University Notices

University Notices

Fall 2000

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Notification Regarding a Policy Change for Students Taking College Preparatory Math

Students who take MAT 1033 are required to pass this course with a grade of "C-" or better before registering for advanced math courses.

Notification of Student Rights Under FERPA

The Family Educational Rights and Privacy Act (FERPA) affords students certain rights with respect to their education records. They are:

The right to inspect and review the student's education records.
The right to request the amendment of the student's education records to ensure that they are not inaccurate, misleading, or otherwise in violation of the student's privacy or other rights.
The right to consent to disclosures of personally identifiable information contained in the student's education records, except to the extent that FERPA authorizes disclosure without consent.
The right to file with the U.S. Department of Education a complaint concerning alleged failures by Florida State University to comply with the requirements of FERPA. Please write to, U.S. Department of Education, 600 Independence Ave., S.W. Washington, D.C. 20202.
The right to obtain a copy of Florida State University's student record policy. You can obtain a copy of the policy from the Office of the University Registrar, A3900 University Center, Florida State University, Tallahassee, Florida 32306-2480.

StudentsFirst Service Center and Web Services

Visit the StudentsFirst service center at A1201 University Center. Let this be your first stop for information and university publications. Open 8 am to 5 pm Monday-Friday.

Please visit the computer kiosks that have been installed at the following convenient locations:Lobby of the University Center Building "A"

Krentzman Lounge (2nd floor of the Student Union)

The following services are currently available through StudentsFirst Web Services at http://www.aus.fsu.edu/ais/applications/student/index.html.

Look up your grades for FSU's most recently completed term.
Verify your personal and academic information.
Change your class registration / web services Personal ID Number (PIN).
Look up your current schedule of classes.
Print (for free!) a personal copy of any of these items if you need it.
Change your local and permanent addresses and phone numbers.
Look up and print your unofficial transcript.
Look up and print your current financial status and financial history.
Print a copy of your 1098T for Hope and Lifetime Learning Tax Credits.
Pay your University tuition and fees with most major credti or debit cards.
Check the status of your financial aid.

Repeat Course Surcharge

Section 240.124 Florida Statutes mandates that each student attempting the same non-repeatable undergraduate course more than twice beginning with the Fall Semester 1997 shall be assessed an additional per credit hour surcharge beginning with the third attempt. Attempted hours include those hours dropped, withdrawn, and repeated under FSU forgiveness which are fee liable. Undergraduate level courses are numbered 1000 to 4000.

Effective Fall 1999 Semester, the repeat course surcharge will be $171.36 per credit hour. Rate Subject to change.

The only exceptions:

Any course taken prior to Fall 1997
Attempts taken at an institution other than FSU
Graduate level courses (courses numbered 5000 and above)
Any non fee-liable course dropped or withdrawn

Excludes courses taken through cooperative education, military, waivers, and audits

Individualized study, courses that are repeated as a requirement of a major, and courses that are intended as continuing over multiple semesters. However, courses repeated more than 2 times to increase GPA or meet minimum course grade requirements are eligible for the surcharge.

Policy for the Use of Photographs and Videos in University Publications

The Florida State University randomly and routinely photographs and makes videos on the main and branch campuses, and the international and departmental programs for educational and promotional purposes. These photographs and videos appear in official University publications and materials, which include but are not specifically limited to General Bulletin (undergraduate and graduate editions), Directory of Classes, Office of Admissions brochures, international program materials, departmental and college brochures, University web-sites, and other University information publications. For further information, contact Media Relations at 644-4030.

Sexual Harassment Policy

Policy Statement. Sexual harassment is a form of discrimination based on a person's gender. Sexual harassment is contrary to the University's values and moral standards, which recognize the dignity and worth of each person, as well as a violation of federal and state laws and University rules and policies. Sexual harassment cannot and will not be tolerated at The Florida State University, whether by faculty, students, or staff, or by others while on property owned by or under the control of the University.
Coordinator Of Sexual Harassment Resolutions. The Office of the University's Coordinator of Sexual Harassment Resolutions (the "Coordinator"), within the Office of the Inspector General, is designated to receive and investigate sexual harassment complaints as set forth in this policy and to maintain the records pertaining thereto.
Definition. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature directed at an employee or student by another when:
1. submission to such conduct is made either explicitly or implicitly a term or condition of employment, academic status, receipt of University services, participation in University activities and programs, or affects the measure of a student's academic performance; or,
2. submission to or rejection of such conduct is used as the basis for a decision affecting employment, academic status, receipt of services, participation in University activities and programs, or the measure of a student's academic performance; or,
3. such conduct has the purpose or effect of unreasonably interfering with employment opportunities, work or academic performance or creating an intimidating, hostile, or offensive work or educational environment.
Examples of Sexual Harassment. Incidents of sexual harassment may involve persons of different or the same gender. They may involve persons having equal or unequal power, authority or influence. Though romantic and sexual relationships between persons of unequal power do not necessarily constitute sexual harassment, there is an inherent conflict of interest between making sexual overtures and exercising supervisory, educational, or other institutional authority. Decisions affecting an employee's job responsibilities, promotion, pay, benefits, or other terms or conditions of employment, or a student's grades, academic progress, evaluation, student status, recommendations, references, referrals, and opportunities for further study, employment or career advancement, must be made solely on the basis of merit.
Examples of sexual harassment include, but are not limited to, the following, when they occur within the circumstances described in Section (3) above:
1. use of gender-based verbal or written language offensive or degrading to a person of that gender, whether or not the content is sexual;
2. inappropriate display of gender-based pictorial images offensive or degrading to a person of that gender, including but not limited to sexual posters, photographs, cartoons, drawings, or other displays of sexually suggestive objects or pictures;
3. use of inappropriate gestures or body language of a sexual nature, including leering or staring at another;
4. unwelcome requests or demands for sexual favors or unwelcome sexual advances;
5. inappropriate nonconsensual touching of another's body, including but not limited to kissing, pinching, groping, fondling, or blocking normal movement; or
6. sexual battery. (Note: some acts of sexual harassment may also constitute violations of criminal law, e.g., sexual battery, indecent exposure, sexual abuse, etc. In such instances, the Florida State University Police Department is to be notified immediately and will provide assistance to the victim and initiate an investigation of the crime. For additional information, please refer to the University's Sexual Battery Policy.)
Disciplinary and Other Actions. Sexual harassment is prohibited at The Florida State University. The University will take appropriate action against any person found to be in violation of this policy. (Note: a person who has sexually harassed another or retaliated against another may also be subject to civil or criminal liability under state or federal law.)
1. Disciplinary Actions. Any employee who has sexually harassed another employee or a student, retaliated against such person for bringing a complaint of sexual harassment, or otherwise violated this policy shall be guilty of misconduct and subject to disciplinary action up to and including dismissal, in accordance with applicable law, rules, policies, and/or collective bargaining agreements. Any student, except when acting in the capacity of an employee, who has sexually harassed another student or an employee, retaliated against such person for bringing a complaint of sexual harassment, or otherwise violated this policy shall be subject to disciplinary action up to and including expulsion, pursuant to the Student Code of Conduct. The term "employee" includes all persons employed by the University including faculty and graduate teaching assistants.
2. Other Actions. The University will take such corrective action against any non-students or non-employees found to have violated this policy as may be appropriate under the circumstances.
Retaliation. Retaliation against one who in good faith brings a complaint of sexual harassment or who in good faith participates in the investigation of a sexual harassment complaint is prohibited and shall be a violation of this policy and shall constitute misconduct subject to disciplinary or other action as described in Section (5) above.
Filing of False Sexual Harassment Complaint. Knowingly filing a false sexual harassment complaint is prohibited and shall be a violation of this policy and shall constitute misconduct subject to disciplinary action as described in Section (5) above.
Reporting Required. Any student or employee who has witnessed what is perceived to be a violation of this policy should report that conduct to the Coordinator, who then will proceed as appropriate. Any supervisor* who has witnessed or becomes aware of the alleged occurrence of sexual harassment by, or who receives a complaint of sexual harassment involving, a person within that supervisor's purview is required to take prompt corrective action as appropriate, and to report the matter to the Coordinator. Failure of the supervisor to take appropriate corrective action or to report the incident shall be a violation of this policy and shall constitute misconduct subject to disciplinary action as described in Section (5) above.
Complaint Procedure.
1. Filing of Complaint. Any student or employee who believes that he or she is a victim of sexual harassment in violation of this policy is encouraged to promptly notify the alleged perpetrator (the "respondent") verbally or in writing that his or her conduct is unwelcome. Such action may cause the unwelcome conduct to cease as well as help to maintain an environment free from sexual harassment. Assistance and support is available from the Office of the Dean of the Faculties (for faculty), the Office of the Dean of Students (for students), or the Department of Personnel Services (for non-faculty employees). Regardless of having given notice to the respondent, the student or employee (the "complainant") may initiate a complaint under this policy by bringing the matter to the attention, preferably in writing by completing the complaint form, of any of the following:
  - the Coordinator;
  - the Office of the Dean of theFaculties;
  - the Office of the Dean of Students;
  - the Department of Personnel Services;
  - A student's school or college dean; or,
  - An employee's immediate or next immediate supervisor.
2. Contents of Complaint. The complaint should provide the following information to facilitate a prompt and thorough investigation:
  - The names, addresses, telephone numbers, administrative unit, and position or status of the complainant and the respondent, if known;
  - Specific acts alleged, including dates, times, and locations;
  - Names, addresses, and phone numbers of potential witnesses;
  - The effect the alleged acts have had on the complainant;
  - Actions the complainant may have taken to attempt to stop the harassment;
  - Complainant's suggestion of proposed action to address or resolve the harassment; and
  - Other information the complainant believes is relevant.
3. Transmittal of Complaint to Coordinator. The complaint shall immediately be forwarded to the Coordinator. If the complaint is verbal, the person receiving the complaint shall make a written summary thereof on the complaint form and request the complainant to sign it.
4. Initial Review of Complaint. The Coordinator will make an initial determination whether the alleged perpetrator is a student or employee. If the alleged perpetrator is identified as one who is not a student or employee, then the Coordinator will refer the matter to the Office of the General Counsel for appropriate action. If the Coordinator determines that the alleged perpetrator is a student or employee, the Coordinator will review the complaint to determine whether the acts complained of, as stated by the complainant, constitute a violation of this policy, and if not, the complainant will be so informed. If the Coordinator determines the alleged acts may constitute a violation of this policy, investigation will proceed as set forth in Section (10) below, unless the matter is satisfactorily resolved as in the following paragraph (e).
5. Notification to Respondent and Supervisor; Informal Resolution; Withdrawal of Complaint. The Coordinator will notify the respondent and his or her appropriate supervisor of the allegations contained in the complaint and the complainant's suggestion of proposed action to address or resolve the alleged harassment. The respondent will be offered the opportunity to accept the complainant's proposed resolution or to propose another possible resolution. If the matter is thus resolved informally to the complainant's satisfaction, or if the complainant chooses to withdraw the complaint, the complainant will sign a statement releasing the University from taking any further action. If the matter is not resolved at this stage to the satisfaction of all parties, including the University, the complaint will be investigated as set forth in Section (10) below.
Investigation. The following procedures will govern all investigations of complaints alleging violations of this policy:
1. The Coordinator will thoroughly investigate complaints alleging violations of this policy with the assistance, as needed, of the following: the Office of the Dean of the Faculties, the Department of Personnel Services, and/or the respondent's supervisor(s), except in cases where the respondent is a student. If the respondent is a student, the Coordinator will forward a copy of the complaint and any associated materials to the Office of the Dean of Students, which will, if appropriate, adjudicate the matter under the Code of Student Conduct. The Dean of Students will notify the Coordinator of the outcome.
2. The investigation should include interviewing the complainant and witnesses suggested by the complainant who may have knowledge of the offending behavior.
3. The respondent will be given an opportunity to respond to the complaint verbally and in writing and may suggest additional witnesses.
4. The investigation should also include interviewing such other witnesses as are deemed appropriate under the circumstances.
5. The investigation should include a review of any files and records of previous sexual harassment complaints against the respondent and any other documents deemed relevant.
6. All witnesses who provide relevant information will be asked to submit a written, signed statement attesting to their knowledge of the subject circumstances.
7. Confidentiality of the investigation will be maintained to the extent allowed by law.
Report of Coordinator. The Coordinator will prepare a report setting forth the Coordinator's findings, with relevant exhibits attached, as appropriate. The report will contain the Coordinator's conclusion as to whether this policy has been violated and include a recommendation as to whether disciplinary action should be initiated or the complaint should be dismissed. The report should be completed within 120 days following the filing of the complaint, where practicable, and will be submitted to the appropriate vice president of the respondent's unit or department.
Subsequent Action. The vice president will make a determination, upon review of the Coordinator's report, consultation with the Dean of the Faculties or the Director of Personnel Services, and consideration of any other relevant information, including aggravating or mitigating circumstances, whether disciplinary action is warranted under the circumstances. If the vice president determines that disciplinary action should be initiated, then, consistent with due process requirements, the respondent will be notified in accordance with applicable Board of Regents and University rules and policies and collective bargaining agreements, and appropriate disciplinary procedures as provided for therein will be followed. Regardless of whether formal disciplinary action is initiated, the University may take such informal corrective action as may be appropriate under the circumstances. The vice president will notify the Coordinator of the outcome. The Coordinator will notify the complainant of the results of the investigation and subsequent disciplinary or other corrective action taken, if any, to the extent allowed by law.
Distribution of Policy. Copies of this policy shall be furnished to all current and future employees and students at The Florida State University, and will be made available in alternative format upon request. Any person involved in the process under this policy needing accommodations for a disability should notify the Coordinator.
Applicability. This policy supercedes any and all prior University policies regarding complaints of alleged acts of sexual harassment that occur after its effective date.
Effective Date. The effective date of this policy is July 1, 1998.