Code of federal regulation intimidating behavior

Refer to the Events, Demonstrations, Fixed Exhibits, and Short-Term Rentals policy for information regarding assembles and demonstrations.

All graduate assistants (graduate teaching assistants, graduate research assistants, and graduate service assistants), and special employees who are concurrently required to be students (e.g., certified flight instructors, residence hall staff) are students and are responsible for abiding by all policies as outlined in the of their academic profession, the laws of the state of North Dakota regarding its employees, and the University of North Dakota policies which govern their institutional obligations.

Certain conditions may be required of those students who are admitted under this process.

The risk posed to the community by the applicant is considered by campus stakeholders before an admission decision is made.

University policies, rules, and regulations include, but are not limited to: Sexual misconduct includes dating violence, domestic violence, sexual assault, sexual exploitation, and sexual harassment.

Any attempted act that, if completed, would constitute a violation of the Violation of any University policy, rule, or regulation published in hard copy or available electronically on the University or SBHE website, including violations of the Residence Hall Room and Board License Agreement, Residence Hall Handbook, or the University Apartment Policy Book.

California Labor Code section 1102.5 states in subsections (a) through (i): (a) An employer, or any person acting on behalf of the employer, shall not make, adopt, or enforce any rule, regulation, or policy preventing an employee from disclosing information to a government or law enforcement agency, to a person with authority over the employee, or to another employee who has authority to investigate, discover, or correct the violation or noncompliance, or from providing information to, or testifying before, any public body conducting an investigation, hearing, or inquiry, if the employee has reasonable cause to believe that the information discloses a violation of state or federal statute, or a violation of or noncompliance with a local, state, or federal rule or regulation, regardless of whether disclosing the information is part of the employee’s job duties.

(b) An employer, or any person acting on behalf of the employer, shall not retaliate against an employee for disclosing information, or because the employer believes that the employee disclosed or may disclose information, to a government or law enforcement agency, to a person with authority over the employee or another employee who has the authority to investigate, discover, or correct the violation or noncompliance, or for providing information to, or testifying before, any public body conducting an investigation, hearing, or inquiry, if the employee has reasonable cause to believe that the information discloses a violation of state or federal statute, or a violation of or noncompliance with a local, state, or federal rule or regulation, regardless of whether disclosing the information is part of the employee’s job duties.

The Labor Commissioner’s Office does handle complaints of differences in pay based on sex under Labor Code section 1197.5, for Equal Pay Act violations.

Appropriate conduct in a community of scholars includes obeying the law, showing respect for authority, meeting contractual obligations, honestly communicating with the University, and maintaining integrity and individual honor in scholastic work.

Definition of Terms Appendix A: Dismissal/Greivance Procedures for Student Employees Appendix B: Academic Concerns/Information/Freedom Appendix C: Notice of Federal Compliance applies to students both on- and off-campus.

The uses of these plants address a variety of medicinal and spiritual purposes.

Long before Europeans arrived to North America, a variety of sacred plants were used in spiritual and ceremonial contexts.

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