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BOG Finance and Administration Rule 5.14 – Deadly Weapons, Dangerous Objects, and W. Va. Campus Self-Defense Act
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Adopt and Approve
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- This new Rule is proposed to provide guidelines regarding Deadly Weapons
and Dangerous Objects on WVU Property and the University’s implementation
of W. Va. Code § 18B-4-5b, the Campus Self-defense Act (commonly referred
to as Campus Carry).
- Section 2.1 of the proposed Rule provides that Deadly Weapons and Dangerous
Objects are prohibited on University property except as specifically
provided by this Rule or by law.
- As required by the W. Va. Self-defense Act, Section 2.2 provides that the
prohibition in Section 2.1 does not apply to a person holding a License
to carry a Concealed deadly Weapon and who is carrying a Concealed Pistol
or Revolver on WVU Property except as provided in Section 2.3.
- Section 2.3 provides that all Deadly Weapons, including Concealed Pistols
and Revolvers, are prohibited in several locations including, but not
limited to, the following:
- At an organized event taking place at a stadium or arena with a capacity
of more than 1,000 spectators;
- At a daycare facility located on WVU Property;
- In the secure area of any building used by University Police or other
law-enforcement agency on WVU Property;
- In an on-campus room or rooms in which a student or employee disciplinary
proceeding is being held;
- In Sole Occupancy Offices, but only in those offices where the sole
occupant notifies those who may be entering that Concealed Pistols
and Revolvers are prohibited; and
- In on-campus residence halls, except common areas such as lounges,
dining areas, and study areas.
- Section 3 outlines the resources the University’s Administration must provide
related to this Rule and the University’s compliance with the Campus
Self-defense Act, including an informational website and Frequently Asked
Questions.
- Section 4 outlines the penalties for violations of this Rule. A University
Employee or Student who fails to abide by the requirements within this
Rule shall be subject to appropriate disciplinary action, including warning,
suspension, termination, or other disciplinary action as may be appropriate.
If any other person fails to follow this Rule, they shall be subject
to appropriate action, including a request to leave campus or temporarily
relinquish the prohibited item and, if they fail to do so, referral for
any appropriate criminal action and/or issuance of a trespass notice.
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BOG Talent and Culture Rule 3.5 – Employee Leave
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Amend and Approve
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- Amendments to the following sections of this Rule are proposed as follows:
- Section 2.2.3 – Definition of terminal leave period was moved to
the definition section.
- Section 2.2.6 – Modifies the language to provide clarity regarding
when employees may accrue sick and annual leave while they
are out on a leave covered by FMLA.
- Section 5.3.1 and 10.5 – Modifies language to provide that
employees who fail to report at the conclusion of a leave period
will now be considered to have resigned rather than terminated.
- Section 5.4 – Deletes the statement that employees get up to 12
months for a medical leave period and replaces it with a simple
statement that the University will grant leave in accordance with
the FMLA, ADA, and other relevant laws.
- Section 5.8 – Modifies the language to provide that disabilities
caused or contributed to by pregnancy, miscarriage, abortion,
childbirth, and recovery therefrom shall be handled on a caseby-
case basis.
- Section 8.1.3 – Modifies the language to provide that an
employee’s position immediately before parental leave shall be
held for the employee’s return to the position for a period of at
least 12 weeks and any additional time as required by the ADA
and relevant law.
- Section 8.3 – Deletes the statement that a failure to submit a
written request 2 weeks prior to the birth would result in a denial
of parental leave.
- Section 17 – Adds definitions of FMLA, ADA, and Terminal Leave
Period
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