Elizabeth City Police Department urges anyone who has been sexually assaulted to call immediately in order to strengthen the likelihood of successful prosecution. ECPD can be contacted by dialing 9-1-1.

Responsibilities of the ECPD include:

  • Attending to the immediate needs of the victim, including personal safety and prompt medical care
  • When appropriate, broadcasting a description of the offender

Albemarle Hopeline:
(252) 338-5338

Albemarle Hopeline is a private, non-profit organization that provides comprehensive direct and preventative services to victims or family violence, sexual assault, and teen dating violence in the counties of Pasquotank, Camden, Chowan, Currituck, Perquimans, and Gates.

Albemarle Hopeline offers:

  • Emergency Shelter
  • Counseling
  • Court Advocacy
  • Crisis Response Team
  • Prevention Education
  • Information and Referrals

Student Life Department and Student Services:
(252) 334-2073, (252) 334-2043, (252) 334-2019.

At any time, students may contact a Student Life Representative who is trained to respond to sexual assault emergencies. A student may contact this representative even if he or she has not decided yet whether to report the sexual assault to the police. The Student Life Representative is available to answer any general or personal questions related to sexual assault and can help with:

  • Finding emotional support
  • Getting medical care
  • Reporting the crime to the police
  • Preserving evidence, and, if you wish, pressing charges
  • Adjusting living arrangements
  • Managing academic obligations
  • Getting counseling
  • Referring to outside sources

University Counseling Services:

(252) 334-2084 or (252) 334-2038.

MACU University Counseling Services (“UCS”) has two on campus counselors who can work with students who have gone through an experience of sexual assault or who have questions about relationships and sexuality. Consultation with a staff member is available in person during regular business hours.

SANCTIONS – The University Judiciary Committee, in search of the goal of a safe and secure campus, may impose the following sanctions following a final determination of an institutional disciplinary procedure regarding rape, acquaintance rape, domestic violence, dating violence, sexual assault, or stalking:

Students

  1. Suspension for a set amount of time.
  2. Expulsion from the University.
  3. Judiciary withdrawal from the University.
  4. No Contact Directive: A directive to refrain from any intentional contact, direct or indirect, with one or more designated persons or group(s) through any means, including personal contact, email, telephone, or through third parties.
  5. Suspension of or restrictions on access to all or to specified campus facilities, buildings, or other locations; or services; or events.
  6. Restricted access within the residence halls, restricted access to dining services, and removal and/or ban from the residence hall system for a specified period of time.
  7. Suspension of or restriction(s) on driving on or parking in campus-controlled streets, roads, and parking lots.
  8. Restitution to MACU for cleaning, replacing, or restoring some specific area or thing when loss or damage was a result of the student’s judiciary violation.
  9. Referral for a behavioral assessment, to the University Counseling Services (“UCS”), or another provider approved by UCS.
  10. Revocation of a degree if misconduct occurred before the awarding of the degree
  11. Mandated community service and/or participation in University educational programs.
  12. Mandated participation in one or more University activities, lectures or workshops, and/or other activity that employs an educational purpose and accepted pedagogy.
  13. Enhanced Sanctions for Bias-Motivated Offenses – Violators of the regulations and policies outlined in this document whose violations are motivated by bias may face more severe or enhanced sanctions. Per Congress, criminal offenses against a person or property motivated in whole or in part by an offender’s bias are hate crimes. Hate crimes motivated by bias include the intentional selection of a person against whom the violation is committed because of the race, religion, color, genetic information, gender, disability, sexual orientation, gender identity, national origin, ethnicity, age, or ancestry of that person.

The Vice President for Student Services has the final authority to recommend the suspension or expulsion of a student. 

Employees

  1. Termination of employment
  2. No Contact Directive: A directive to refrain from any intentional contact, direct or indirect, with one or more designated persons or group(s) through any means, including personal contact, email, telephone, or through third parties.
  3. Suspension of or restriction(s) on access to all or to specified University facilities, buildings, or other locations; or services; or events.
  4. Any individual who is alleged to have committed a violent act, including domestic violence, dating violence, sexual assault, or stalking upon a member of the University community, may be banned from campus and University activities.
  5. Other conditions as deemed appropriate.

PRIVACY AND RESPECT OF INFORMATION

Respecting one’s right to privacy is important to MACU. Students can be assured that when they share information with medical, police, and/or University officials, such information will be handled professionally and within the framework of each agency’s governing body privacy limitations (e.g., state law, licensing, FERPA, etc.).

University employees who have the authority to take action to redress sexual violence; who have been given the duty of reporting incidents of sexual violence or any other misconduct by students to the Vice President for Student Services or appropriate University official; or who are contacted by a student and reasonably believe that the student reasonably believes that the employee has this authority or duty, shall each report all complaints of sexual violence to the Vice President for Student Services.

A student’s privacy concerns are weighed against the needs of the University to respond to acts of harassment, including domestic violence, dating violence, sexual assault, and stalking. To the extent reasonably possible, all reports will remain private. However, information may be shared with appropriate departments and agencies under a need-to-know basis when it pertains to investigative needs and safety concerns of the University community. Third party reports will be investigated on a case-by-case basis. If a complainant requests that his or her name not be revealed to the respondent or asks the University not to investigate or seek administrative action against the respondent, MACU will be limited in its ability to respond fully to the incident.

University Counseling Service counselors, persons with professional licenses requiring confidentiality, or a person is supervised by one of the foregoing , should not report incidents of sexual violence to the Vice President for Student Services in any way that identifies a student without the student’s consent.

All information received is subject to inclusion, in statistical form, in annual MACU-published reports.   Title IX and the Campus SaVE Act include protections against retaliation. MACU officials will not only take steps to prevent retaliation but will also take strong responsive action if it occurs.

IV. Published

University Website

V. Revisions

VI. Appendicies

CONTACT INFORMATION

 

Service/Department 

Phone Number

Albermarle Hopeline

(252) 338-5338

Albermarle Hospital

(252) 335-0531

Elizabeth City Crimeline (Anonymous)

(252) 335-5555

Elizabeth City Police Department

(252) 335-4321

Emergencies

911

Student Life Department and Student Services

(252) 334-2073 (252) 334-2043

Title IX Coordinators

(252) 334-2019 - Students

(252) 334-2007 - Employees

University Counseling Services

(252) 334-2084 (252) 334-2038

Vice President for Finance

(252) 334-2007

Vice President for Student Services

(252) 334-2019

RELEVANT LEGISLATION

Legislation Link to Information

Clery Act 

http://clerycenter.org/summary-jeanne-clery-act

U.S. Department of Labor - Title IX, Education Amendments of 1972

http://www.dol.gov/oasam/regs/statutes/titleix.htm

FERPA

http://www.law.cornell.edu/uscode/text/20/1232g

SaVE Act

https://www.congress.gov/bill/112th-congress/house-bill/2016/text

Title IX

http://www2.ed.gov/about/offices/list/ocr/docs/tix_dis.html

VAWA

http://www.gpo.gov/fdsys/pkg/BILLS-113s47enr/pdf/BILLS-113s47enr.pdf

DEFINITIONS

The following state definitions are informational and are not used to classify crime statistics in the MACU Annual Security Report.

Term  Definition

Clery Act

Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act

Complainant

The individual who brings a grievance or makes the complaint.

Consent

Assent does not constitute consent, within the meaning, if:

a.It is given by a person who is legally incompetent to authorize the conduct charged to constitute the offense and such incompetence is manifest or known to the actor;

b.It is given by a person who by reason of youth, mental disease or defect, or intoxication is manifestly unable or known by the actor to be unable to make a reasonable judgment as to the nature or harmfulness of the conduct charged to constitute the offense; or

c. It is induced by force, duress, or deception.

Dating Violence

Violence by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. Whether there was such relationship will be gauged by its length, type, and frequency of interaction.

Domestic Violence

Felony or misdemeanor crime of violence committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred.

FERPA 

Section 444 of the General Education Provisions Act (20 U.S.C. 1232g), commonly known as the Family Educational Rights and Privacy Act of 1974 (“FERPA”).

Rape

 

 

 

Penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim. 

This definition includes any gender of victim or perpetrator. Sexual penetration means the penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person. This definition also includes instances in which the victim is incapable of giving consent because of temporary or permanent mental or physical incapacity (including due to the influence of drugs or alcohol) or because of age. Physical resistance is not required on the part of the victim to demonstrate lack of consent. 

Reporting agencies must classify one offense for each person raped or upon whom an assault to rape or attempt to rape has been made. Reporting agencies must classify rape or attempted rape regardless of the age of the victim. Agencies must not classify statutory rape, incest, forcible fondling, etc., as Rape.

Respondent

The individual about whom a grievance or complaint is brought.

SaVE Act

The Campus Sexual Violence Elimination Act. The SaVE Act aims to create uniform regulations, policies, and procedures for the handling of sexual misconduct on college and university campuses.  This Act is an update to the Jeanne Clery Act.

Sexual Act

Sexual contact between human beings consisting of contact between the penis and the vulva, the penis and the anus, the mouth and the penis, the mouth and the vulva, or any other portion of the human body and the penis, anus, or vulva; or the use of an object which comes in contact with the victim's anus, vulva, or penis. For the purposes of this subsection, sexual contact between the penis and the vulva, the penis and the anus, any other portion of the human body and the anus or vulva, or an object and the anus, vulva, or penis of the victim, occurs upon penetration, however slight. Emission is not required.

Sexual Contact

Any touching, whether or not through the clothing or other covering, of the sexual or other intimate parts of the person, or the penile ejaculation or ejaculate or emission of urine or feces upon any part of the person, for the purpose of arousing or satisfying sexual or aggressive desires.

Sex Offence

Any sexual act directed against another person, without the consent of the victim, including instances where the victim is incapable of giving consent.

Sexual Assault

Any sexual act directed against another person, forcibly and/or against that person’s will; or not forcibly or against the person’s will where the victim is incapable of giving consent:

  1. Forcible Rape - The carnal knowledge of a person, forcibly and/or against that person’s will; or not forcibly or against that person’s will where the victim is incapable of giving consent because of his/her temporary or permanent mental or physical incapacity (or because of his/her youth). 
  2. Forcible Sodomy - Oral or anal sexual intercourse with another person, forcibly and/or against that person’s will; or not forcibly against that person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary or permanent mental or physical incapacity.
  3. Sexual Assault With An Object - The use of an object or instrument to unlawfully penetrate, however slightly, the genital or anal opening of the body of another person, forcibly and/or against that person’s will; or not forcibly against the person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary or permanent mental or physical in capacity.
  4. Forcible Fondling - The touching of the private body parts of another person for the purpose of sexual gratification, forcibly and/or against that person’s will; or not forcibly or against that person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary mental incapacity.

Non forcible Unlawful, non-forcible sexual intercourse: 

  1. Incest - Non-forcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.
  2. Statutory Rape - Non-forcible sexual intercourse with a person who is under the statutory age of consent.
Sexual Violence Physical sexual acts perpetrated against a person’s will or where a person is incapable of giving consent (e.g. due to student’s age or use of drugs or alcohol, or because of an intellectual disability or other disability presents the student from having the capacity to give consent.) Includes:  rape, sexual assault, sexual battery, sexual abuse, and sexual coercion.

Stalking

A course of conduct directed at a specific person that would cause a reasonable person to fear for the person’s safety or the safety of others or to suffer substantial emotional distress.

According to North Carolina General Statutes § 14-277.3A a defendant is guilty of stalking if the defendant willfully on more than one occasion harasses another person without legal purpose or willfully engages in a course of conduct directed at a specific person without legal purpose and the defendant knows or should know that the harassment or the course of conduct would cause a reasonable person to do any of the following:

a) Fear for the person's safety or the safety of the person's immediate family or close personal associates.

b)Suffer substantial emotional distress by placing that person in fear of death, bodily injury, or continued harassment.

c)Classification. - A violation of this section is a Class A1 misdemeanor. A defendant convicted of a Class A1 misdemeanor under this section, who is sentenced to a community punishment, shall be placed on supervised probation in addition to any other punishment imposed by the court. A defendant who commits the offense of stalking after having been previously convicted of a stalking offense is guilty of a Class F felony. A defendant who commits the offense of stalking when there is a court order in effect prohibiting the conduct described under this section by the defendant against the victim is guilty of a Class H felony.

d)Jurisdiction. - Pursuant to G.S. 15A-134, if any part of the offense occurred within North Carolina, including the defendant's course of conduct or the effect on the victim, then the defendant may be prosecuted in this State.

Stalking may include cyberstalking, which may include:

  1. Use in electronic mail or electronic communication any words or language threatening to inflict bodily harm to any person or to that person's child, sibling, spouse, or dependent, or physical injury to the property of any person, or for the purpose of extorting money or other things of value from any person.
  2. Electronically mail or electronically communicate to another repeatedly, whether or not conversation ensues, for the purpose of abusing, annoying, threatening, terrifying, harassing, or embarrassing any person.
  3. Electronically mail or electronically communicate to another and to knowingly make any false statement concerning death, injury, illness, disfigurement, indecent conduct, or criminal conduct of the person electronically mailed or of any member of the person's family or household with the intent to abuse, annoy, threaten, terrify, harass, or embarrass.
  4. Knowingly permit an electronic communication device under the person's control to be used for any purpose prohibited by this section.

 

Title IX

Part of the Higher Education Amendments of 1972 that prohibits discrimination on the basis of sex in educational institutions receiving federal aid.

Title IX Coordinator

For students, the Title IX Coordinator is the Vice President for Student Services

For employees, the Title IX Coordinator is the Vice President for Finance

UCS

University Counseling Services

VAWA

The Violence Against Women Reauthorization Act of 2013 (which amends the Jeanne Clery Disclosure of Campus Crimes Statistics Act, commonly known as the Clery Act) (20 U.S.C. 1092(f)), under its Campus Sexual Violence Elimination Act provision (Campus SaVE Act). VAWA affords additional rights to campus victims of sexual violence, dating violence, domestic violence, and stalking.

RESPONSIBILITIES

Entity/Personnel Duty/Role

Elizabeth City Police Department zxzz

  • Perform investigations.

Sexual Assault Victim

  • Go to a safe place.
  • Pursue medical treatment.
  • Pursue counseling services.
  • Avoid destruction of evidence.
  • File a police report.
  • File an administrative complaint through the Office of Student Life.

Judiciary Committee

  • Impose one or more sanctions.

Students, Faculty, Staff, Community Members

  • Provide information and promote discussion on abuse concerns.
  • Be active bystanders.

Vice President for Finance

  • Title IX Coordinator for Employees
  • Assist faculty, and staff in identifying appropriate authorities.
  • Handle incidents involving faculty or staff members.
  • Receive Title IX complaints.
  • Provide oversight for investigations and resolution

MACU

  • Review and modify physical surrounding to enhance security and safety.
  • Develop educational programs concerning sexual assault.
  • Publish and report, in statistical form, annual incidents of sexual assault.

Vice President for Student Services

  • Title IX Coordinator for Students
  • Assist students in identifying appropriate authorities.
  • Provide administrative services to assist a complainant.
  • Impose temporary sanctions to promote safety.
  • Provide administrative services to assist respondent.
  • Recommend suspension.
  • Authorize emergency suspension

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Mid-Atlantic Christian University - Institutional Policy #20

SUBJECT: International travel

DATE: May 2010
REVISED: None
NEXT SCHEDULED REVIEW: February every 3 years, February 2016

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Cross-Cultural Ministry Chair
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

The following guidelines have been established to minimize risk for MACU personnel and students when traveling on official university business in countries other than the United States.

II. Policy

Working for Mid-Atlantic Christian University (MACU) normally has a very low security risk level, but international travel may sometimes involve higher risks.  While MACU takes every reasonable security precaution for its personnel, it cannot guarantee the security or safety of its personnel. 

Definitions:

  1. International travel—when MACU personnel travel to other countries for purposes authorized by MACU.
  2. Personnel—includes MACU paid staff, faculty, adjunct professors, and students while on official MACU business.  It is understood that each international trip will have a designated leader.
  3. Ministry location—any location in countries where MACU-sponsored activities are taking place.
  4. Risk—the types of risks envisioned are those related to crime, civil unrest, travel safety, natural disasters, and health. 

MACU CONTINGENCY PROGRAM

  1. The Chair of the Christian Ministry Department will provide personnel with a general orientation for the purpose of minimizing risk during international travel.
  2. The Chair of the Christian Ministry Department will require each person going on international travel to sign a waiver indicating they are aware of the risks involved.
  3. The Chair of the Christian Ministry Department will require the leader of the international travel to research conditions on the ground at the ministry location and may assist the leader to discover those conditions.
  4. The MACU leadership team will form a crisis management team in the event of a serious problem that occurs during international travel.  This team will then assume leadership of the personnel at the ministry location. 

EVACUATION AND PERSONAL SAFETY

  1. MACU recognizes that there are differences of perception when it comes to personal safety. Therefore, if any MACU personnel determines that it is unsafe to remain in a ministry location, they have the right to leave that location without any judgment or coercion to stay.
  2. If the MACU leadership team determines that it is necessary to evacuate a ministry location for reasons relating to the safety and security of personnel, including but not limited to terrorist activities and threats, civil disorder, or crises brought on by a natural disaster or political unrest, all MACU personnel are required to comply immediately. It is no longer a matter of personal decision. MACU respects those who may disagree with such a directive and welcomes discussion after the evacuation.
  3. In evaluating risks associated with international travel, priority consideration shall be given to the safety of personnel. 

Kidnappings:

  1. MACU leadership team will take all reasonable measures to secure the release of a hostage. MACU will not pay ransom for a hostage.
  2. MACU leadership will provide a crisis team to: 
    1. Liaise with involved governments and non-government entities
    2. Monitor the ongoing crisis situation
    3. Communicate with family members
    4. Provide information to the MACU leadership and membership
    5. Assist in the resolution of the crisis where appropriate. 
  3. MACU personnel will not negotiate with any government or non-government entity or make a request on behalf of MACU without the authorization of the MACU leadership team.
  4. MACU leadership will provide debriefers for the purpose of offering practical advice as well as emotional and spiritual assistance once the crisis has ended. MACU will encourage hostage victims, family members and members of the crisis team to attend a debriefing, and to seek further professional assistance if recommended.
  5. MACU leadership requires that once it is established that a kidnapping has occurred, remaining members of the victim’s immediate family will be evacuated to their chosen home country as soon as possible. This is done for the safety of both the victim and the family.
  6. Should both parents, or a single parent, be kidnapped, their children will be evacuated to the predesignated home country location.
  7. Other situations may still require family evacuation but will be determined on a case by case basis by the crisis team in consultation with the remaining family member.

Resources for Monitoring Personal Safety

  1. United States Embassy – MACU personnel who engage in international travel should notify and register with the United States Embassy in that country for visits in excess of a month. The Embassy recommends that an individual REGISTER with the Department of State when traveling abroad by accessing https://travelregistration.state.gov/ibrs. One can also register to receive travel advisory updates at this website.

Overseas Security Advisory Council – www.ds-osac.org.

III. Procedure

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #21

SUBJECT: Doctrinal Interviews

DATE: February 20, 2013
REVISED: April 23, 2013
NEXT SCHEDULED REVIEW: February every fourth year. February 2017

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Chairman of the Department of Biblical Studies
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

In order to manage the expectation expressed in the University By-laws with regard to doctrinal compatibility between the university and employees certain positions require the candidate be interviewed as part of the hiring process.  (See Institutional Policy #8.)  The purpose of the interview is to evaluate the candidate’s doctrinal compatibility in the areas related to the University’s Statement of Faith and the historical position of the school in related doctrinal areas.

II. Policy

The Department of Biblical Studies will conduct doctrinal interviews with certain prospective employees and report the results to the hiring VP.

III. Procedure

  1. When a doctrinal interview is required the Chief of HR will notify the Chairman of the Department of Biblical Studies, with a copy furnished to the VP of Academic Affairs. 
  2. The Chairman will select the interview committee, schedule and conduct the interview, and report the results to the hiring VP. 
    1. If the doctrinal compatibility evaluation is favorable then the results form will be included with the candidate’s hiring package. 
    2. If the evaluation is not favorable (compatible)and the decision is made to advance the candidate in the hiring process the supervisor [in most cases, a Vice President] will supply a written justification why the person should be considered for employment.  The justification document will be reviewed by the President in consultation with the other members of the Leadership Team, and he/she may accept the justification or deny it.  The President’s decision is final. 
  3. Candidates for adjunct faculty status.
    1. Teaching in the Department of Biblical Studies – the department of biblical studies MAY waive the interview of the prospective adjunct if: (1) the person’s beliefs are known either through personal acquaintance or through the applicant’s writings or other communication, (2) the candidate has signed a statement of faith (which is consistent with MACU’s statement of faith) as a condition of employment at an evangelical school or para-church organization (for example but not limited to, The Graduate Institute of Applied Linguistics or Knowledge Elements Education Network).  The determination as to whether to waive the interview will be made in consultation between the Vice President for Academic Affairs and the Chair of the Department of Biblical Studies.
    2. Teaching outside the Department of Biblical Studies – the adjunct candidate does not need to be interviewed if he has signed a statement of faith which is consistent with MACU’s statement of faith as a condition of employment at an evangelical school or para-church organization (for example but not limited to, The Graduate Institute of Applied Linguistics or Knowledge Elements Education Network).

IV. Published: Staff Handbook

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #22

SUBJECT: Substantive Change Procedures and Notification

DATE: October 2013
REVISED:
NEXT SCHEDULED REVIEW: Even-number years in February, February 2016

APPROVED BY BOARD OF TRUSTEES:  October 18, 2013

Policy for: Mid-Atlantic Christian University
Procedure for: Vice President for Academic Affairs and the Director for Institutional Research and Effectiveness
Authorized by: President
Issued by: Board of Trustees

I. Purpose

Mid-Atlantic Christian University places a very high priority on maintaining superior integrity in notifying the Commission on Colleges in accordance with the substantive change policy and desires to remain consistent in seeking approval prior to the initiation of changes.

This policy statement partially addresses “Comprehensive Standard 3.12.1 The institution notifies the Commission of changes in accordance with the Commission’s substantive change policy and, when required, seeks approval prior to the initiation of changes” of the Southern Association of Colleges and Schools Commission on Colleges, Principles of Accreditation (2012 edition).

II. Policy

Mid-Atlantic Christian University will adhere to SACS-COC policy on “Substantive Change For Accredited Institutions of the Commission on Colleges” and make notification and/or receive approval before implementing the change.

 Substantive Changes requiring Southern Association of Colleges and Schools (SACS) notification and/or prior approval (as stated in SACS-COC Policy edited Feb 2013):

  • Initiating coursework or programs at a different level than currently approved
  • Expanding at current degree level (significant departure from current programs)
  • Initiating a branch campus
  • Initiating a certificate program at employer’s request and on short notice
  • Initiating other certificate programs
  • Altering significantly the educational mission of the institution
  • Initiating joint or dual degrees with another institution
  • Initiating off-campus sites
  • Expanding program offerings at previously approved off-campus sites
  • Altering significantly the length of a program
  • Initiating distance learning
  • Initiating programs or courses offered through contractual agreement or consortium
  • Entering into a contract with an entity not certified to participate in USDOE Title IV programs
  • Initiating a merger/consolidation with another institution
  • Changing governance, ownership, control, or legal status of an institution
  • Relocating a main or branch campus
  • Moving an off-campus instructional site
  • Changing from clock hours to credit hours
  • Altering significantly the length of a program
  • Initiating degree completion programs
  • Closing a program, approved off-campus site, branch campus, or-institution
  • Acquiring any program or site from another institutionAdding a permanent location at a site where the institution is conducting a teach-out for students from another institution that is closing

III. Procedure

  1. The Vice-President for Academic Affairs will monitor all academic program changes in order to determine if they fall under the SACS-COC Substantive Change policy.  

    MACU’s Faculty Handbook (current edition 2013-2014, pages 100-101) has procedures for the approval of program and course proposals: additions, deletions and modification. These procedures involve review by and approval at the level of the department, the faculty, the Leadership Team, and the Board of Trustees. In the faculty approval stage and in the leadership team approval stage the VP for Academic Affairs will discern how the proposed action will fall under the SACS-COC Substantive Change policy.
  2. The Director of Institutional Research will monitor all non-academic happenings of the university to determine if any actions fall under the SACS-COC Substantive Change policy.
  3. All notifications to SACS-COC will occur under the President of the University’s signature, or his/her designee (normally the VP Academic Affairs or the SACS Liaison).
  4. The university may not implement a substantive change or potential substantive change until official notification is received from SACS-COC accepting notification or granting approval of the change request. 

IV. Published

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #23

SUBJECT: Conflict of Interest

DATE: February 24, 2014
REVISED: New Policy
NEXT SCHEDULED REVIEW: February of even-numbered years. February 2016

APPROVED BY BOARD OF TRUSTEES:  February 24, 2014

Policy for: All employees of MACU
Procedure for: All employees of MACU
Authorized by: President
Issued by: Board of Trustees

I. Purpose

Purpose.  The purpose of the conflict of interest policy is to prevent the professional and personal interests of employees from influencing the performance of their duties on behalf of the University.  This Conflict of Interest Policy defines conflicts of interest and facilitates disclosure of information to identify and resolve conflicts of interest.

II. Policy

  1. Definition of conflicts of interest. A conflict of interest arises when an employee of the University may benefit from a decision he or she could make, including indirect benefits such as to family members or businesses with which the person is closely associated. The benefit could involve material financial interest or other less tangible benefit, such as recognition or benefit not otherwise deserved. 
  2. Individuals covered. Each employee of the University is subject to this policy.

III. Procedure

  1. Disclosure.  Potential or perceived conflicts of interest are often resolved by advance disclosure of the situation.  Consequently, certain employees will annually disclose or update to the Chairman of the Board of Trustees in writing their interests that could give rise to conflicts of interest, such as related interests of close family members, substantial business or investment holdings, and other transactions or affiliations with businesses and other organizations.
    1. Individuals specifically subject to a written statement of such potential conflicts, or that none exist, are the University’s officers, Trustees, chief employed executive and chief employed finance executive.  For the case of the Chairman himself, he will make his disclosure statement to the Vice-Chairman who will take action as needed.
    2. All other employees are required to submit written disclosure when they self-identify a potential conflict or when requested to do so by a Vice President or higher authority.  Such disclosure will be made directly to the President who will then determine additional action to be taken, if any.
  2. Procedures to manage conflicts.
    1. For each interest disclosed to the Chairman of the Board of Trustees, the Chairman will determine whether to: (a) take no action; (b) make full disclosure to the Board of Trustees and other individuals covered by this policy; (c) ask the person to recuse himself/herself from participation in related discussions or decisions within the University; or (d) ask the person to resign from his or her position in the University or, if the person refuses to resign, become subject to possible removal in accordance with the University’s removal procedures. The University’s chief employed executive and Vice President for Finance will monitor proposed or ongoing transactions for conflicts of interest and disclose them to the Chairman of the Board of Trustees in order to deal with potential or actual conflicts, whether discovered before or after the transaction has occurred.
    2. For each interest disclosed to the President (for all other individuals), the President will determine whether to: (a) take no action; (b) assure full disclosure to the Vice Presidents; (c) ask the person to recuse himself/herself from participation in related discussions or decisions within the University; or (d) ask the person to resign from his or her position in the University or, if the person refuses to resign, become subject to possible removal in accordance with the University’s removal procedures.
  3. Monitoring of Business Operations.  The University’s chief employed executive and Vice President for Finance will monitor proposed or ongoing transactions for conflicts of interest and disclose them to the Chairman of the Board of Trustees in order to deal with potential or actual conflicts, whether discovered before or after the transaction has occurred.

IV. Published: Policy manual

V. Reason for Revision

VI. Appendices

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Mid-Atlantic Christian University - Institutional Policy #24

SUBJECT: Nepotism

DATE: February 24, 2014
REVISED: New Policy
NEXT SCHEDULED REVIEW: February of even-numbered years. February 2016

APPROVED BY BOARD OF TRUSTEES:  February 24, 2014

Policy for: All employees of MACU
Procedure for: All employees of MACU
Authorized by: President
Issued by:  Board of Trustees

I. Purpose

The purpose of the nepotism policy is to prevent the professional and personal interests of an employee from influencing the performance of his/her duties for the University.  This policy defines certain personal and family relationships to be addressed, considerations to mitigate potential conflicts, and establishes a variance procedure for cases when it is in the best interests of the University to accept a nepotistic situation.

II. Policy

  1. Except as provided below, Mid-Atlantic Christian University does permit employment of relatives on a concurrent basis. For the purposes of this policy, a relative shall mean husband, wife, father, mother, in-laws, brother, sister, son, daughter, uncle, aunt, nephew, niece, cousin, grandparent or grandchild and their respective spouses, whether the relationship is established by blood, marriage, or otherwise.
  2. Individuals covered. Each employee of the University is subject to this policy.

III. Procedure

 

  1. The University does not permit concurrent employment of relatives when the employment relationship between the relatives could reasonably lead or appear to lead to business-related conflicts of interest, improper influence, favor or consideration. The University shall not permit concurrent employment of relatives
    1. When one relative has, or could have, the authority or practical power to supervise, appoint, remove or discipline the other;
    2. When one relative would be responsible for auditing the work of another;
    3. When other circumstances exist which could place a relative in a situation of actual or reasonably foreseeable conflict between University and personal interests; or
    4. When, in order to avoid the reality or appearance of improper influence or favor, or to ensure confidentiality, the University must limit the employment of relatives of policy-level officers of other organizations or individuals with whom it does business.
  2. On rare occasions the University’s Leadership Team may decide that the best interests of the University are not served by adhering strictly to the limitations set forth above.  If it is the consensus of the Leadership Team that this is the case, a variance may be granted to the above limits. The variance will be granted for one year, after which it must be reviewed by the Leadership Team and may be renewed at their option. If the conflict situation involves a member of the Leadership Team that team member will recuse him/herself from the decision making process. If the variance involves the President of the University, the Chairman of the Board will be included in the decision making process.

 

IV. Published: Policy Manual

V. Reason for Revision

VI. Appendices

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