5 Professional Standards and University Procedures
It is the policy and commitment of Tarleton to observe the principles of equal employment opportunity. This has been and shall continue to be the basic employment policy of Tarleton. We also maintain programs of affirmative action which we will continue to engage.
Tarleton’s commitment to equal employment opportunity is demonstrated through the following practices.
- All applicants for employment will be considered without regard to race, color, religion, age, disability, sex, national origin or veteran status..
- All disabled applicants for employment will be considered without discrimination based on physical or mental disability in regard to any position for which the individual is qualified.
- All disabled veterans and veterans of the Vietnam Era will be considered without discrimination in respect to any position for which the individual is qualified.
- There shall be no discrimination based upon race, color, religion, age, sex, national origin, disability or veteran status against any employee in any manner pertaining to his/her employment, or any benefit arising thereby including, but not limited to promotion, demotion, layoff, termination, transfer, compensation and working conditions. Reasonable accommodation, when requested, will be provided.
This policy applies to advertising, recruitment, employment, compensation, promotion, transfer, termination, selection for training, and all other privileges and conditions of employment.
Affirmative action embraces the idea that progress toward achieving equal employment opportunities requires positive steps to remove discriminatory barriers. Equal opportunity is facilitated by taking affirmative action in all matters relating to personnel administration. The Affirmative Action Officer (Director of Human Resources) is located in room 107 of the Administration Annex. The phone number is 254-968-9128. A copy of the Affirmative Action Plan may be viewed in the Department of Human Resources or at the following web address: http://www.tarleton.edu/policy/affirmativeaction.html. (See System Policy 08.01 Civil Rights Protections and Compliance and Tarleton Rule 08.01.01.T1 Affirmative Action Plan).
The A&M System is committed to protecting the safety and welfare of employees and the general public, preserving state property, and upholding the reputation and integrity of the system for the citizens of Texas. To achieve these goals, Tarleton may obtain, at any time, criminal history record information on any applicant for employment or any existing employee. Criminal history record information may be used to make employment decisions affecting the applicant or employee as provided by System Regulation 33.99.14, Criminal History Record Information – Employees and Applicants.Individuals with a criminal history will not be automatically disqualified for employment with the system except as provided by System Regulation 33.99.14. It is the practice of the system not to employ or to continue the employment of individuals who may be deemed unsuited for service by reason of certain convictions, or conduct leading to arrest or conviction. While an arrest or conviction of a crime, in and of itself, may not be an automatic bar to employment, if conduct leading to arrest or conviction relates to suitability of the individual to perform duties in a particular position, such person may be denied employment.
Criminal history records shall not be used to discriminate on the basis of race, color, national origin, religion, sex, disability, or age.
Tarleton does not discriminate against any qualified individual with a disability because of the disability of that individual in such matters as job application procedures; hiring, advancement or discharge practices; compensation; job training; or other terms, conditions, and privileges of employment.
Individuals with disabilities may request reasonable accommodations when accepting positions within the University or during employment. If you have questions, contact the Employee Services located in room 105 of the Administration Annex. The phone number is 254-968-9128. (See System Policy 08.01 Civil Rights Protections and Compliance and Tarleton SAP 08.01.01.T1.02, Reasonable Workplace Accommodation).
Any officer of the system or member of the Board of Regents is prohibited from appointing a person who is related to him or her, within the second degree by marriage or the third degree by blood, to a position paid through public funds. In addition, an individual generally may not supervise or have control over the salary or other conditions of employment of the relative. (See System Regulation 33.03 Nepotism) Permission should be obtained from the Department of Human Resources prior to an offer of employment.
Tarleton State University must respond to requests for public information, develop and maintain institutional rules and procedures, establish and administer a records management program, and develop a broad-based compliance program designed to prevent or correct areas of non-compliance. All inquiries for these items should be directed to the Office of University Compliance.
One specific area of public information is the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) which requires institutions of higher education to make public their campus security policies and crime data collected or reported. To comply with the Clery Act, Tarleton is required to distribute this information to all current and prospective employees and students. The Annual Security Report may be viewed at http://www.tarleton.edu/site/documents/cleryact.pdf. Additionally, a paper copy of the report, clarification, and additional information may be obtained by contacting the Office of University Compliance at (254)968-9415. (See System Regulation 61.01.02, Public Information; System Regulation 61.99.01, Retention of State Records, Tarleton SAP 61.01.02.T0.01, Public Information and Tarleton SAP 61.99.01.T0.01, Records Management)
All business matters are handled in the Business Services office in the Administration Building. Salary checks are issued from this office on the first workday of the succeeding month. Inquiries concerning deductions of all kinds and matters involving money should be directed to Business Services.
Tarleton’s fiscal year runs from September 1st through August 31st.
Budgeted university employees are paid once a month on the first working day of the month after the month worked. Part-time hourly employees are paid biweekly. You may view the payroll schedule on Employee Services Pay Period Processing Deadlines webpage. Direct deposit to a bank of your choosing is required by the state except under special circumstances. If your bank or address changes, notify Payroll at 254-968-9608. (SeeSystem Regulation 31.01.07, Direct Deposit of Payroll Payments). Under no circumstances will an employee receive a pay advance. State law prohibits distribution of salary payments before payday.
Official employee personnel records are maintained in the Employee Services Department and academic records are maintained in the Office of Academic Affairs by the president's request. These records should be kept updated when significant changes occur in professional training or qualifications.
To keep necessary personnel records up to date, it is extremely important that you notify the Employee Services Department of any change in:
- Marital status
- Telephone number
- Number of eligible dependents
- W-4 deductions
- Emergency contact information
You may update personal information other than your name, education, and number of eligible dependents through HRConnect.
The TexanCard system, a computerized photo identification card security system, is used to control and protect various activities and services to which the holder of the card is entitled. The TexanCard, which may be obtained from the TexanCard Office, is required for picking up paychecks, checking books out of the library, and using the Recreational Sports Facility. The card is furnished originally at no cost to the employee but there is a fee for replacement of lost or damaged cards.
All Tarleton State University personnel will conform in every respect to the laws of the State of Texas relative to their employment. Each employee must understand the Standards of Conduct of State Officers and Employees adopted by the Legislature of Texas as outlined below. (Government Code, Chapter 572, Section 051)
A state officer or employee should not:
- Accept or solicit any gift, favor, or service that might reasonably tend to influence the officer or employee in the discharge of official duties or that the officer or employee knows or should know is being offered with the intent to influence the officer’s or employee’s official conduct;
- Accept other employment or engage in a business or professional activity that the officer or employee might reasonably expect would require or induce the officer or employee to disclose confidential information acquired by reason of the official position;
- Accept other employment or compensation that could reasonably be expected to impair the officer’s or employee’s independence of judgment in the performance of the officer’s or employee’s official duties;
- Make personal investments that could reasonably be expected to create a substantial conflict between the officer’s or employee’s private interest and the public interest; or
- Solicit, accept, or agree to accept (intentionally or knowingly) any benefit for having exercised the officer’s or employee’s official powers or performed the officer’s or employee’s official duties in favor of another.
Members of the faculty or staff of Tarleton should not use their official titles in connection with membership in any non-professional association or other organization in which they have personal membership.
The standards of conduct and conflict of interest listed above are implemented by System Policy 07.01, Ethics, and System Policy 10.02, Control of Fraud, Waste and Abuse.
It is the policy of this state that a state officer or state employee may not have a direct or indirect interest (including financial and other interests), or engage in a business transaction or professional activity, or incur any obligation of any nature that is in substantial conflict with the proper discharge of the officer’s or employee’s duties in the public interest. (Government Code, Chapter 572, Section 001)
The first priority of full-time employees, insofar as their vocation is concerned, is accomplishing the duties and responsibilities assigned to their position of employment with Tarleton. Outside employment and consulting activities of such employees are considered as secondary activities that may be engaged in only after they have fulfilled their duties and responsibilities to the university.
Employees of Tarleton may enter into an employment or consultation relationship provided that:
- Permission is requested prior to the employee’s acceptance of external employment;
- Activities are in accordance with the highest ethical standards of the profession;
- Activities are not reasonably expected to interfere with the employee’s regular work;
- The employee’s official university status is not used in connection with such employment or consulting; and
- Any use of any resources (facilities, equipment, or personnel) of The Texas A&M University System are within the restrictions of System Regulation 33.04.01, Use of System Resources for External Employment.
Professional personnel carry the prestige of their institution with them in all places and at all times. Administrative approval of outside employment and consultation is necessary to protect the prestige of the institution, as well as to ensure that employees meet the obligations of their positions. In order to achieve the necessary administrative review, each employment and consultation arrangement entered into by professional personnel is to be approved in advance through administrative channels. All authorizations terminate on August 31 of each year. Outside employment by or consulting work through a firm or company in which the employee is a principal owner is also governed by this policy. (See System Policy 31.05, External Employment and Expert Witness)
System property generally cannot be used for personal benefit, except as allowed by System Policy 33.04, Use of System Resources.
Use of system telephones, facsimile machines, electronic mail, and other means of communication is considered a misapplication of state equipment if it results in additional costs being incurred by the system. Incidental use of telephones during working hours by an employee for local calls is not considered a misapplication of state property and is permissible so long as it does not unduly interfere with the employee’s assigned responsibilities or the normal functioning of the office and does not result in additional cost to the university.
The use of telecommunication services for private, commercial purposes is strictly prohibited even if it does not result in additional charges to the state.
Tarleton vehicles are used for official business only and non-employees normally are not transported in those vehicles. Individuals who are not employees of Tarleton or the system may be transported if the travel is directly related to university business sanctioned activity. (See System Policy 33.04, Use of System Resources, System Regulation 33.04.01, Use of System Resources for External Employment, andTarleton Rule 33.04.99.T1, Transporting Non-Employees in University-owned or University-leased Vehicles)
The responsibility for achieving the system’s mission of teaching, research and outreach carries with it the duty to adhere to the highest ethical standards and principles. Fraud, waste and abuse of resources of any kind by employees or members of The Texas A&M University System (system) are, therefore, prohibited. The system places a strong emphasis on establishing and maintaining strong internal control systems to assist in the prevention, deterrence and detection of fraud, waste and abuse, and every person, regardless of position, shares in the responsibility for promoting an ethical and safe environment. If you have factual information suggestive of wrongdoings by any system member, employee, student, or other affiliate, we want you to report it. Examples of reportable issues include misuse of system property, information or resources, violations of safety rules or environmental laws, theft, conflicts of interest, NCAA violations or discrimination. You are encouraged to resolve concerns in these matters through established institution/agency channels whenever possible, but the system recognizes that this is not always an option.
In such situations, and recognizing our obligation to our students, employees, and other stakeholders to maintain these ethical principles and standards, therefore, the system has established the Risk and Misconduct Hotline. The Risk and Misconduct Hotline is operated 24 hours a day, 365 days a year. The hotline is a phone and web-based reporting system that provides a way to anonymously report instances of suspected wrongdoing. We encourage you to use the Risk and Misconduct Hotline so that we may properly address your concerns. Reports submitted through EthicsPoint will be forwarded to the appropriate institution or agency officials for prompt action and can remain anonymous to the extent allowed by law. EthicsPoint, a private contractor, provides this reporting service for all members of the A&M System community.
System Policy 10.02, Control of Fraud Waste and Abuse, provides guidance to protect the assets, resources, and interests of the system; to increase the awareness of all employees of the possibility of fraud, waste and abuse, and to govern the reporting and investigation of allegations of suspected fraud, waste and abuse. You may report suspected fraud or abuse online at https://secure.ethicspoint.com/domain/en/report_custom.asp?clientid=20490 or by phone at 888-501-3850.
Tarleton’s electronic information resources are vital academic and administrative assets which require appropriate safeguards. Computer systems, networks, and data are vulnerable to a variety of threats. These threats have the potential to compromise the integrity, availability, and confidentiality of the information. Effective security management programs must be employed to appropriately eliminate or mitigate the risks posed by potential threats to the university’s information resources.
Under the provisions of the Information Resources Management Act, information resources are strategic assets of the State of Texas that must be managed as valuable state resources. Tarleton has developed rules and procedures that address acceptable use of information resources.
The purpose of the rules and procedures is to provide a set of measures that will mitigate information security risks associated with acceptable use of university information resources. There may also be other or additional measures that will provide appropriate mitigation of the risks. The assessment of potential risks and the application of appropriate mitigation measures will be determined by the information resource owner or their designee. (SeeTarleton SAP 29.01.03.T0.19, Security of Electronic Information ResourcesandTarleton SAP 29.01.03.T0.01, Information Resources - Acceptable Use)
The Network and Communication Department offers direct long distance service for university business purposes to all employees.
The Network and Communication web page provides information on services, equipment, and fees associated with telecommunication equipment and other related information. (See Tarleton Rule 25.99.08.T1, Use of Telecommunication Serviceand Tarleton Procedure 29.01.03.T0.01, Information Resources – Acceptable Use). Employees whose documented job duties require frequent use of a mobile communication device may be considered for a taxable monthly allowance to compensate for business use of a personal device. An administrative unit may elect to monetarily contribute to the employee’s purchase and operation of a mobile communication device when such employee’s job duties, in the opinion of the administrative unit head, necessitate the provision of such a device. (See Tarleton SAP 25.99.09.T0.01, Mobile Communication Devices)
The Tarleton network system is not for commercial use. All advertising must be approved before it is disseminated to the campus. Additionally, the Tarleton e-mail system is not to be used for personal advertising.
A state employee has the rights of freedom of association and political participation guaranteed by the state and federal constitutions except as prohibited by Government Code Chapter 556, Section 004 as noted below.
- No appropriated funds, regardless of their source or character, will be used for influencing the outcome of any election, or the passage or defeat of any legislative measure. This prohibition, however, will not be construed to prevent any employee from furnishing to any member of the Legislature, or to any other state official or employee or to any citizen, any information in the hands of the employee not considered under law to be confidential information. Any action taken against an employee for compliance with this provision will subject the person initiating the action to immediate dismissal from state employment.
- No appropriated funds will be expended in payment of the full or partial salary of any state employee who is also the paid lobbyist of any individual, firm, association, or corporation.
- No state employees will use any state-owned automobiles except on official business of the state, and such employees are expressly prohibited from using such automobiles in connection with any political campaign or any personal or recreational activity.
- No appropriated funds will be paid to any employee who violates any of the provisions enumerated above.
Employees of Tarleton are free to express, inside or outside the classroom, their opinion on any matter that falls within the field of knowledge that they are employed to teach and to study, subject only to those restrictions that are imposed by high professional ethics, fair-mindedness, common sense, accurate expressions, and a generous respect for the rights, feelings, and opinions of others. Each employee should emphasize the fact that the opinion is personal and not institutional. (SeeSystem Policy 12.01, Academic Freedom, Responsibility and Tenure)
Tarleton is a professional organization and employees should wear appropriate attire according to their normal conduct of business. Employees should refrain from wearing clothing which may be offensive to others in the workplace.
Tarleton observes “Purple and White” day on Thursday and “Casual Friday” throughout the school year.
Questions regarding dress standards should be directed to your supervisor.
Generally, a child in the workplace with the employee parent during the workday is inappropriate and is to be avoided.
If an emergency situation arises and bringing a child to work is unavoidable, the employee should contact their supervisor as soon as possible to discuss the situation and obtain permission to have the child accompany the employee while working. Factors that must be considered are the age of the child, how long the child needs to be present, the employee’s work environment, the quality and quantity of work of the employee while the child is present, and any possible disruptions to the employee’s and co-workers’ work. Consideration will not be given in allowing a child with an illness to come to work with the employee. A child that is approved to be brought into the workplace will be the responsibility of the employee parent and must be accompanied and under the direct supervision of the employee parent at all times.
This guideline is established to avoid disruptions in job duties of the employee and co-workers, reduce property liability, and help maintain the university’s professional work and educational environment.
Tarleton is committed to providing an educational and work environment free from drug and alcohol abuse. Unlawful manufacture, distribution, dispensation, possession or use of illicit drugs or alcohol by employees is prohibited at any time on any university property or at any university activity. No employee may report for work, work or be present in the workplace that is impaired by an illegal drug or by alcohol. To enforce these requirements, drug and alcohol testing is permitted under certain circumstances.
Employees are responsible for reporting arrests, charges, or criminal convictions in accordance with System Regulation 33.99.14, Criminal History Record Information – Employees and Applicants. Employees shall report any use of prescribed or over-the-counter medications that could adversely affect job performance. Any such medical information will be kept confidential and shared with appropriate personnel only on a need to know basis. Additionally, employees are responsible for reporting a reasonable suspicion of drug or alcohol abuse by employees or students.
Employees found in violation of these rules are subject to discipline including termination. For more information regarding drug and alcohol abuse, contact the Department of Human Resources or see System Policy 34.02, Drug and Alcohol Abuse; System Regulation 34.02.01, Drug and Alcohol Abuse and Rehabilitation Programs; and Tarleton Rule 34.02.01.T1, Drug and Alcohol Abuse Prevention
All university facilities, buildings, and vehicles, regardless of location or ownership, must be entirely smoke-free. This includes all foyers, classrooms, rest rooms, offices, athletic facilities (indoor and outdoor), eating areas, and university-owned/leased housing. Recognizing that individuals may choose to smoke or to use other smokeless tobacco products, Tarleton permits smoking or the use of smokeless tobacco products, in designated areas on the campus. For more information on smoking and tobacco use, see Tarleton Rule 34.05.99.T1, Smoking and Tobacco Use.
Due to the public nature of being a state funded university, Tarleton and its employees should be aware of how their actions will be perceived by others, including romantic or sexual relationships. As such, Tarleton encourages employees to use good judgment with regards to these relationships. Individuals in supervisory or other influential roles, such as teaching, coaching, grading, or advising, are subject to more stringent requirements due to their status as role models, their access to sensitive information and their ability to influence others. Additionally, romantic or sexual relationships between a supervisor and a subordinate could lead to on-the-job problems such as claims of favoritism, discrimination, sexual harassment and strained working relationships. Supervisors or employees in other influential roles should make the relationship known to their immediate supervisor to ensure there are no potential conflicts of interest or violation of system policy. Tarleton does not intend to inhibit the social interaction (such as lunches, dinners, or attendance at entertainment events) that are or should be an important part or extension of the working or learning environment, nor does Tarleton intend to prevent the development of friendships or romantic relationships between coworkers; however, the university believes that an environment where employees maintain clear boundaries between employee personal and business interactions is most effective for conducting business. (See System Regulation 08.01.01, Civil Rights Compliance)
In order to establish an educational and work environment that is conducive to the personal and professional development of each member of the university community, Tarleton shall be free from all forms of sexual discrimination, harassment, and retaliation.
Each employee has a responsibility to maintain the learning environment and workplace free of sexual harassment. Sexual harassment, including sexual violence, is a form of discrimination and will be treated as such, and will not be tolerated by the university. Employees are responsible for taking immediate and effective steps to respond to sexual harassment, violence, and discrimination.
Sexual harassment is difficult to define because it involves feelings and perceptions. What is considered acceptable behavior by one person may be perceived as sexual harassment by another. Generally, sexual harassment is repeated, oppressive behavior directed at someone because of his or her gender. It can consist of unwanted, unwelcome and offensive verbal comments and visual images as well as physical advances, in which:
- Submission to, or toleration of, such conduct is a condition of employment or participation in other system-related activities; or
- Submission to or rejection of the advances is used as a basis for making employment or academically-related decisions affecting such individual; or
- Such conduct creates an intimidating, hostile or offensive work environment which unreasonably interferes with an individual’s normal work performance.
Examples of conduct which may be considered to be sexual harassment include but are not limited to:
- Offensive sexual flirtations, advances, or propositions;
- Verbal abuse of a sexual nature;
- Graphic verbal comments about an individual’s body or sexual behaviors;
- Sexually degrading words used to describe an individual;
- Unwelcome touching or physical contact;
- The display of sexually suggestive objects, posters, or pictures;
- Whistling, obscene gestures, suggestive or insulting sounds; and
- Unwelcome, repeated requests for date
What You Should Do If You Are Being Sexually Harassed
If you are experiencing sexual harassment, it is important to keep in mind that you can take action to eliminate it:
- Speak up because ignoring sexual harassment does not make it go away. Express your objections clearly, and in a timely way. There is a chance the harasser did not realize the behavior was offensive. Also, if you file charges at a later date, it is sometimes helpful (but not essential) to have objected to the behavior.
- Keep records. Including any notes or letters received from the harasser. Write down dates, times, places, witnesses, what happened or what was said, and what you said or did in response.
- Get help. Your supervisor or Employee Services cannot take steps to solve the problem if the behavior is not reported. It will take courage to confront a harassment problem, but you may keep another person from having the same problem later. Sexual harassment can be reported to an immediate supervisor, a department head, an intermediate administrator, a vice president or executive director, or the affirmative action officer.
- Take it seriously. A sexual harassment allegation has a considerable impact on the individual accused. Do not make allegations that are without foundation, as you could be disciplined for filing a false report.
What You Can Expect When You Report An Incident
The university takes complaints seriously. All complaints are investigated promptly, fairly, and confidentially, maintaining the employee’s sense of dignity and respect. A typical investigation may involve meetings with all parties, including possible witnesses. When warranted, appropriate disciplinary action is taken.
Every effort is made to prevent retaliation directed at an employee who has filed a complaint or assisted in an investigation. If an employee is found to have engaged in any form of retaliation, appropriate disciplinary action will be taken.
If it is determined that an allegation of sexual harassment is without foundation, and if there is evidence of malicious intent, the complainant may be subject to disciplinary action. (See System Regulation 08.01.01, Civil Rights Complianceand Tarleton SAP -8.01.01.T1.01, Complaint and Appeal Process for Complaints Alleging Discrimination, Sexual Harassment and Related Retaliation)
Faculty Responsibilities Regarding Sexual Harassment of Students
Tarleton takes the safety of its students seriously and expects you to foster an environment that is free of sexual harassment. As a faculty member, you may witness or hear of a student being sexually harassed by a fellow student or a Tarleton employee either in the classroom or a university sanctioned event or activity. We expect you to take the appropriate action to stop the sexual harassment which may include asking the students involved to stop the activity and reporting the activity to the Office of Student Judicial Affairs (if between two students) or the Department of Employee Services (if it involves a Tarleton employee).
The A&M System has established guidelines to ensure the rights and privileges of individuals infected with the Human Immunodeficiency Virus (HIV) are protected. Tarleton will not use a person’s HIV status to make employment decisions or determine how service is delivered nor will Tarleton deny services to HIV infected individuals, except as allowed by state or federal law. Tarleton complies with the Americans With Disabilities Act provisions protecting all people with disabilities from discrimination in job application procedures, hiring, promotions, discharge, compensation, job training and other terms or conditions of employment. For more information see System Regulation 34.04.03, HIV/AIDS in the Workplace and Learning Environment, and System Regulation 08.01.01, Civil Rights Compliance
Official meetings of the faculty and staff are normally scheduled near the beginning of the fall and spring semesters. The president will call and preside at these meetings. Attendance is expected unless absence is excused beforehand. A special meeting shall be convened by a written petition of at least 25% of the resident faculty. Departmental faculty are encouraged to meet separately at any time at the call of the head of the department. General assemblies of students and faculty are held at infrequent intervals on call for particular purpose. Attendance is expected but not compulsory.
The Tarleton State University Undergraduate and Graduate Catalog contains information about university standards, policies, and procedures. All employees are urged to become thoroughly familiar with the catalog. The annual university calendar is published in the catalog. The calendar serves as a framework and guide to the setting of other dates.
Interoffice Mail and e-mail
Interoffice mail is distributed to each department or office every working day and may be used for any exchange of official communications. Official memoranda and other communications from administrative offices are circulated through interoffice mail or via e-mail.
The weekly student newspaper, the J-TAC, is published during the long semesters and contains campus features and official announcements.
Textbook arrangements are approved by the department head and handled by the Campus Store. Requisitions for office supplies are routed through the department head to the Office of Business Services and are charged to the departmental operating account.
At the academic heart of the university community, the Tarleton libraries provide facilities, materials, personnel, and services that supplement and enrich classroom teaching and learning, faculty and student research, and personal enrichment through recreational reading.
Library materials and services are available to all university faculty and staff, both in the library and online. Materials can be checked out with a valid university ID card, and online research materials can be accessed with your university-assigned network username and password (also used to access your Tarleton email account). For materials not available at the university libraries, Interlibrary Loan (ILLiad) and the TexShare card are alternative resources.
Online access to Tarleton materials and services includes local holdings information for the Stephenville book collections, as well as over 190 online databases and resources, most of which include full-text. In addition to offering academic materials and recreational reading, Dick Smith Library also supports local history and genealogy research by providing records from Erath and surrounding counties, Tarleton publications (Grassburr, J-TAC, theses, etc.), and Tarleton memorabilia, as well as archives of local, state, and national newspapers.
A number of special services in Stephenville are also available through the Dick Smith Library: community education classes, course reserves, faculty carrels, lamination and die-cut equipment, library instruction, lockers, reservable meeting room space, copiers, display cases for special events, satellite transmissions (C-band), and study rooms.
University library staff are available in person, by phone, and through email. Additional information can be found at www.tarleton.edu/library.
Classrooms, auditoriums and special rooms are available by prior arrangement with these offices:
- Director of Fine Arts Center
- Children's Theater
- Workshop Theater
- Registrar (via the AdAstra Online Event Request System)
- Lecture rooms and classrooms in academic buildings
- Head of Library Access Services
- Library conference rooms
- Multipurpose Room
- Library Instruction Classroom
- Director of Dining Hall
- Dining Hall rooms
- Director of Thompson Student Center
- Conference rooms in the Thompson Student Center
- Director of Development
- Trogdon House Dining/Meeting Room
- Math Department
- Math Special Events Room
- Tarleton Agriculture Center
- Teaching Pavillion
- Equine Center Director
- Equine Center
The university has its own U.S. post office (Tarleton Station, TX 76402) located in the Thompson Student Center. Postal services and post office box rentals are available to all faculty, staff, and students.
The Campus Store
The Campus Store is located on the main floor of the Thompson Student Center and includes the bookstore. The bookstore sells textbooks, school and office supplies, magazines, paperbacks, teaching aids, greeting cards, soft goods, jewelry, novelties, and class rings. Proceeds from the bookstore contract are used for student support and other purposes that benefit the University as a whole.
Meat products and other services are offered by the Meats Lab located at the Tarleton farm. The lab sells fresh cuts of beef and pork and offers custom killing and butchering.
The Horticulture Center is open to the public for browsing on weekdays and has a plant sale on Fridays. The center handles bedding plants, herbs and flowering plants and sells some produce in season. Special items are featured for holidays.
Tickets for all Tarleton athletic events may be purchased at the Athletics office. Discount tickets for football are available for faculty and staff. Family and individual season tickets are also available.
Gym facilities, including tennis, and basketball courts, and the swimming pool, are available to university faculty and staff members and their families after class schedules. Use of these facilities are free except for nominal fees for towel and basket privileges and pool accommodations. A university ID card is required for checking out equipment. Swimming pool season passes are available for faculty and staff; guests are charged an additional fee per visit.
The Clyde H. Wells Fine Arts Center
The Clyde H. Wells Fine Arts Center was designed to enhance the appreciation of the arts at Tarleton. Each year, the Tarleton Players present several plays in the fine arts center. Regular employees are eligible for student prices and discounted season tickets. Other events in the Fine Arts Center include free piano and voice recitals, classic films, special road show productions, art exhibits, choir and band performances, and children's theater presentations.
The Recreational Sports Facility
The Recreational Sports Facility offers fitness training equipment, an indoor running track, basketball and racquet ball courts, group exercise rooms and a rock climbing wall. Contact the Recreational Sports Department for further details.
Office Space for Retired Faculty
Office space may be made available to retired faculty under the following conditions: (1) the needs of teaching faculty have been met, and remaining office space is available; (2) the retired faculty member can demonstrate involvement in significant activity, such as scholarly research, which will benefit both the individual and the university; (3) all other things being equal, faculty members with emeritus status will have precedence over other retired faculty; (4) a recommendation is made by the appropriate department head and approved through regular channels.
Employees who plan to park on the Stephenville campus must purchase a parking tag from the Parking ID Office. To purchase a parking permit, contact the Police Department at 254-968-9001 in Stephenville. Parking permit renewal may be conducted on-line at http://www.tarleton.edu/parking/. Employees are responsible for abiding by all parking rules and regulations.
A lost-and-found service is operated free of charge by the university police. Any article that has been found should be delivered to the University Police Department.
Various professional and social organizations are available to university faculty and staff. The Texas Faculty Association has an active chapter on the Tarleton campus. The Texas Association of College Teachers and the American Association of University Professors both have members among the Tarleton faculty. The Faculty Women's Forum serves in an advisory capacity, offers a network of support, and disseminates information about issues of concern to university women; membership is available to full or part-time faculty members and to members of the professional staff.
For emergencies or crimes in progress on the Stephenville campus dial 911 or the Tarleton Police Department at (254) 968-9002. Dialing 911 will connect you to the Stephenville Police 911 operator who will dispatch the appropriate emergency service. You may also use (254) 968-9002 for police matters or to speak to Police personnel. When the university is closed dial 911. Employees at other campus locations should discuss how to report emergencies and crimes with your supervisor.
Other non-emergencies (leaking pipes, broken sprinklers, parking lot escort, accidents not involving an injury) can be reported to the Control Center at Ext. 311 from on-campus phones or 254-968-9265. You should be aware that dialing 91 with a long pause or no further numbers will also connect you with the 911 dispatcher.