Supplemental Pay and Tailgating: Difference between pages

From Appalachian State University Policy Manual
(Difference between pages)
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Policy 602.10
Policy ____ [''Number from Table of Contents'']
 
== Introduction ==
== Introduction ==
You may copy this page's source to start a new policy page. Be sure to remove or overwrite the examples. Second level headings should NOT be altered.


== Scope ==
== Scope ==
1.1 This policy applies to supplemental compensation paid to Appalachian State University faculty and staff through the University Payroll Office. This policy is not intended to modify any of the existing policies or procedures governing the administration of University salaries or payments for external consulting (see Policy on External Professional Activities for Pay).
 


== Definitions  ==
== Definitions  ==
=== Contract Period ===
:For nine-month faculty the contract period is generally from August 15 through May 15. The specific dates of the contract period in any one case are based on the faculty member’s employment contract.
=== Outside-the-contract Period ===
:For nine-month faculty this period is generally from May 16 through August 14. The specific dates of the time outside-the-contract period in any one case are based on the faculty member’s employment contract.
=== Base Salary ===
:The annual permanent salary of the employee as it appears in the employment contract of the employee or subsequent letters of notice of salary increase/decrease. The base salary includes any supplemental administrative stipends extending for one year or more, but does not include temporary payments for a period of less than one year.


=== 9-Month Equivalent Salary ===
=== Definition phrase or word ===
:For faculty, this is the portion of the base salary less any continuing supplemental administrative stipends built into the base salary. For 12-month EPA employees, the 9-month equivalent salary is calculated as 9/11th of the base salary. For 10-month EPA employees, the ratio is 9/10th of the base salary.
: Definition summary
=== Supplemental Compensation ===
 
:For faculty, all extra compensation paid through the University Payroll Office beyond the 9-month equivalent salary, regardless of funding source. This includes, but is not limited to, activities such as conducting seminars, workshops, and training; teaching distance education courses; dual employment payments from other state agencies; internal grant stipends; administrative stipends; external grant and contract stipends and teaching summer courses.


== Policy and Procedure Statements  ==
== Policy and Procedure Statements  ==
=== General Policy ===
4.1.1  For a full-time member of the faculty or EPA staff, the salary approved by the Chancellor, Board of Trustees, or Board of Governors is the base salary to be paid during the contract period. No additional compensation may be paid for University duties that are generally related to the position to which the individual is appointed during the Contract Period. No Senior Academic and Administrative Officer (see UNC Policy Manual Section 300.1.1, I-A) may be paid, in addition to his or her salary, for any services rendered to any institution-related foundation, endowment, or other entity that
#was established by officers of the University,
#is controlled by the University, or
#is tax-exempt based on being a support organization for the University.


4.1.2  With appropriate approvals, full-time members of the faculty or EPA staff may receive additional compensation for extra duties, as long as these extra services do not cause a conflict of commitment with the primary employment position of the employee. A maximum commitment of time of 120% is allowed and supplemental compensation from all sources may total no more than 20% of the 9-month equivalent salary during the contract period. For EPA staff and faculty, all supplemental compensation received outside-the-contract period may total no more than 38.4% of the 9-month equivalent salary.
'''TAILGATING POLICY'''
 
<u>'''Definition'''</u>
 
'''Tailgating''' is defined as parking in a designated location or area and/or setting up non- permanent facilities (such as tents and tables) to consume food and beverages prior to an officially sanctioned University event to which the public is invited and the event has been approved for tailgating. If the Chancellor or his designee pre-approves the consumption of alcohol for a specific tailgating event, only malt beverages and unfortified wine may be consumed by individuals twenty-one (21) years of age or older.
 
'''APPALACHIAN STATE UNIVERSITY DOES NOT SANCTION THE CONSUMPTION OR POSSESSION OF ALCOHOLIC BEVERAGES BY UNDERAGE PERSONS; NOR DOES IT SANCTION THE VIOLATION OF FEDERAL, STATE OR LOCAL LAW.'''
 
<u>'''Conduct'''</u>
 
Individuals attending events at Appalachian State University are expected to conduct themselves in a manner respectful of the nature and character of the university. Persons acting in a disruptive, disrespectful or disorderly manner may be asked to leave the premises or be subject to citation. Students may also be charged with a violation of the Code of Student Conduct.
 
<u>'''Tailgating Areas/Times'''</u>
 
Tailgating with food and non-alcoholic beverages is permitted on all areas of campus.
 
Possession and consumption of alcoholic beverages while tailgating will be permitted in the following areas, or those parking lots adjacent to the facilities listed below, unless otherwise stipulated by the University Administration:
 
Broyhill Music Building Lot                        Chemistry and Physics (CAP) Lot
Champions Lot                                      Duck Pond Field
Durham Park East                                  Stands Lot
Edwin Duncan Hall Lot                              Farthing Auditorium Lot
Greenwood Lot                                      Holmes Center Lot
John Thomas Hall Lot                              Justice/Coltrane Halls Lots
Katharine Harper Hall Lot                          Raley Lot
Rivers Street Parking Deck                        South Lot
Stadium Lot                                        Legends Lot
Student Recreation Center Lot                      University Drive Parking Spaces
New Parking Deck next to the Carol Grotnes Belk Library and Information Commons
 
'''THE ABOVE DESIGNATED AREAS ARE THE ONLY LOCATIONS APPROVED FOR TAILGATING WITH ALCOHOL. Consumption of alcohol outside designated areas and/or time periods constitutes a violation of Appalachian State University tailgating policy. Violators are subject to prosecution under the
Appalachian State University Code of Student Conduct, the laws of The Town of Boone, and/or the laws of the State of North Carolina.'''
 
Alcohol consumption will not be permitted in any area during or after the game.
 
Tailgating is limited to directly behind your parked vehicle. '''Roadways cannot be blocked for any reason and more than one parking spot cannot be used.'''


=== Specific Policies ===
Motor homes will not be allowed to park in campus parking lots the night before a game.  
==== Administrative Stipends ====
4.2.1.1 Administrative stipends for faculty and EPA staff that are included as part of the base salary will count as part of the limited supplemental compensation associated with the outside-the-contract period specified in the General Policy.


==== Dual Employment ====
<u>Tailgating sites will not open prior to 9:00 A.M. before the official beginning of the event.</u>
4.2.2.1 Dual employment occurs when a University employee agrees to perform services for another state agency on a part-time or contractual basis. Approval must be obtained from the supervisor of the primary employment position before the service is provided in order to ascertain whether the obligation will interfere with the job duties and commitments of the primary position. If approved, all payments to the employee must be sent (along with Form CP-30) from the borrowing agency to the University and paid through the University payroll. Payments of this type are counted as part of supplemental compensation.


==== Overload Instruction ====
Tailgating will not be permitted during the event.
4.2.3.1 In general, faculty should not be paid extra for teaching credit courses in addition to their normal course load. Instead, other arrangements may be made, such as a corresponding course reduction in the following semester. With approval of the chair and dean, overload pay may be approved for faculty that agree to teach additional credit courses beyond the departmental standard load if it does not cause a conflict of commitment with the other duties of the faculty member. There is a one course per semester limit on this type of payment and the stipend will be limited to the standard contract amount offered to part-time faculty based on a pay schedule
maintained by the Office of Academic Affairs. The current rates are as follows:


{|
<u>'''Consumption of Alcohol'''</u>
|Highest Degree
|Rate/Credit Hour
|9-Month Equivalent Salary
|-
|Bachelor
|$ 900
|$ 33,750
|-
|Master
|$ 1,012
|$ 37,950
|-
|Doctorate/Terminal
|$ 1,125
|$ 42,188
|}


==== Distance Education Instruction ====
Consistent with North Carolina State Law, <u>Underline</u>only malt beverages and unfortified wine may be possessed or consumed. Spirituous liquor (including mixed drinks) is NOT permitted.<u>Underline</u>
4.2.4.1 Supplemental compensation for teaching distance education courses for credit is limited to additional travel-related duties and time commitment associated with instructing students at a remote location and not for duties that a faculty member would typically provide for courses offered on campus. This additional compensation applies to both in-load and overload courses, but will not be provided for distance education courses when there are equivalent campus courses that inherently involve travel for which additional compensation is not awarded to faculty. Examples of courses in which travel is required but no supplemental compensation is offered include internships, student teaching, study abroad or other field-based courses. This policy does not apply to on-line courses offered on the Boone campus. Additional compensation applies for courses taught on an overload basis as per the guidelines for overload instruction.


4.2.4.2 For courses that are taught on-line with minimal face-to-face interaction, the compensation will be 5% of the faculty member’s 9-month equivalent salary. For the purpose of this policy, a course will be considered on-line if the face-to-face interaction within the course consists of no more than 10% of the contact time normally associated with the course if it was delivered in a face-to-face
Kegs and other common containers are not allowed at any time.
manner. This category excludes courses that are delivered through synchronous electronic delivery methods, such as NCIH. For all other distance education courses that qualify for compensation, the compensation offered per course is a specified percentage of the faculty member’s 9-month equivalent salary based on the distance of the remote location from Boone as outlined in the table below.  


{|
Glass containers are not allowed.
|Distance to Remote Location
|Percentage of 9-Month Equivalent Salary
|-
|Under 20 miles
|0%
|-
|20 – 40 miles
|2%
|-
|41 – 60 miles
|3.5%
|-
|Over 60 miles
|4.5%
|}


==== Summer Instruction ====
Drinking games, including, but not limited to, beer pong, and the use of devices intended to accelerate the consumption of alcohol, including, but not limited to, funnels or beer bongs, are prohibited.
4.2.5.1 Faculty will be contracted at a rate of 2 2/3% of their 9-month equivalent salary per credit hour of instruction. Excluding internship supervision, revenue-generated courses, or other non-typical course offerings, faculty will be compensated at no less than the minimum rate applied to part-time faculty during the academic year. For distance education courses taught in the summer, additional compensation associated with travel-related duties and time commitment applies as per the guidelines specified in the Distance Education Instruction section.


==== Teaching Continuing Education Programs ====
Any participant who consumes alcoholic beverages at such events <u>Underline</u>must be able to produce a valid driver’s license or other photo ID that reflects the person’s age<u>Underline</u> upon request.
4.2.6.1 Faculty may be approved by their chair and dean for supplemental compensation for teaching non-credit programs offered through the Division of Continuing Education or some other University unit as long as such work does not cause a conflict of commitment with their regular job duties. Compensation rates are generally dependent on generation of program revenue. For EPA employees, compensation limits from the General Policy will apply.


==== Teaching by SPA or EPA Staff ====
Consumption of alcoholic beverages is prohibited on any other part of the campus or on public streets that run through or are adjacent to the campus.
4.2.7.1 Non-teaching staff, both EPA and SPA, whose duties are tied to the normal workweek schedule of the University, may be allowed, subject to advance approval by the appropriate supervisor, to take on a University teaching responsibility for supplemental compensation. A staff member’s primary employment responsibilities take priority over any additional part-time teaching assignments. Generally, this teaching responsibility must be entirely carried out during times other than the normal working hours established for the full-time employment responsibility.  However, in extraordinary circumstances, when the teaching responsibility must take place during the course of the employee’s normal working hours, such exceptions must be approved in advance by the appropriate vice chancellor. If the arrangement is approved, an alternate work schedule must be approved and forwarded with the appropriate assignment documentation for inclusion in the employee’s official personnel record (EPA to Division Vice Chancellor, SPA to Human Resources). The vice chancellor must review and recertify such arrangements annually, and, if necessary, coordinate for continued concurrence with the appropriate supervisor. Otherwise, the employee may not receive supplemental pay for the teaching assignment. For EPA employees, compensation limits from the General Policy will apply.


==== Compensation for Non-teaching Activities by SPA or EPA Staff ====
Consumption of alcoholic beverages may begin no more than 3 ½ hours before the starting time of the event. Consumption of alcoholic beverages '''after''' commencement of the event is '''prohibited'''. (University Alcohol Policy, Resource Manual, Administrative Policy 21)
4.2.8.1 For non-teaching EPA and SPA staff, additional activities for supplemental pay may be permitted, with the supervisor’s approval, but must not interfere with the staff member's normal duties, must be outside the scope of the employee’s normal job responsibilities, and must be carried out during times other than the normal working hours established for the full-time employment
responsibility of that staff member.


4.2.8.2 However, in extraordinary circumstances, when the additional activities for pay must take place during the course of the employee’s normal working hours, such exceptions must be approved in advance by the appropriate vice chancellor. If the arrangement is approved, an alternate work schedule must be approved and forwarded with the appropriate assignment documentation for inclusion in the employee’s official personnel record (EPA to Division Vice Chancellor, SPA to Human Resources). The vice chancellor must review and recertify such arrangements annually, and, if necessary, coordinate for continued concurrence with the appropriate supervisor.
<u>'''Consumption and Preparation of Food'''</u>
Otherwise, the employee may not receive supplemental pay for the non-teaching activity.


4.2.8.3 For EPA employees, compensation limits from the General Policy will apply. For those SPA employees exempt from the overtime provisions, a revised monthly salary or a lump sum payment must be agreed upon. SPA employees subject to the overtime provisions must be paid on the basis of the combined number of hours worked during a workweek. Such payment must be in accordance with the minimum wage and overtime provisions and be based upon the appropriate rate(s) of pay for the work being done.
No food may be sold without proper University permit (either Food Services and/or Athletics).


==== Compensation from External and Internal Grants ====
Propane and charcoal grills are the only permissible sources of heat for cooking. Burned coals and/or residue from cooking may not be permitted to make contact with the paved surface of the parking lot. Hot coals must be completely extinguished with water prior to leaving the tailgating site.
4.2.9.1 For 9-month faculty, supplemental compensation may be earned outside-the-contract period for University-sponsored research that is externally funded by a governmental agency as approved by the department chair, dean, and the Office of Research and Sponsored Programs. The maximum payment is 38.4% of the base salary or 120% of time, unless otherwise limited by the sponsor. In the case of a federal grant or contract, the rate of pay for supplemental compensation outside-the-contract period must be the same as the base rate of pay for the contract assignment. This policy is intended to comply with applicable federal and state restrictions on level of effort. Federal restrictions permit up to 33.3% outside-the-contract period and no more than 100% of total compensated effort during the contract period.


4.2.9.2 Government sponsors usually do not permit compensation beyond the base rate of pay during the contract period. As a general rule, faculty members (9 and 12 months) involved in government-funded research during the contract period should have their other assigned responsibilities reduced through a “released time” arrangement. For non-government sponsors, additional compensation can be paid during the contract period if permitted by the sponsor and approved by the chair and dean. The maximum supplemental compensation allowed during the contract period is 20% of the 9-month equivalent salary.
Open flame fires, including fire pits, are prohibited.


4.2.9.3 For internal grants, the maximum supplemental compensation allowed during the contract period is 20% of the 9-month equivalent salary. Outside-the-contract period, the maximum supplemental compensation allowed is 38.4% of the 9-month equivalent salary. Please note the General Policy may limit compensation further for external and internal grants due to other forms of additional compensation received by the employee.
<u>'''Trash'''</u>


=== Procedures for Payment of Supplemental Compensation ===
All groups and individuals participating in tailgating are responsible for proper disposal of their trash and other debris such as charcoal.
==== Timing of Requests ====
Recycling is strongly encouraged.
4.3.1.1 Proposals for activities involving payment of supplemental compensation must be approved by the chair or immediate supervisor of the employee in advance of initiation of the work. As proposals are reviewed and approved, an individual's total time commitments on institutional as well as external professional activities (e.g., outside consulting) will be considered. The chair or immediate supervisor is responsible for ensuring time and compensation limits specified in the General Policy are enforced.
==== Duration ====
4.3.2.1 No work assignment that results in supplemental compensation may exceed one year; provided, however, that any such additional work assignment may be extended or renewed on a case-by-case basis. Requests for payments must specify the time period for which the person is receiving compensation and the time period must be wholly contained within a contract period or outside a contract period.
==== Approvals ====
4.3.3.1 If the employee receiving supplemental compensation is in a different department/unit from the requestor of the work or assignment, the department chair/supervisor of the employee should be consulted for approval in order to consider such issues as work load management and adherence to the General Policy concerning limits on time and compensation. Requests for payments of supplemental compensation must be approved by the department chair/supervisor and the dean/unit head of the employee as well as the appropriate supervisors from whom the payments are requested.  


4.3.3.2 For SPA employees, all documentation must be reviewed by Human Resources for compliance reasons prior to the commencement of paid activities and such documentation shall be retained in the employee’s personnel files.
Trash containers will be provided throughout campus.


<u>'''Solicitation'''</u>


==== Method of Payment and Deductions =====
No sales activities are allowed on the Appalachian State University campus, including any/all tailgating areas, without permission from the appropriate University office, i.e. Athletics and/or Center for Student Involvement and Leadership.
(Facility Use Policy, Section 11-Solicitation and Solicitors, Resource Manual)


Payment of supplemental compensation will be processed as additional pay to employees (and
Only Appalachian State University Athletics or their designated representatives will be allowed to sell merchandise at athletics events.
not as payments to independent contractors) through the ASU payroll area and will have
 
federal/state taxes and other appropriate deductions withheld. Payments will be identified as
<u>'''Structures'''</u>
supplemental compensation above the amount paid as the base salary
 
Highest Degree Rate/Credit Hour 9-Month Equivalent Salary
No permanent or semi-permanent structures may be constructed or placed for any activity on University grounds except by authority of the Vice Chancellor for Business Affairs or the Vice Chancellor for Student Development(Facility Use Policy, Section 5-Use of University Grounds and Exterior Facilities, Resource Manual).
Bachelor $ 900 $ 33,750
 
Master $ 1,012 $ 37,950
<u>'''Smoking Policy'''</u>
Doctorate/Terminal $ 1,125 $ 42,188
 
D. Distance Education Instruction
Smoking is not allowed inside Kidd Brewer Stadium or within 50 ft. of any university facility.
Supplemental compensation for teaching distance education courses for credit is limited to
 
additional travel-related duties and time commitment associated with instructing students at a
If smoking in a designated area, smoking residue must be placed in appropriate receptacles. (Smoking Policy, Resource Manual)
remote location and not for duties that a faculty member would typically provide for courses
3
offered on campus. This additional compensation applies to both in-load and overload courses,
but will not be provided for distance education courses when there are equivalent campus
courses that inherently involve travel for which additional compensation is not awarded to faculty.
Examples of courses in which travel is required but no supplemental compensation is offered
include internships, student teaching, study abroad or other field-based courses. This policy does
not apply to on-line courses offered on the Boone campus. Additional compensation applies for
courses taught on an overload basis as per the guidelines for overload instruction.
For courses that are taught on-line with minimal face-to-face interaction, the compensation will be
5% of the faculty member’s 9-month equivalent salary. For the purpose of this policy, a course
will be considered on-line if the face-to-face interaction within the course consists of no more than
10% of the contact time normally associated with the course if it was delivered in a face-to-face
manner. This category excludes courses that are delivered through synchronous electronic
delivery methods, such as NCIH.
For all other distance education courses that qualify for compensation, the compensation offered
per course is a specified percentage of the faculty member’s 9-month equivalent salary based on
the distance of the remote location from Boone as outlined in the table below.
Distance to Remote Location Percentage of 9-Month Equivalent Salary
Under 20 miles 0%
20 – 40 miles 2%
41 – 60 miles 3.5%
Over 60 miles 4.5%
E. Summer Instruction
Faculty will be contracted at a rate of 2 2/3% of their 9-month equivalent salary per credit hour of
instruction. Excluding internship supervision, revenue-generated courses, or other non-typical
course offerings, faculty will be compensated at no less than the minimum rate applied to part-time
faculty during the academic year. For distance education courses taught in the summer,
additional compensation associated with travel-related duties and time commitment applies as
per the guidelines specified in the Distance Education Instruction section.
F. Teaching Continuing Education Programs
Faculty may be approved by their chair and dean for supplemental compensation for teaching
non-credit programs offered through the Division of Continuing Education or some other
University unit as long as such work does not cause a conflict of commitment with their regular
job duties. Compensation rates are generally dependent on generation of program revenue. For
EPA employees, compensation limits from the General Policy will apply.
G. Teaching by SPA or EPA Staff
Non-teaching staff, both EPA and SPA, whose duties are tied to the normal workweek schedule
of the University, may be allowed, subject to advance approval by the appropriate supervisor, to
take on a University teaching responsibility for supplemental compensation. A staff member’s
primary employment responsibilities take priority over any additional part-time teaching
assignments. Generally, this teaching responsibility must be entirely carried out during times
other than the normal working hours established for the full-time employment responsibility.
4
However, in extraordinary circumstances, when the teaching responsibility must take place during
the course of the employee’s normal working hours, such exceptions must be approved in
advance by the appropriate vice chancellor. If the arrangement is approved, an alternate work
schedule must be approved and forwarded with the appropriate assignment documentation for
inclusion in the employee’s official personnel record (EPA to Division Vice Chancellor, SPA to
Human Resources). The vice chancellor must review and recertify such arrangements annually,
and, if necessary, coordinate for continued concurrence with the appropriate supervisor.
Otherwise, the employee may not receive supplemental pay for the teaching assignment. For
EPA employees, compensation limits from the General Policy will apply.
H. Compensation for Non-teaching Activities by SPA or EPA Staff
For non-teaching EPA and SPA staff, additional activities for supplemental pay may be permitted,
with the supervisor’s approval, but must not interfere with the staff member's normal duties, must
be outside the scope of the employee’s normal job responsibilities, and must be carried out
during times other than the normal working hours established for the full-time employment
responsibility of that staff member.
However, in extraordinary circumstances, when the additional activities for pay must take place
during the course of the employee’s normal working hours, such exceptions must be approved in
advance by the appropriate vice chancellor. If the arrangement is approved, an alternate work
schedule must be approved and forwarded with the appropriate assignment documentation for
inclusion in the employee’s official personnel record (EPA to Division Vice Chancellor, SPA to
Human Resources). The vice chancellor must review and recertify such arrangements annually,
and, if necessary, coordinate for continued concurrence with the appropriate supervisor.
Otherwise, the employee may not receive supplemental pay for the non-teaching activity.
For EPA employees, compensation limits from the General Policy will apply. For those SPA
employees exempt from the overtime provisions, a revised monthly salary or a lump sum
payment must be agreed upon. SPA employees subject to the overtime provisions must be paid
on the basis of the combined number of hours worked during a workweek. Such payment must
be in accordance with the minimum wage and overtime provisions and be based upon the
appropriate rate(s) of pay for the work being done.
I. Compensation from External and Internal Grants
For 9-month faculty, supplemental compensation may be earned outside-the-contract period for
University-sponsored research that is externally funded by a governmental agency as approved
by the department chair, dean, and the Office of Research and Sponsored Programs. The
maximum payment is 38.4% of the base salary or 120% of time, unless otherwise limited by the
sponsor. In the case of a federal grant or contract, the rate of pay for supplemental
compensation outside-the-contract period must be the same as the base rate of pay for the
contract assignment. This policy is intended to comply with applicable federal and state
restrictions on level of effort. Federal restrictions permit up to 33.3% outside-the-contract period
and no more than 100% of total compensated effort during the contract period.
Government sponsors usually do not permit compensation beyond the base rate of pay during
the contract period. As a general rule, faculty members (9 and 12 months) involved in
government-funded research during the contract period should have their other assigned
responsibilities reduced through a “released time” arrangement. For non-government sponsors,
additional compensation can be paid during the contract period if permitted by the sponsor and
approved by the chair and dean. The maximum supplemental compensation allowed during the
contract period is 20% of the 9-month equivalent salary.
For internal grants, the maximum supplemental compensation allowed during the contract period
is 20% of the 9-month equivalent salary. Outside-the-contract period, the maximum
5
supplemental compensation allowed is 38.4% of the 9-month equivalent salary. Please note the
General Policy may limit compensation further for external and internal grants due to other forms
of additional compensation received by the employee.
V. Procedures for Payment of Supplemental Compensation
A. Timing of Requests
Proposals for activities involving payment of supplemental compensation must be approved by
the chair or immediate supervisor of the employee in advance of initiation of the work. As
proposals are reviewed and approved, an individual's total time commitments on institutional as
well as external professional activities (e.g., outside consulting) will be considered. The chair or
immediate supervisor is responsible for ensuring time and compensation limits specified in the
General Policy are enforced.
B. Duration
No work assignment that results in supplemental compensation may exceed one year; provided,
however, that any such additional work assignment may be extended or renewed on a case-by-case
basis. Requests for payments must specify the time period for which the person is receiving
compensation and the time period must be wholly contained within a contract period or outside a
contract period.
C. Approvals
If the employee receiving supplemental compensation is in a different department/unit from the
requestor of the work or assignment, the department chair/supervisor of the employee should be
consulted for approval in order to consider such issues as work-load management and adherence
to the General Policy concerning limits on time and compensation.
Requests for payments of supplemental compensation must be approved by the department
chair/supervisor and the dean/unit head of the employee as well as the appropriate supervisors
from whom the payments are requested.
For SPA employees, all documentation must be reviewed by Human Resources for compliance
reasons prior to the commencement of paid activities and such documentation shall be retained
in the employee’s personnel files.
D. Method of Payment and Deductions
Payment of supplemental compensation will be processed as additional pay to employees (and
not as payments to independent contractors) through the ASU payroll area and will have
federal/state taxes and other appropriate deductions withheld. Payments will be identified as
supplemental compensation above the amount paid as the base salary


== Additional References ==
== Additional References ==


== Authority ==
== Authority ==


== Contact Information ==
== Contact Information ==


== Effective Date ==
== Effective Date ==


== Revision Dates ==
== Revision Dates ==

Revision as of 18:29, 2 June 2011

Policy ____ [Number from Table of Contents]

Introduction

You may copy this page's source to start a new policy page. Be sure to remove or overwrite the examples. Second level headings should NOT be altered.

Scope

Definitions

Definition phrase or word

Definition summary


Policy and Procedure Statements

TAILGATING POLICY

Definition

Tailgating is defined as parking in a designated location or area and/or setting up non- permanent facilities (such as tents and tables) to consume food and beverages prior to an officially sanctioned University event to which the public is invited and the event has been approved for tailgating. If the Chancellor or his designee pre-approves the consumption of alcohol for a specific tailgating event, only malt beverages and unfortified wine may be consumed by individuals twenty-one (21) years of age or older.

APPALACHIAN STATE UNIVERSITY DOES NOT SANCTION THE CONSUMPTION OR POSSESSION OF ALCOHOLIC BEVERAGES BY UNDERAGE PERSONS; NOR DOES IT SANCTION THE VIOLATION OF FEDERAL, STATE OR LOCAL LAW.

Conduct

Individuals attending events at Appalachian State University are expected to conduct themselves in a manner respectful of the nature and character of the university. Persons acting in a disruptive, disrespectful or disorderly manner may be asked to leave the premises or be subject to citation. Students may also be charged with a violation of the Code of Student Conduct.

Tailgating Areas/Times

Tailgating with food and non-alcoholic beverages is permitted on all areas of campus.

Possession and consumption of alcoholic beverages while tailgating will be permitted in the following areas, or those parking lots adjacent to the facilities listed below, unless otherwise stipulated by the University Administration:

Broyhill Music Building Lot Chemistry and Physics (CAP) Lot Champions Lot Duck Pond Field Durham Park East Stands Lot Edwin Duncan Hall Lot Farthing Auditorium Lot Greenwood Lot Holmes Center Lot John Thomas Hall Lot Justice/Coltrane Halls Lots Katharine Harper Hall Lot Raley Lot Rivers Street Parking Deck South Lot Stadium Lot Legends Lot Student Recreation Center Lot University Drive Parking Spaces New Parking Deck next to the Carol Grotnes Belk Library and Information Commons

THE ABOVE DESIGNATED AREAS ARE THE ONLY LOCATIONS APPROVED FOR TAILGATING WITH ALCOHOL. Consumption of alcohol outside designated areas and/or time periods constitutes a violation of Appalachian State University tailgating policy. Violators are subject to prosecution under the Appalachian State University Code of Student Conduct, the laws of The Town of Boone, and/or the laws of the State of North Carolina.

Alcohol consumption will not be permitted in any area during or after the game.

Tailgating is limited to directly behind your parked vehicle. Roadways cannot be blocked for any reason and more than one parking spot cannot be used.

Motor homes will not be allowed to park in campus parking lots the night before a game.

Tailgating sites will not open prior to 9:00 A.M. before the official beginning of the event.

Tailgating will not be permitted during the event.

Consumption of Alcohol

Consistent with North Carolina State Law, Underlineonly malt beverages and unfortified wine may be possessed or consumed. Spirituous liquor (including mixed drinks) is NOT permitted.Underline

Kegs and other common containers are not allowed at any time.

Glass containers are not allowed.

Drinking games, including, but not limited to, beer pong, and the use of devices intended to accelerate the consumption of alcohol, including, but not limited to, funnels or beer bongs, are prohibited.

Any participant who consumes alcoholic beverages at such events Underlinemust be able to produce a valid driver’s license or other photo ID that reflects the person’s ageUnderline upon request.

Consumption of alcoholic beverages is prohibited on any other part of the campus or on public streets that run through or are adjacent to the campus.

Consumption of alcoholic beverages may begin no more than 3 ½ hours before the starting time of the event. Consumption of alcoholic beverages after commencement of the event is prohibited. (University Alcohol Policy, Resource Manual, Administrative Policy 21)

Consumption and Preparation of Food

No food may be sold without proper University permit (either Food Services and/or Athletics).

Propane and charcoal grills are the only permissible sources of heat for cooking. Burned coals and/or residue from cooking may not be permitted to make contact with the paved surface of the parking lot. Hot coals must be completely extinguished with water prior to leaving the tailgating site.

Open flame fires, including fire pits, are prohibited.

Trash

All groups and individuals participating in tailgating are responsible for proper disposal of their trash and other debris such as charcoal. Recycling is strongly encouraged.

Trash containers will be provided throughout campus.

Solicitation

No sales activities are allowed on the Appalachian State University campus, including any/all tailgating areas, without permission from the appropriate University office, i.e. Athletics and/or Center for Student Involvement and Leadership. (Facility Use Policy, Section 11-Solicitation and Solicitors, Resource Manual)

Only Appalachian State University Athletics or their designated representatives will be allowed to sell merchandise at athletics events.

Structures

No permanent or semi-permanent structures may be constructed or placed for any activity on University grounds except by authority of the Vice Chancellor for Business Affairs or the Vice Chancellor for Student Development(Facility Use Policy, Section 5-Use of University Grounds and Exterior Facilities, Resource Manual).

Smoking Policy

Smoking is not allowed inside Kidd Brewer Stadium or within 50 ft. of any university facility.

If smoking in a designated area, smoking residue must be placed in appropriate receptacles. (Smoking Policy, Resource Manual)

Additional References

Authority

Contact Information

Effective Date

Revision Dates

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