Companion and Service Animals Policy

7) The University reserves the right to exclude, or restrict use of, an animal where circumstances indicate that the animal is not an appropriate member of the campus community. To be clear, the University is committed to supporting users of service and companion animals, and any exclusion or restriction on the animal will be established after dialogue, gathering of information, and a decision by the Director that the animal’s continued use is not a reasonable use under the guidance of this Policy and applicable law. In his or her decision-making, the Director will consider the use of the animal, the needs of non-users, the relative costs associated with the use or non-use of the animal, and any other relevant circumstances. If any person wishes to appeal a Director’s decision under this section of this Policy, he or she should follow the appeal process in section 2 of this Policy.

HR 6.7.2 REGISTRATION FORM FOR COMPANION/SERVICE ANIMAL UserName: Phone: Address: Animal’sName: Type of Animal: Service Animal orCompanion Animal? Description of Animal (breed, color, any other relevantidentification):

Please attach proof that the animal is up-to-date on all required vaccinations. Such proof is required on an annual basis.

For companion animals, please provide the following: The credentials and contact information of the evaluator(s); a) A diagnostic statement identifying the disability; b) A description of the diagnostic methodology used; c) A description of the current functionallimitations; d) A description of the expected progression or stability of thedisability; e) A description of current and past accommodations, services and/or medications; f) Statement on how the animal serves as an accommodation for the verifieddisability; g) Statement on how the need for the animal relates to the ability of the resident/student or live‐in family member to use and enjoy the living arrangements provided by the University.

For service animals, please answer the following: 1. Is the animal a service animal required because of a disability? Yes/No 2. What work or task has the animal been trained to perform?

The University reserves the right to ask follow-up questions and seek clarifying information, as necessary, upon review of the healthcare provider’s statement.

“I have read and understand the Virginia Wesleyan University Companion and Service Animal Policy. I understand that the Director of Residence Life, Director of the Learning Center or the Director of Human Resources is available to answer any questions I have about this Policy.”

Signature:

PrintedName:

Date:

HR 6.7.2 – Form for Policy on Companion and Service Animals

HR 4.3 CONTINUATION OF BENEFITS REFORM ACT (COBRA)

Virginia Wesleyan University complies with the federal Continuation of Benefits Reform Act (COBRA) and as such, offers the same group benefits to employees and/or their dependents when they would otherwise lose their group coverage due to a qualifying event. Qualifying events are defined as termination of employment (unless termination is for gross misconduct), reduction of work hours, your death, your divorce or legal separation, loss of dependent coverage due to your eligibility for Medicare, your dependent child ceases to be eligible under plan guidelines.

In accordance with IRS guidelines, in coordinating COBRA with the Family and Medical Leave Act (FMLA), a qualifying event for an employee who is under FMLA leave occurs if the following three conditions are met:

1. The employee (or spouse or dependent) is covered by the employer's grouphealth plan on the day before the first day of FMLAleave. 2. The employee does not return to work at the end of FMLAleave. 3. The employee would, in the absence of COBRA, lose coverage under thehealth plan before the end of the maximum coverage period provided byCOBRA.

If all three conditions are met, a qualifying event occurs on the last day of FMLA leave. It is the employee's responsibility to notify Human Resources of a COBRA qualifying event. Once the employee has notified Human Resources of a qualifying event, it is the responsibility of Human Resources to send the appropriate notification and election forms to the employee (or spouse or dependent).

HR 4.3 – Continuation of Benefits Reform Act (COBRA)

COURSE GRADE APPEAL PROCESS

A student who believes that he or she has received an unjust course grade may appeal the grade. The burden of proof of injustice rests with the student. A student pursuing an appeal must follow these steps:

• First, the student must review the course syllabus for the grading policy and calculate a legitimate grade, based on all tests, papers, and other work graded by the faculty member during the semester. • If the student still believes the grade is in error, then no later than the end of the second week of the subsequent semester, summer not counting as a semester, the student must confer directly with the faculty member who assigned the grade, bringing to the meeting all graded work that was required for the course. • If after this meeting the student is still not satisfied with the faculty member’s decision, then no later than the end of the fifth week of the same semester, the student must prepare and send to the VPAA a written appeal with all supporting evidence. At the same time, the student must send copies of all materials to the faculty member. After consultation with both the student and the faculty member, the VPAA, if she or he believes the case so warrants, calls together the members of the department in which the course was taken. This process is intended to ensure fairness and to ensure that all supporting materials are seen by neutral parties. After this consultation with the VPAA and the other members of the department, the faculty member makes the final determination.