Learning Center Programs, Policies, and Procedures Student Employee Manual The Learning Center provides tutorial services to UT RGV students to improve their academic performance, increase student persistence, and time to graduation.

2016

Aleksandra Shchelkunova UT RGV LC

7/6/2016

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Contents

Learning Center Organizational Chart ........................................................................................................................3

I. Learning Center Policies and Procedures ...........................................................................................................4

Tutors’ Qualification Requirements .......................................................................................................................4

Hiring and Resignation Procedures ........................................................................................................................5

Tutor Training .........................................................................................................................................................7

Hours of Work and Attendance Records ................................................................................................................9

Work Schedules and Breaks ...............................................................................................................................9

Work Time Records and Absences .....................................................................................................................9

Timecards ............................................................................................................................................................ 10

Employee Responsibilities and Conduct.............................................................................................................. 11

Work Ethics/Performance ............................................................................................................................... 11

Dress Code ....................................................................................................................................................... 12

Professional Conduct ....................................................................................................................................... 12

Employee Evaluation ....................................................................................................................................... 13

Disciplinary Action ........................................................................................................................................... 13

Academic Integrity and Dishonesty ................................................................................................................. 14

Statement of Confidentiality ............................................................................................................................... 15

Emergency Procedures ........................................................................................................................................ 16

Building Evacuation Procedures in Case of Fire .............................................................................................. 16

Natural Disaster/Weather Preparedness ........................................................................................................ 16

Hostile Intruder in University .......................................................................................................................... 17

Tutor’s Safety Tips ........................................................................................................................................... 18

Personal Safety Tips ......................................................................................................................................... 19

Social Media Departmental Guidelines ............................................................................................................... 20

General Policies When Assisting Students .......................................................................................................... 22

Tutor Code of Ethics ............................................................................................................................................ 24

Learning Center Employee Contract ................................................................................................................... 25

II. Learning Center Academic Support Programs ................................................................................................ 26

PLTL/SI Leader Employment ................................................................................................................................ 27

Roles and Responsibilities ................................................................................................................................... 27

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The Program Coordinator ................................................................................................................................ 27

PLTL/SI Peer Mentor ........................................................................................................................................ 27

PLTL/SI Leaders ................................................................................................................................................ 28

Roles and Responsibilities of PLTL/SI Faculty .................................................................................................. 29

III. NCAA Academic Support & Tutors .............................................................................................................. 30

Extra Benefits ...................................................................................................................................................... 30

Conduct of Athletic Staff ..................................................................................................................................... 32

Sport Wagering .................................................................................................................................................... 33

Summary of NCAA Regulations ........................................................................................................................... 34

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Learning Center Organizational Chart

Associate Director

(Brownsville)

Dr. Arlene Ready

Associate Director

(Edinburg)

Mr. Mauricio

De Leon

Administrative Assistant II

(Brownsville)

Ms. Judy Moreno

Administrative Assistant I

(Edinburg)

Ms. Stephanie Sauceda

AVP Student Academic Success

Dr. Jonikka Charlton

Director of the

Learning Center

Dr. Leslie Jones

Learning Specialist

Mr. Diego Rivera

PLTL Program Coordinator

Ms. Aleksandra Shchelkunova

SI Program Coordinator

Mr. Armando Garza

Learning Specialist, Science

Mr. Dean Bell

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I. Learning Center Policies and Procedures

Purpose

The purpose of these policies and procedures is to acquaint all Learning Center student-employees

with the criteria for their job and with all the rules, procedures, and standards of conduct established

by the University of Texas Rio Grande Valley (UT RGV) and The UT RGV Learning Center. If an employee

fails to fulfill the responsibilities set out by such criteria, rules, procedures, and standards of conduct,

the employee may be subject to disciplinary action or possible dismissal from employment.

The UT RGV Learning Center is an equal opportunity employer and does not discriminate against

persons on the basis of race, religion, national origin, sexual orientation, gender, gender identity and

expression, marital status, age, disability, pregnancy, medical condition, or covered veteran status.

Tutors’ Qualification Requirements

The Learning Center hires tutors, SI and PLTL Leaders, and Peer Mentors to work part-time each

semester. Student Employees are hired based on departments’ requests, availability of funds and on a

semester- to-semester basis.

Must be currently enrolled as a UT RGV student.

Minimum cumulative and semester GPA of 3.0 with demonstrated competency in courses

tutored (pass the content interview).

Received a B+ or higher grade in courses applicants wish to tutor.

Math tutors must complete 2 courses in Math to apply.

Must provide two faculty recommendation letters.

Completion of at least 30 college credit hours.

Must be able to participate in REQUIRED tutor training sessions.

Effective interpersonal communication skills; can relate to students with various academic

levels.

** If the candidate were previously employed by Learning Center (UTB or UTPA), he/she must submit

one letter of recommendation from her/his LC supervisor.

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Hiring and Resignation Procedures

Application Procedure

To be considered for a position with The University of Texas Rio Grande Valley (UT RGV), candidate

must apply using the online application. You will need to click on the Login or Create an Account to

create an account (left-hand panel), create a username and password, and enter the information

requested then click the Create button. After pre-screening, selected applicants will be called for an

interview, which will include some subject-related questions.

Next steps:

Within the first thirty (30) days of employment, you must complete several Human Resources

training modules; the link will be provided by email from Human Resources.

Periodically, you will be required to submit updates and HR paperwork. Additional information

will be sent to you by an Administrative Assistant. It is your responsibility to provide the correct

contact information (preferably UT RGV email) to your supervisor and to the Administrative

Assistant; and to check your work email daily.

Oracle Employee Self Service:

o User Login to my.utrgv.edu using UTRGV login credential. Click the Oracle 24/7 icon located

in the application pane.

o Once you are in Oracle, go to UTRGV Employee Self Service under Main Menu on your left

panel. Expand UTRGV Employee Self Service → Update Functions → Select the function you

intended to update, e.g. Personal Information.

o You will need to update all information, review it, and, if the information is correct, click

“Submit” button to apply your changes or the “Cancel” button to cancel the transaction.

o To create a direct deposit for the first time, click “Add Deposit Payment”. You will need to

enter all fields listed below:

Account Name – Enter your name as it appears on your Oracle employee record in the

following format: Last Name, First Name

Account type - Select Checking or Savings account

Account Number – Enter your bank account number

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Transit Code - Enter the transit code provided by your bank

Bank Name - Enter your bank name

Bank Branch – Enter the city of your bank location

o After verified and confirmed information entered is correct, click the “Apply” button. This

will not save your information. You will need to navigate to 2 other pages before the

payment method is saved to your record.

o When the Review page is displayed, make sure to review your information and the

disclaimer carefully. Updated information will be marked by a blue dot next to it. The “I

Certify” checkbox will already be checked for you. If the information is not correct or you

wish to make any other changes, click “Back” to return to the previous page. If information

is correct and you have reviewed and understand the disclaimer, click “Submit”.

On-going training is a requirement of continued employment with the Learning Center. Tutors

and PLTL/SI Leaders are required to attend training sessions when scheduled by their

supervisors. Tutors and PLTL/SI Leaders are expected to train on general tutoring pedagogy (the

"how to tutor" of tutoring), on working effectively with small groups, soft skills, and on content

related to their area. Failure to attend trainings as assigned by your supervisor may result in

dismissal or non-hire status for the future. You must contact your supervisor to be excused

from training that semester.

Resignation Procedure

The employee shall notify in writing the employee’s direct supervisor of the impending resignation,

and it is required that you give at least a two-week notice to your supervisor. A resignation letter can

be submitted in person or via email. The resignation letter needs to have a signature line with

employee full name and the school ID #. In addition, the reason for termination should be discussed

with supervisor and, if desired, the Student Employment Office. The resignation letter will be kept in

file together with employee evaluation form for the department records. If you voluntarily resign or

are released from your employment, you are not guaranteed employment elsewhere on campus or re-

hire for the future.

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Tutor Training

Our department offers a number of training sessions, which are essential in ensuring that the Learning

Center tutors are trained in tutoring and remediation techniques. All tutors are required to participate

in the assigned trainings offered one week prior to the first day of semester and during the semester.

These training include:

- PLTL / SI training for Leaders, assigned to sections.

- CRLA (College Reading Learning Association) training for lab tutors. There are three levels of

certification a tutor may qualify for each semester:

Level I – Tutor

Level II – Advanced Tutor

Level III – Master Tutor

In order to fulfill CRLA certification requirements and improve your professional skills, tutors

are required to attend training sessions on teaching and content material.

- NCAA rules and policies training apply to all employees providing service to students-athletes.

- Child Protection Trainings will be required for anyone (faculty, staff, or tutors) having contact

with a minor as part of a program or camp (i.e. BECHS or MSA students, TSI workshops). This

certificate is valid for one year. If working for more than one program or campus within the

year, tutors are not required to retake the training as long as they provide a copy of their valid

certificate to their program supervisor.

o Log in to your UTRGV Blackboard account

o Select the organization entitled “Environmental Health, Safety and Risk Management”

o Click on the Options menu item right next to the DEHS_2016, and in the opened menu

click “enroll”

o Select the “Child Protection” training

o View the presentation

o Take the quiz, and send me the screenshot of your certificate.

- During the semester, tutors will be invited to the training by email if they:

Need the content training hours;

Have a complaint from an instructor;

Have a written complaint from a tutee;

Need to work on their teaching skills or presentation style;

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Missed the first week of trainings;

Are invited by the Peer Mentors.

Failure to attend trainings as assigned by the supervisor or meeting with the supervisor may result in

dismissal or a non-hire status for the future.

In addition to the Learning Center training session, all employees required to attend and submit all

assigned trainings conducted or provided online by the Office of Human Resources, which addresses

compensation and benefits, employment policies, completion of employment paperwork, and safety

regulations.

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Hours of Work and Attendance Records

Work Schedules and Breaks

Employees must submit a copy of his/her class schedule and hours of availability to the

supervisor prior to the beginning of each working semester.

Employees will be scheduled based on availability and individual tutoring lab or program needs.

Employees must work their hours as scheduled. In order to better serve our student

population, changes to schedules will be limited to final exams or medical/family emergencies

only and must be approved by the supervisor.

Any changes to class schedules must be immediately reported to the supervisor.

As per University policy, part-time employees are permitted a rest period of 15 minutes during

any work session of 3 hours or more. A student working a full eight hour day is required to take

two 15-minute paid breaks and one 30-minute unpaid lunch break. Students working six hours

or more are required to take a 30 minute unpaid lunch break. Paid breaks may not be taken at

the beginning or end of a work period and are not cumulative. If taking the break interferes

with the performance of an employee’s immediate responsibilities or the functioning of the

department, the employee may be required to forego the break period.

Work Time Records and Absences

To comply with applicable laws and to ensure that employees are paid in a timely fashion for hours

worked, the department requires all employees to maintain accurate records of all hours worked. A

sign-in procedure will be used for accurate documentation of working hours and will be explained to

the employee by the supervisor and Administrative Assistant.

1. The employee is responsible for ensuring that he/she signs in and out each work period and

has it verified by the supervisor.

2. No other individual is allowed to sign in or out for the employee. This is considered

falsification of time records.

3. Falsifying a time record is a violation of University policy and is grounds for disciplinary

action, up to and including termination of employment.

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Regular attendance and punctuality are vital to the effectiveness of the Learning Center. It is important

for employees to attend work regularly or to arrive at work ON TIME because failure to do so

detrimentally affects employee and student morale and productivity.

1. An employee must call/email the supervisor to report an absence. This must be done no less

than one hour prior to the employee’s scheduled work time. If a supervisor is unavailable, the

employee must call the department’s Administrative Assistant to report the absence and the

reason for the absence.

2. An employee must call/email the supervisor if he/she will be late and state the reason for the

tardiness. If the supervisor is unavailable, the employee must call the department’s

Administrative Assistant to report any reason for tardiness.

3. Supervisors must keep the record of all absences, tardiness, the reasons for absences, and all

notes regarding the changes of schedule for timecards verification.

Timecards

UTRGV employees who are paid on an hourly basis are required to submit two timecards a month. First

timecard will cover the period from the 1st – 15th of each month. The second timecard will cover from

the 16th to the last day of each month.

Steps

1. Log in to the Oracle E-Business Suite page.

2. Proceed to the “EiS Self Service Time” (top row in the left column).

3. Click on “Create New Card”.

4. Enter am or pm first prior to entering the time. Example 8:00 am. The am should be entered

before the 8:00. Note: Hours recorded should always reflect the actual hours worked and might

differ from regular work schedule. Employee should enter all hours worked for the pay period.

5. Employee can review his or her time card at any time, but a final review should be made after

All hours worked for the pay period are entered.

6. Employee has to click on the statement certifying time entered is true and correct per

employee’s knowledge.

7. Click “submit” to start the process of submitting the time sheet.

8. Dialogue box will open to ask: Do you want to submit timecard to your supervisor?

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Once a timecard is submitted by employee the status column will show as “Submitted” per screen

below. Submitted is different from Approved. Supervisors have the option to either Approve or Reject

timecards. When the Supervisor Rejects a timecard a dialogue box requires the Supervisor to provide

rejection reason or action needed. Employee will get a notification that his/her timecard has been

rejected. The employee will then have to re-submit a correct timecard for Supervisor’s approval. It is

important that employee follows timecard status until it reaches “Approved” status.

Employee Responsibilities and Conduct

Work Ethics/Performance Employees are expected to conduct themselves in a professional manner at all times with each other,

students, and all faculty and staff members of UT RGV. Failure to do so may result in disciplinary action

by the supervisor and possible termination of employment.

Examples of unacceptable conduct include, but are not limited to:

a) neglect of duties or wasting time during working hours;

b) abuse or waste of tools, equipment, fixtures, property, supplies or goods of the institution;

c) failure to cooperate with supervisor, staff member, or co-worker, which impairs the proper

functioning of the work area;

d) disorderly conduct, harassment of any kind (including sexual harassment) or use of abusive

language on the premises;

e) theft, dishonesty or unauthorized use of University property including records and

confidential information;

f) refusal of an employee to follow instructions or to perform designated work that may be

required for an employee or refusal to adhere to established rules and regulations;

g) soliciting tutees for private tutoring in which a fee is charged;

h) violation of policies or rules of the UT RGV, the UT Board of Regents, or The University of

Texas System.

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Dress Code

Employees are required to present themselves in a neat, clean, well-groomed manner, and avoid

dressing in a way that will reflect negatively on the Learning Center. If you are unsure of what is

considered appropriate, please ask the supervisor. He or she reserves the right to determine if your

clothing is inappropriate.

Items to avoid wearing to work include, but are not limited to the following:

tops with obscene, sexually suggestive, profane graphics and/or messages. Remember

that we deal with students, staff, and faculty from many different cultures;

revealing clothing (short shorts/skirts/dresses, low cut pants/jeans, very low cut or see

through blouses);

any clothing with inappropriate tears, rips, slits, or stains;

hats, caps, and other head gear.

Name tags must be worn to indicate that you are an LC employee at all times when on the clock.

Employees not following the dress code will be subject to corrective action and may be asked to leave

the premises to change clothing. They will not be compensated for any work time missed because of

failure to comply with designated workplace attire.

Professional Conduct

Phones (Business and cell): Please remember that phones at the centers are for business use. Using

university phones for collect calls or long-distance calls is prohibited.

Cell phones should be muted if you are on the clock. If you must use your cell phone briefly while on

the clock, please excuse yourself from the floor and use your cell phone in the hallway or in a private

area. Texting or making calls in front of students will result in a verbal warning.

Activities in the tutoring area (observe time, place, and manner): Be advised that audible

conversations with other staff members can be heard throughout the tutoring area, including the hall

ways outside the doors. Refrain from talking too loudly or discussing topics of conversation that might

be considered offensive to diverse groups of individuals. Respect the privacy of our students by not

talking about student interactions when other students are within hearing range. Appropriate venues

for sharing student concerns are your supervisor's office (door closed) or employee trainings closed to

non-LC personnel.

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Food: Food or drinks are not allowed on desks with computers. There is no problem with having a

coffee or soft drink at a table without computers.

Computers and electronic devices: Computers in each tutoring center are for student use though

employees may use those computers for timecards and other supervisor-assigned work in your area. If

you need to use the computer for another purpose, please ask your supervisor for permission

Personal computers, electronic devices, and headphones should not be your focus when on the clock.

Employee Evaluation

The policy of Learning Center of UTRGV is that supervisors will conduct performance evaluation on all

employees under their supervision in accordance with this policy and guidelines established by the

Learning Center. The Learning Center developed an evaluation program that is based on lawful, job-

related, and nondiscriminatory criteria and is applied to all student employees.

Supervisors will provide employees feedback regarding work performance including areas in need of

improvement, identification of any training needs, and recognition of job-related accomplishments and

outstanding performance. Each evaluation will be documented on the form stipulated for that purpose

by the Learning Center. Signatures of the employee, supervisor, and reviewer are required on the

evaluation form. Signature of the employee is required as an acknowledgement that the employee

received an evaluation and does not indicate the employee’s agreement with the evaluation itself. An

employee’s refusal to sign will be indicated on the evaluation form by the supervisor. Supervisors will

maintain all evaluation documents confidential to the greatest extent possible with access limited only

to those individuals identified in this policy, except on a business need-to-know basis as appropriate, or

in compliance with any state or federal law.

Disciplinary Action

A written evaluation of a student employee’s work performance is required. When the work

performance/conduct and attendance of an employee is below standard or violates work ethic

protocols, the supervisor will take appropriate disciplinary action as follows:

1st violation – A verbal warning will be issued to the employee and documented by the

supervisor.

2nd violation – After a verbal warning, a written warning will be issued to the employee in

violation, as well as the subsequent actions that will be taken, and a recommendation for

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personal growth. The employee then will be placed on probation for a period of no more than 4

months.

3rd violation – Any other work performance/conduct or attendance violations during the four-

month probationary period will result in termination.

Three tardies will result in a documented verbal warning. A fourth tardy will result in a written

warning and fifth tardy may result in termination of employment.

* The above policies and procedures are based on The UT RGV Handbook of Operating Procedures

(HOP). Those items not dictated by UT RGV’s HOP may be subject to change by the Associate Vice

Provost for Academic Affairs (AVPAA) or upon agreement of the full-time Learning Center staff.

Academic Integrity and Dishonesty

"Academic integrity is defined as being a firm adherence to a code or standard of values. It is a

commitment on the part of students, faculty and staff even in the face of adversity, to five

fundamental values: honesty, trust, fairness, respect, and responsibility. From these values flow

principles of behavior that enable academic communities to translate ideals into action." (The Center

for Academic Integrity, 1999).

What does academic dishonesty include?

Cheating, plagiarism, collusion

Copying another's test or assignment

Communicating with another student during a test or assignment when not permitted by the

instructor

Possession or use of unauthorized test materials

Using, obtaining, or attempting to obtain an unadministered test, test key, homework solution,

or computer program

Appropriating, buying, receiving as a gift, or obtaining by any means someone else’s work or an

assignment without appropriate acknowledgement

Making slight variations in the language of some other source and then failing to give credit to

the source

Collaborating with another, without permission, when preparing academic assignments.

Students who engage in scholastic dishonesty are subject to disciplinary penalties, including the

possibility of failure in the course and expulsion from the University. Scholastic dishonesty includes but

is not limited to cheating, plagiarism, collusion, and submission for credit of any work or materials that

are attributable in whole or in part to another person, taking an examination for another person, any

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act designed to give unfair advantage to a student, or the attempt to commit such acts. Since scholastic

dishonesty harms the individual, all students, and the integrity of the University, policies on scholastic

dishonesty will be strictly enforced (Board of Regents Rules and Regulations). All scholastic dishonesty

incidents will be reported to the Dean of Students.

Statement of Confidentiality

As a UT RGV Learning Center employee, you may sometimes have access to student records, such as

grades, financial records, or family information. Even more importantly, as student-employees, you

may become aware of a student's personal information. In discussing academic course work with you,

students may reveal family problems, drug abuse, sexual practices, or even criminal records (at the

very least, you will learn about the student's academic concerns). None of this information can be

shared outside your immediate work area, including social networking sites.

Just one case of a student worker who abuses our trust jeopardizes the integrity of all others and

that of, the Learning Center. The consequences must, therefore, be inflexible. To be perfectly clear,

any student worker found to be misusing information derived from student records is subject to

immediate dismissal. When this occurs, a written record of the reason for this action must be placed

in the student's file.

While no confidential information may be shared outside the center, in special circumstances, certain

information must be shared with a supervisor, especially if it relates to students whom you have

become concerned about. If you feel a student is under extreme stress and may hurt himself or herself

or another individual, please note the student’s name and ID (in a discrete manner, perhaps from a

paper or assignment) and discuss the situation with your supervisor. Additional inquiries from students

may be required to report to UTRGV Police Department and/or the Title IX Coordinator.

*Title IX of the U.S. Department of Education's Education Amendments of 1972 ("Title IX") prohibits

discrimination on the basis of sex/gender in any aspect of a federally funded education program or

activity. Such discrimination includes, but is not limited to: sexual harassment, sexual violence, sex or

gender-based bullying, hazing, stalking, domestic violence, dating violence, and failure to provide equal

opportunity in admissions, activities, employment and/or athletics.

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Emergency Procedures

All student employees should know their supervisor, and the person in charge, in case the supervisor is

not available at the moment. Supervisors must review with all new and current employees the

procedures that employees must know to protect themselves in the event of an emergency.

Building Evacuation Procedures in Case of Fire Know the evacuation strategy in your area.

When seeing smoke, fire, or an explosion, verbally warn supervisor, other employees and

students in the immediate area (e.g. the same room).

Activate the fire alarm upon discovery of smoke, fire, or explosion. The fire alarm/signal will

serve as a building-wide evacuation alarm.

Stay calm. Stop what you are doing and leave the building immediately.

Follow the directions given by the Building Wardens in the orange vests.

Exit the building using the stairs. DO NOT USE THE ELEVATORS.

If your clothing is on fire, do not run. If a safety shower is immediately nearby, get under the

shower and let the water flow over the burned area until medical help arrives. Otherwise, the

universal instruction is stop, drop, and roll

DO NOT RE-ENTER THE BUILDING until the all-clear is given by the Fire Department, UT RGV

Police, or Environmental Health and Safety personnel.

Natural Disaster/Weather Preparedness Hurricane season begins June 1 and ends November 30.

Weather information will be posted on the university’s home page and the hurricane alert

page.

Student employees should ask the supervisor, if their help will be needed during the 96 – 72

hours preparedness stage.

96 - 72 hours procedure:

- Faculty and staff will backup document and data files on their hard drives immediately

after notice is received.

- Files and other materials need to be removed and stored in plastic containers with

locking lids and placed in an interior room at least 30” from the floor.

- Secure equipment and clear off desks.

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- All doors should be closed; all electrical connections disconnected.

48 hours prior to storm/hurricane all facilities will be locked and secured by Campus Police, and

access will not be allowed.

Announcements and updates prior to, during and after a storm will be sent to all faculty, staff

members and students from the Emergency Response Team.

Return-to-campus notification will be posted on the university website, sent out via University

email accounts, by text messages from Campus Police (to students and employees registered in

the Emergency Notification System), and through the local media outlets.

Hostile Intruder in University If you see suspicious activity in your building or on/in the vicinity of campus, IMMEDIATELY report it to

University Police. When a hostile person(s) is actively causing death or serious bodily injury or the

threat of imminent death or serious bodily injury to person(s) within a University territory, the

following procedures should be implemented:

Faculty should immediately lock the students and themselves in the classroom. If possible cover

any windows or openings that have a direct line of sight into the hallway.

If communication is available, call the Police.

Do not sound the fire alarm. A fire alarm would signal the occupants to evacuate the building

and thus place them in potential harm as they attempted to exit.

Try to remain as calm and as quiet as possible.

Keep classrooms secure until police arrive and give directions, keep everyone together.

If the intruder is causing death or serious physical injury to others, a person unable to run or

hide may choose to play dead if other victims are near.

Being outside of the building, run away from the threat as fast as possible. Do not run in a

straight line but run behind vehicles, bushes, trees, and anything else to block the view of the

intruder.

After getting away from immediate area of danger, summon help and warn others.

Take into consideration the area in which to hide– Is this good spot to remain hidden? Will the

intruder look here?

A person caught by an intruder who chooses not to fight back should obey all commands and

not look the intruder in the eyes.

Once the police arrive, all commands should be obeyed. This may involve a person being

handcuffed or keeping hands in the air–this is done for safety reasons. Once circumstances are

evaluated by the police, further instructions will be given.

(This plan is primarily designed by Indiana University Southeast.)

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Tutor’s Safety Tips Never include your ID, e-mail address, home address, phone number, or any other identifying

information in communications. Stop communicating with anyone who pressures you for

personal or financial information or attempts in any way to trick you into revealing it.

If you feel a student is under extreme stress or under some influence and may hurt you or

himself (herself), or another individual, please note the student’s name and ID (in a discrete

manner, perhaps from a paper or assignment) and discuss the situation with your supervisor

immediately.

In case of a verbally aggressive student:

- Acknowledge their anger and frustration, e.g., "I hear how angry you are", "I can see

how upset you are because you feel your rights are being violated and nobody will

listen."

- Allow them to ventilate, get the feelings out, and tell you what is upsetting them.

- Reduce stimulation; invite the person to step out in supervisor’s office or some other

quiet place if this is comfortable.

- Tell them that you are not willing to accept their verbally abusive behavior, e.g., "When

you yell and scream at me that way, I find it hard (impossible) to listen."

- Tell them they are violating your personal space and to please move back (if they are

getting physically too close), e.g., "Please stand back - you're too close."

- Don't get into an argument, shouting match, or become hostile or punitive yourself, e.g.,

"You can't talk to me that way!”

In case of a violent or physically destructive student:

- Prevent total frustration and helplessness by quickly and calmly acknowledging the

intensity of the situation, e.g., "I can see you're really upset and really mean business

and have some critical concerns on your mind."

- Explain clearly and directly what behaviors are acceptable, e.g., "You certainly have the

right to be angry but hitting (breaking things) is not O.K."

- Stay in an open area.

- Get necessary help (other staff, University Police, Health Center, Counseling and

Psychological Services.)

- Remember that student discipline is implemented by the Dean of Students Office.

- Don't ignore warning signs that the person is about to explode, e.g., yelling, screaming,

clenched fists, statements like, "You're leaving me no choice."

- Don’t touch, threaten, dare, taunt, push into a corner, or get in any physical contact.

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Personal Safety Tips Memorize Campus Police emergency phone number.

Edinburg campus: 665-7151

Brownsville campus: 882-8232

TSC: 295-3700

When you go out, let someone know where you are going and when you plan to be back.

Stay alert to your surroundings and the actions of people around you.

When traveling at night, travel in groups of two or more and always walk in well lit, heavily

traveled areas.

Learn the best routes between your residence hall and your classes and activities. Take the

safest route, not the fastest route.

Stay on the part of the sidewalk that is farthest away from shrubs, dark doorways, and alleys.

Try to walk in a confident, relaxed manner. Make brief eye contact when approaching

strangers.

Contact Campus Police if you are working or studying late. Ask them to escort you to your car

when you leave.

Trust your instincts. If you feel uncomfortable in a place or situation, change directions, go to an

emergency phone, into a public building, or call Campus Police.

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Social Media Departmental Guidelines

Social media tools are one of the most powerful forms of communication in today’s marketplace. Their reach and influence has significant impact on both organizational and professional reputations and branding initiatives. Social media, by nature, falls in the gray area between personal and professional posting and conduct. Both in professional and institutional roles, employees need to follow the same behavioral standards online as they would in real life. The same laws, professional expectations, and guidelines for interacting with students, parents, alumni, donors, media, and other university constituents apply online as in the real world. Employees will be held to account for offensive or otherwise inappropriate posts and comments to institutional social media sites.

FERPA and HIPAA

All of the departments are required to follow all applicable state, federal, and university laws, rules, and policies. Departments who decide to engage in social media should be mindful of The Family Educational Rights and Privacy Act (FERPA) and the Health Insurance Portability and Accountability Act (HIPAA). Departments should not post any personal identifiable student record information (such as GPA, social security number, admission status, test scores, financial aid, SID, etc). If the student publicly discloses his/her information, please advise the student to remove it and direct the conversation to a secure/university-sanctioned method of communication such as your employee email, departmental email, or university phone number.

Student Records

Please refrain from asking or replying using social media about any of the following:

● Academic records, test scores, and transcripts

● Disciplinary records

● Financial aid records

● Loan collection information

● Social security number,

● Driver's license

● Student ID

● Suspension status

● Migrant status

● Any medical record information

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● Any other personal identifiable information as defined by UTRGV policies.

If the student initiates the conversation and discloses any of the above, please instruct them to communicate such information via university-sanctioned channels such as a departmental or employee email. When in doubt, please contact us at SocialMedia@utrgv.edu

Social Media Departmental Guidelines

● Social Media pages bearing UTRGV’s name may NOT be created without the approval of the university Social Media Manager. All departmental social media accounts are considered property of the university.

● When creating a social media page bearing UTRGV’s name, the university Social Media Manager must be provided all necessary passwords and editing credentials.

● UTRGV social media pages created prior to the issuance of these guidelines also must add the editorial Social Media Manager as a co-administrator.

● The University Social Media Manager can edit or remove any departmental content posted in social media sites that is misspelled, contains sensitive student information, or violates university policy.

● All departments that create their own custom graphics for social media must comply with the UTRGV Identity Guidelines.

● The person in charge of the departmental social media site is responsible for notifying the university Social Media Manager about any social media updates/posts that might constitute a security/safety hazard to students, faculty, staff, or the community.

● To help prevent your departmental social media accounts from being hacked, please create a password that is difficult to decipher and that you only share the password with trusted employees.

● If your department is granting social media account access to student workers or part-time employees to the social media accounts, please have them fill out the Social Media Acknowledgment and Consent Form.

Understand Your Personal Responsibility

You will be personally responsible for any content that is published on any social media tool currently being used by UTRGV. Remember—anything that you publish will be public. Protect your own privacy by not posting anything that could potentially do harm to UTRGV.

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General Policies When Assisting Students

Once I actually begin to assist students, am I free to do whatever I think is best for the student?

For the most part, tutors, PLTL/SI leaders, and assistants have the freedom to tutor using their own

styles and judgment. However, there are a few Learning Center (LC) policies that must be observed.

Help students become independent learners. When you are assisting a student, whenever

possible, let the student hold pen/pencils, calculators, or computer mouse in his/her own

hands. This will help you avoid doing the work for your students, which could lead to violations

of academic integrity. Although you want to help students, you need to do so in a way that

helps them gain skills/behaviors that will help them do well in the classroom and on exams.

Confidentiality rule. LC employees should not comment on the success or behavior of a

previous student or talk about students when other students are in the room or in the hall

(voices carry) or on social networking sites. Though it is appropriate to bring student concerns

to your supervisor, those conversations should always take place in a private area (in an office

or enclosed area free of other students/employees). Remember, students that hear you talking

about other students assume you will talk about them. Conversations of this type convey a lack

of professionalism and a lack of confidentiality.

LC employees never criticize instructors, nor do they encourage students who do so.

Additionally, graded assignments and tests should not be criticized. Students are often referred

by instructors, and the LC and its staff will lose its credibility if this kind of behavior is

encouraged. When a student is complaining to you, listen but do not engage. Sometimes, it is

helpful for a student to vent before being tutored or assisted. Try to move the student to the

problem at hand and away from venting.

Respect each other. LC employees never criticize another employee’s tutoring or leader style,

nor do they encourage students who do so. This diversity allows many students to find

employees that they communicate well with and with whom they are comfortable. All LC

employees should work toward an atmosphere of tolerance and appreciation of our diversity

and that of our students. Concerns about an employee or student should always be brought to

the attention of a supervisor in a private space.

How do I deal with a student who is more comfortable speaking in a language other than English?

English is the language used in many classrooms on the universities campuses. Thus, most tutorials are

conducted in English. For language classes and for some bilingual education classes, sessions should be

conducted in the language appropriate to the assignment. Speaking with tutors who have good

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language skills in the discipline being studied will help students to improve their own abilities to

communicate in an academic environment. If you are familiar with a student’s home language,

sometimes you will be able to clarify a concept or a term very quickly by using an explanation in the

student’s home language. Of course, in those cases, switching between languages might quickly clarify

information being misunderstood so that the tutorial can continue. Don’t forget to refer students to

Foreign Languages and Social Sciences Center or to The Writing Center.

What happens if a student asks us questions about concepts we are unsure of?

LC employees should never "guess" at the answer to a student's question on subject matter or policy.

If there is the slightest doubt about anything, refer the students to another tutor, or ask a supervisor

and communicate with the students once you have more information.

Are there any other "nevers" we should discuss here?

Just one: LC employees should never argue with a student about policies, schedules, or other concerns.

Any time there is even a hint of conflict; the student must be referred to a supervisor or someone in

the main office if the supervisor is unavailable.

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Tutor Code of Ethics

The National Tutoring Association is dedicated to providing its members with opportunities to achieve and maintain high professional standards for tutors and administrators of tutoring programs and services.

I understand that my role as a tutor is to never do the student's work for him or her.

I will give honest feedback to the student I serve and will not insult my student with false hope or empty flattery; I will always demonstrate faith in my student's learning abilities.

I understand that my relationship to the student is professional and not personal.

I will show respect for my student's cultural background and personal value system.

I recognize that I may not have all the answers to student questions. In this event, I will seek assistance in finding answers to the student's questions and/or direct the student to an appropriate resource for the information.

I will maintain accurate records of tutoring sessions as expected and required.

I will respect my student's personal dignity at all times.

I will be on time for tutoring, not only out of courtesy, but to be a good example for my student to follow.

I will keep all information about the student whom I am assigned confidential.

I understand that my ultimate goal is to assist my student in learning how he or she best learns and to help my student develop the skills to achieve his or her best, most efficient learning.

I will share any concerns I have with my supervisor.

I expect to learn along with my student.

I will keep current in both my subject area(s) and learning methodologies.

I will remain flexible to my approach to student learning, respectful of the various learning styles.

I will share techniques for improved study skills with my students.

The National Tutoring Association Tutor Code of Ethics is copyrighted by the National Tutoring Association, all rights reserved 2003.

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Learning Center Employee Contract

As an employee of the Learning Center, I understand I must

- Develop a schedule prior to the 3rd day of class and maintain communication about it with my supervisor through the semester;

- Follow up on all concerns regarding employment paperwork in a timely manner; - Attend training required by supervisor, by LC administration, or by UT RGV in a timely manner.

I understand my supervisor can choose to not rehire me and/or dismiss me if I fail to complete training. Missing 3 trainings will result in my dismissal/failure to be rehired unless I have provided a class schedule documenting the training conflict

- Follow all policies and procedures of the Learning Center as well as all policies and regulations that apply to working in UT RGV.

As an employee of the Learning Center, I understand I have read and agree to the LC's Employee Confidentiality Statement:

"As an employee of the UTRGV Learning Center, I understand that I may have access to confidential information such as grades, student records, test results, student progress in class, and similar data. I am aware that I may receive verbal or written communication from my supervisor, course instructor, or other students concerning course grades which should be kept confidential both on campus and in a digital environment. I also understand that my employment means I must accept responsibility to preserve the confidentiality of this information and that failure to adhere to these guidelines may result in the termination of my employment."

For valuable consideration, I do hereby authorize The University of Texas Rio Grande Valley, and those acting pursuant to its authority to:

1. Record my participation and appearance on videotape, audio tape, film, photograph or any other medium.

2. Use my name, likeness, voice and biographical material in connection with these recordings. 3. Exhibit or distribute such recording in whole or in part without restrictions or limitation for any

educational or promotional purpose which The University of Texas Rio Grande Valley, and those acting pursuant to its authority, deem appropriate.

By signing below, I certify that I have read, understand and comply to agree with all rules, regulations and disciplinary actions of Learning Center as well as all policies and regulations that apply to working in UT RGV.

Full name:

Date:

Signature:

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II. Learning Center Academic Support Programs

The UT RGV Learning Center provides a variety of services to help students succeed in their classes, these include, but not limited to, academic support sessions attached to courses, such as the Supplemental Instruction Program (SI) and Peer-led Team Learning Program (PLTL). Both programs not only help students perform better in their courses, but also help them develop the skills needed to become independent learners and to adapt to college. The purpose of the PLTL and SI Leaders is to guide and provide the students with helpful information about the topics that will be covered in their course throughout the semester. PLTL and SI Leaders are supervised by Program Coordinators.

Supplemental Instruction (SI) Program

Supplemental Instruction (SI) is an academic support model developed by Dr. Deanna Martin at the University of Missouri-Kansas City (UMKC) in 1973 that uses peer-assisted study sessions to improve student retention and success within targeted historically difficult courses. These sessions offer an opportunity for students to get together with other students in class to organize their material, compare notes, discuss important concepts, develop strategies for studying the subject, and be well prepared for taking tests and exams. The staff is composed of SI Leaders who have successfully completed the course in the past and were recommended by course instructor.

It is statistically proven that students who attend SI regularly outperform students who do not attend SI sessions by an average of half a grade point to a full grade point.

Peer-led Team Learning (PLTL) Program

Peer-led Team Learning (PLTL) is an embedded academic support model that encourages active learning in a structured manner and, in contrast to SI Program, involves mandatory attendance. Unlike tutoring, PLTL targets courses rather than students.

PLTL workshops are strategically paired with courses that have historically high failure and high student withdrawal rates. These courses include gateway courses and courses offered in a sequence.

On average, PLTL workshops offer three hours of extra course - specific content, directed study as well as study strategies and college soft skills. PLTL provides students additional time and a unique opportunity to process material, enhance their skills and collaborate with other students. During the PLTL workshop, class is divided into smaller groups of students who work together throughout the term under the guidance of PLTL Leader.

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PLTL/SI Leader Employment

Student employee must read, understand, and adhere to the Learning Center’s rules, policies and procedures detailed in Section I of this manual. Violation of the aforementioned rules or policies may subject a student employee to immediate termination of employment and dismissal from the Learning Center.

PLTL and SI Leaders can be dismissed from their sections by Faculty request.

All new and returning Leaders are required to participate in assigned training, detailed in Section I of this manual. These trainings are essential to ensuring that all Leaders are trained in tutoring and remediation techniques, which will enhance the effectiveness of the UT RGV Learning Center.

Roles and Responsibilities

The Program Coordinator The Program Coordinators are responsible for coaching, mentoring, observing, and evaluating PLTL/SI Peer Mentors and PLTL and SI Leaders to help them improve the performance of their duties. In addition, the Program Coordinators are responsible for ensuring all data collection as well as submitting periodic and final reports to the Learning Center Director(s). This list of responsibilities also includes:

• Helping implement the PLTL and SI programs

• Collaborating with faculty

• Conducting training sessions

• Interviewing and performing observations and evaluations of PLTL/SI Leaders

• Creating tutors’ schedules, and

• Monitoring the quality of the PLTL/SI sessions.

PLTL/SI Peer Mentor The PLTL/SI Peer Mentor develops and provides training and mentoring for PLTL and SI Leaders, assists PLTL/SI Leaders in targeted subject areas via individual or group training and mentoring, and develops and hosts study sessions and presentations as needed. In addition to working directly with the PLTL and SI Leaders, the PLTL/SI Peer Mentors are responsible for observing PLTL or SI sessions, collecting data, as well as preparing intermediate and final reports.

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Additional Responsibilities

• Create and manage course - specific materials and resources

• Encourage a friendly and productive mentoring environment

Monitor grades on Blackboard (when available as an option) and communicate with leaders on a weekly basis

Input attendance and observational notes

If exams occur, Peer Mentors should offer to help the instructor (ex: distribute/collect exams, proctor, etc.), and assign the PLTL or SI Leaders to exam sessions, but they are not required to stay if the instructor does not need help.

Qualifications

• Good leadership and mentoring skills

• Good interpersonal communications skills and ease in relating to people of varying educational, cultural, and social backgrounds

• Strong organizational skills

• Good level of responsibility, reliability, and punctuality

• Appropriate and professional behavior at all times

• Department Faculty approval

• 3.0 GPA

• Demonstrated knowledge of targeted courses, end of course grade of “A” or “B+”

• Completion of PLTL/SI training prior to beginning of semester

• CRLA Level 3 Certification preferred

• Experience as an PLTL or SI Leader

Ability to work with students at various academic levels and needs

PLTL/SI Leaders The primary role of PLTL and SI Leaders is to help students learn how to learn, through various skills and strategies. PLTL/SI Leaders help students develop visual models, outlines, and study guides. PLTL/SI Leaders must successfully complete the course in the past and obtain the approval from the course instructor. A more detailed job description, timelines, forms, and session techniques will be provided in PLTL/SI Leader manual.

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PLTL/SI Leaders responsibilities:

Facilitate assigned weekly study sessions for targeted course.

Model and encourage collaborative study strategies.

Prepare session activities.

Contribute to a friendly and productive learning environment.

Input attendance data and session observation notes.

Meet regularly with supervisor and faculty of targeted course.

Meet with PLTL/SI Peer Mentor weekly for ongoing training, review of lesson plans, and mentoring.

Complete referral forms to the Labs for students who have a recommendation from the faculty member (student must have below a 70 average in their course).

Communicate with the instructor and PLTL Team Leaders

Roles and Responsibilities of PLTL/SI Faculty SI and PLTL Programs are only offered for courses with departmental and Faculty support. Even though the Leaders are not hired by Faculty, in order for the PLTL or SI session to be successful it is very important to maintain a professional relationship with the course Instructor.

The faculty part of the partnership involves:

• Helping the Program Coordinators to select good candidates for Leaders and Peer Mentors

• Communicating with PLTL/SI Leaders with regards to course and instructor expectations on a regular basis throughout the semester

• Allowing periodic announcements to be made about PLTL/SI sessions

• Allowing Leaders to introduce themselves to the class on the first day of class

• Allowing Leaders to refer students whose grades are below 70 to the Labs

• Avoiding suggesting that only those who do poorly will benefit from PLTL or SI, and

• Communicating to students the added value of PLTL/SI sessions.

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III. NCAA Academic Support & Tutors

Extra Benefits

16.02.3 Extra Benefit

An extra benefit is any special arrangement by an institutional employee or a representative of the institution’s athletics interests to provide a student-athlete or the student-athlete’s relative or friend a benefit not expressly authorized by NCAA legislation. Receipt of a benefit by student-athletes or their relatives or friends is not a violation of NCAA legislation if it is demonstrated that the same benefit is generally available to the institution’s students or their relatives or friends or to a particular segment of the student body (e.g., international students, minority students) determined on a basis unrelated to athletics ability.

16.3.1.1 Academic Counseling/Support Services

Member institutions shall make general academic counseling and tutoring services available to all student-athletes. Such counseling and tutoring services may be provided by the department of athletics or the institution's nonathletic student support services. In addition, an institution may finance other academic and support services that the institution, at its discretion, determines to be appropriate and necessary for the academic success of its student-athletes.

16.3.1.1.1 Specific Limitations

An institution may provide the following support services subject to the specified limitations.

a. Use of institutionally owned computers and typewriters on a check-out and retrieval basis; however, typing/word processing/editing services or costs may not be provided, even if typed reports and other papers are a requirement of a course in which a student-athlete is enrolled;

b. Use of copy machines, fax machines and the Internet, including related long-distance charge, provided the use is for purposes related to the completion of required academic course work;

c. Course supplies (e.g., calculators, art supplies, computer disks, subscriptions), provided such course supplies are required of all students in the course and specified in the institution's catalog or course syllabus or the course instructors indicates in writing that the supplies are required.

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d. Cost of a field trip, provided the field trip is required of all students in the course and the fee for such trips is specified in the institution's catalog; and

e. Non- electronic day planners.

16.2.2.1 Sale of Complimentary Admissions

A student-athlete may not receive payment from any source for his or her complimentary admissions and may not exchange or assign them for any item of value.

16.11.2.2.2 Nonpermissible – Telephones and Credit Cards

It is not permissible to allow a student-athlete to use a telephone or credit card for personal reasons without charge or at a reduced cost.

Exception: An institution may provide or arrange for a telephone call in emergency situations as approved by the director of athletics (or his or her designee).

Departmental Policy: A student-athlete’s use of an institutional staff member’s telephone for long distance calls would constitute an impermissible extra benefit and represent a violation of NCAA regulations.

Please be sure to keep your office locked and, also, continue to audit your monthly phone bills to ensure that all calls were in fact made by you. If you become aware that your phone number is being utilized improperly by a student-athlete or any other unauthorized individual, please report it immediately, so that appropriate corrective action can be taken.

16.11.2.3 Other Prohibited Benefits

An institutional employee or representative of the institution’s athletics interests may not provide a student-athlete with extra benefits or services, including, but not limited to:

a. A loan of money;

b. A guarantee of bond;

c. An automobile or the use of an automobile;

d. Transportation (e.g., a ride home with a coach), except as permitted in 16.9.1-(e), even if the student-athlete reimburses the institution or the staff member for the appropriate amount of the gas or expenses; or

e. Signing or cosigning a note with an outside agency to arrange a loan.

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Conduct of Athletic Staff

Buckley Amendment

An institution is not permitted to disclose information regarding a student-athlete’s:

a. results of NCAA or institutional drug tests;

b. academic transcripts from any institution including the UT RGV;

c. pre-college test scores and information relating to eligibility of nonstandard testing;

d. records concerning financial aid;

e. records concerning campus or home addresses or phone numbers; and

f. any other papers or information pertaining to his or her NCAA eligibility.

10.1 Unethical Conduct

Unethical conduct by a prospective or enrolled student-athlete or a current or former institutional staff member may include, but is not limited to, the following:

a. refusal to furnish information relevant to an investigation of a possible violation of an NCAA regulation when requested to do so by the NCAA or the individual’s institution;

b. knowing involvement in arranging for fraudulent academic credit or false transcripts for a prospective or an enrolled student-athlete;

c. knowing involvement in offering or providing a prospective or enrolled student-athlete an improper inducement or extra benefit or improper financial aid;

d. knowingly furnishing the NCAA or the individual’s institution false or misleading information concerning the individual’s involvement in or knowledge of matters relevant to a possible violation of NCAA regulation;

e. receipt of benefits by an institutional staff member for facilitating or arranging a meeting between a student-athlete and an agent, financial advisor or representative of an agent or advisor (e.g., “runner”).

Academic Fraud: If you know of a student-athlete who is submitting work that is not his or her own, or is submitting test or examination materials that are not his or her own, it is your responsibility as a staff member of the UT RGV to report this activity to the Athletic Compliance Office

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Sport Wagering

10.3 Sport Wagering Activities

The following individuals shall not knowingly participate in sports wagering activities or provide information to individuals involved in or associated with any type of sports wagering activities concerning intercollegiate, amateur or professional athletics competition:

a. Staff members of an institution's athletics department;

b. Nonathletic department staff members who have responsibilities within or over the athletics department (e.g., chancellor or president, faculty athletics representative, individual to whom athletics reports);

c. Staff members of a conference office; and

d. Student-athletes.

10.3.1 Sport Wagering Sanctions

The following sanctions for violations of Bylaw 10.3 shall apply:

a) A student-athlete who engages in activities designed to influence the outcome of an intercollegiate contest or in an effort to affect win-loss margins ("point shaving") or who participates in any sports wagering activity involving the student-athlete's institution shall permanently lose all remaining regular-season and postseason eligibility in all sports.

b) A student-athlete who participates in any sports wagering activity through the Internet, a bookmaker or a parlay card shall be ineligible for all regular-season and postseason competition for a minimum of a period of one year from the date of the institution's determination that a violation occurred and shall be charged with the loss of a minimum of one season of eligibility. If the student-athlete is determined to have been involved in a later violation of any portion of Bylaw 10.3, the student-athlete shall permanently lose all remaining regular-season and postseason eligibility in all sports.

Fantasy Leagues

With the popularity and availability of the Internet, sport wagering, sports wagering, and fantasy leagues have seen a dramatic increase in participation over the past several years. Although such activities are easily accessible and quickly available, it is impermissible under NCAA rules and a student-athlete could jeopardize their eligibility by participating in any of the aforementioned activities—including fantasy sports leagues that involve money. If a staff member or a student-athlete is involved in any fantasy sports league that involves the exchange of money, prizes, or other tangible item of value, the student-athlete may be declared ineligible for all regular season and postseason competition for at least one year and a staff member could be terminated.

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NCAA Championships/Bowl Games/”March Madness”

NCAA rules prohibit soliciting or accepting a bet on any intercollegiate competition for any item that has tangible value. These regulations apply to—all staff members in an institution’s athletic department—and all student-athletes. THIS INCLUDES NCAA TOURNAMENT POOLS.

Departmental Policy on Sport Wagering

The following should serve as departmental policy for all student-athletes AND staff members governing sport wagering activities:

Staff members of the athletic department and student-athletes shall not participate in any sport wagering activity that involves intercollegiate or professional athletics, through a bookmaker, a parlay card or any other method employed by organized sport wagering (e.g., sports “pools”, internet sport wagering, “800” numbers, etc.). This includes other methods not run through organized sport wagering (e.g., pools, fantasy leagues, etc.), even if the bet or value of the prize is a “friendly” wager.

Summary of NCAA Regulations

(Applies to anyone who assists a Student-Athlete)

It is permissible for employees, counselors, personal monitors, etc. to:

Provide tutorial assistance through the P.O.W.E.R Center to student-athletes who are enrolled full time.

Provide career counseling services through the P.O.W.E.R Center or Student Affairs to enrolled student-athletes.

Make computer terminals available to enrolled student-athletes.

Provide other academic advising services to enrolled student-athletes.

It is not permissible for employees, counselors, personal monitors, etc. to:

Type papers or other class work for student-athletes at no cost to the student-athlete.

Provide reduced-rate typing services for student-athletes.

Provide cost-free or reduced-rate copying services for student-athletes.

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Complete course assignments for student-athletes.

Provide student-athletes with course supplies (i.e., calculators, computer discs, etc.).

Provide student-athletes the use of telephone calling cards or other credit cards for personal use.

Provide a student-athlete with the use of his/her automobile.

Assist a student-athlete with the payment of his/her bills, parking tickets, etc.

Provide any other benefit to a student-athlete that is not available to other students.

Pay student-athletes money or give any tangible item to a student-athlete in exchange for placing the employee’s name on the student-athlete’s complimentary admission list.

Provide tutorial service through the P.O.W.E.R Center to a prospective student-athlete (e.g., a student who has started classes for the 9th grade).

Assist prospective student-athletes to enroll at another collegiate institution (i.e., two-year College) in part-time, full-time or correspondence courses.

Complete course work for a prospective student-athlete.

The work that you do and the interactions that you have may affect eligibility of our student-athletes either positively or negatively. The NCAA considers you an institutional staff member. You must report the following to the employee supervisor regularly:

All referrals you make.

Inappropriate requests or pressures from student-athletes.

Romantic or social involvement between employees and student-athletes.

Alleged or actual NCAA rules violations.

Any incident of academic fraud or of a suspicious nature academically.

Extra benefits impermissibly given to student-athletes such as gifts, meals or transportation known to you.

THIS LIST IS NOT INCLUSIVE – “ASK BEFORE YOU ACT!”