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To establish the requirement that every University of Kansas course must have a syllabus on file with the University and to articulate the required and recommended information to be included within all syllabi.

This policy summarizes tuition and fee benefits available to faculty and staff with a 40-100% appointment at the University of Kansas and to their dependents. It also describes the fee benefits available to full-time permanent staff of affiliated corporations.

To establish the formal bylaws by which the Executive Council of Graduate Faculty conducts its business.

To describe the principles and eligibility requirements that govern GRA, GTA, and GA appointments at KU.

To describe the eligibility requirements that govern GA appointments.

To describe the eligibility requirements that govern GRA employment.

To fulfill its fiscal responsibilities during times of budgetary constraints or reduction, the University may exercise its authority to implement furloughs or to reduce employees’ salary or hourly rates of pay, as necessary.

To enumerate terms and conditions for receiving and using the KU Card issued by the University of Kansas.

To provide guidance on defining work schedules and the authorization of flex-time or job sharing for Unclassified Professional Staff or University Support Staff holding non-exempt (hourly) and exempt (salaried) positions.

This policy identifies the parameters for eligible employees to participate in the University of Kansas leave without pay (LWOP) program.

Describe the guidelines followed to determine the distribution of facilities and administrative costs to academic units, research centers and other non-academic units, and individual researchers.

Funding for sick and annual leave payouts is provided from the State Leave Payout Fund when faculty or staff retire or are retirement eligible at the time of separation.  Using a similar method, funding for the payout of vacation leave will be paid from a central funding source for fiscal year faculty or staff who resign, terminate employment, or are not retirement eligible at the time of separation. The University Vacation Leave Payout Fund will alleviate the drain on departmental and grant bud

This process enables employees with temporary work restrictions due to a temporary medical condition to return to the workplace and perform tasks consistent with medically documented capabilities.

To affirm the University’s support and commitment to the Uniformed Services Employment and Reemployment Rights Act and Family Medical Leave Act.​

The general purpose of this policy is to protect any University employee or other member of the University community who makes a good-faith disclosure of suspected wrongful conduct. This policy establishes the appropriate reporting mechanisms to be used for notification of known or suspected wrongdoing and protection from retaliation.