DOCSLIB.ORG

Rowansom Student Handbook Regarding the Rowansom Student Code of Conduct and Adhere to the Code of Ethics of the American Osteopathic Association

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Rowansom Student Handbook Regarding the Rowansom Student Code of Conduct and Adhere to the Code of Ethics of the American Osteopathic Association STUDENT HANDBOOK Go to Table of Contents Stratford, NJ 08084-1501 856-566-6000 https://som.rowan.edu/ August 2021 1 Acknowledgements Preparation of this Student Handbook was made possible through the cooperation of the offices of all divisions of Academic Affairs, Academic Technology, the Dean’s Office, Graduate Medical Education, and Student Financial Aid. The Student Handbook is informational only and does not constitute a contract between Rowan University School of Osteopathic Medicine and any student. It may be changed by RowanSOM without prior notice to students. Any rules, regulations, policies, procedures or other representations made herein may be interpreted and applied by RowanSOM to promote fairness and academic excellence, based on the circumstances of each individual situation. When modifications of the Student Handbook occur, students will be notified by email. It is each student’s responsibility to check their RowanSOM email on a daily basis and keep abreast of all notifications from RowanSOM. 2 Table of Contents MISSION STATEMENT ................................................................................................................................................. 8 ROWAN UNIVERSITY MISSION ............................................................................................................................................. 8 ROWANSOM MISSION, VISION, ESSENTIAL, VALUES & GUIDING PRINCIPLES ...................................................................... 8 OSTEOPATHIC MEDICINE ............................................................................................................................................ 9 WHAT IS OSTEOPATHIC MEDICINE? ..................................................................................................................................... 9 CODE OF ETHICS OF THE AMERICAN OSTEOPATHIC ASSOCIATION (AOA) .......................................................................... 10 THE OSTEOPATHIC OATH ................................................................................................................................................... 12 CAMPUS LEADERSHIP & FACULTY ............................................................................................................................. 13 ADMINISTRATION OF ROWAN UNIVERSITY ....................................................................................................................... 13 ADMINISTRATION OF ROWANSOM ................................................................................................................................... 13 BOARD OF TRUSTEES OF ROWAN UNIVERSITY .................................................................................................................. 13 ROWANSOM CENTER DIRECTORS ...................................................................................................................................... 13 ROWANSOM CHAIRPERSONS ............................................................................................................................................ 13 ROWANSOM COMMITTEE CHAIRPERSON (STANDING) ...................................................................................................... 14 FACULTY OF ROWANSOM 2020-2021 ................................................................................................................................ 14 GETTING TO KNOW ROWAN UNIVERSITY, ROWANSOM, AND THE STRATFORD, NJ CAMPUS ................................... 15 ACCREDITATION OF ROWAN UNIVERSITY .......................................................................................................................... 15 ACCREDITATION OF ROWANSOM ...................................................................................................................................... 15 CAMPUS INFORMATION .................................................................................................................................................... 15 DIVERSITY LOUNGE ............................................................................................................................................................ 17 ROWANSOM HEALTH SCIENCES LIBRARY ........................................................................................................................... 17 BORROWING PRIVILEGES ................................................................................................................................................................ 17 RESERVE COLLECTION .................................................................................................................................................................... 17 BOARD REVIEW COLLECTION ........................................................................................................................................................... 17 INFORMATION RESOURCES ............................................................................................................................................................. 18 REFERENCE SERVICES/COMPUTER LITERATURE SEARCHES ..................................................................................................................... 18 LIBRARY EDUCATION SERVICES ........................................................................................................................................................ 18 COMPUTER RESOURCES ................................................................................................................................................................. 18 WIRELESS NETWORK AND LAPTOPS .................................................................................................................................................. 19 LIBRARY ETIQUETTE ....................................................................................................................................................................... 19 HISTORY OF ROWAN UNIVERSITY ...................................................................................................................................... 19 HISTORY OF ROWAN UNIVERSITY SCHOOL OF OSTEOPATHIC MEDICINE ........................................................................... 19 HOUSING ........................................................................................................................................................................... 19 PUBLIC SAFETY DEPARTMENT ........................................................................................................................................ 19 CONTACT NUMBERS FOR PUBLIC SAFETY: .......................................................................................................................................... 20 EMERGENCY TELEPHONE CALL BOXES ............................................................................................................................................... 20 AUTOMATED EXTERNAL DEFIBRILLATORS (AED) ................................................................................................................................. 20 3 APPLYING TO ROWANSOM ....................................................................................................................................... 21 ADMISSIONS ...................................................................................................................................................................... 21 ACADEMIC REQUIREMENTS ............................................................................................................................................................. 21 ACCEPTED STUDENTS DAY .............................................................................................................................................................. 22 APPLICATION PROCEDURES ............................................................................................................................................................. 22 AACOMAS ................................................................................................................................................................................ 22 ADMISSION PROCEDURES TO APPLY TO THE PROBLEM-BASED LEARNING TRACK ....................................................................................... 22 COMBINED DEGREE PROGRAMS ...................................................................................................................................................... 23 DUAL DEGREE PROGRAMS .............................................................................................................................................................. 24 COMMITMENT TO UNDERREPRESENTED MINORITY AND ECONOMICALLY DISADVANTAGED STUDENTS........................................................... 25 CONFIDENTIALITY POLICY ............................................................................................................................................................... 25 CRIMINAL BACKGROUND CHECK (CBC) ............................................................................................................................................. 25 ESSENTIAL FUNCTIONS FOR ADMISSIONS, MATRICULATION, PROMOTION AND GRADUATION ...................................................................... 27 IMMUNIZATION AND HEALTH REQUIREMENTS ...................................................................................................................................
Load more

Recommended publications
  • Background Checks Benefit Programs Breaks / Meal Periods Bullying in the Workplace
    (44169) This publication updates in February/August Essentials of Employment Law Copyright 2018 J. J. Keller & Associates, Inc. 3003 Breezewood Lane P.O. Box 368 Neenah, Wisconsin 54957-0368 Phone: (800) 327-6868 Fax: (800) 727-7516 JJKeller.com Library of Congress Catalog Card Number: 2015935992 ISBN: 978-1-68008-054-4 Canadian Goods and Services Tax (GST) Number: R123-317687 All rights reserved. Neither the publication nor any part thereof may be reproduced in any manner without written permission of the Publisher. United States laws and Fed- eral regulations published as promulgated are in public domain. However, their compilation and arrangement along with other materials in this publication are subject to the copyright notice. Notwithstanding the above, you may reuse, repurpose, or modify J. J. Keller copy- righted content marked with the “Reuse OK!” icon. This means you may copy all or portions of such content for use within your organization. Use of J. J. Keller content outside of your organization is forbidden. Printed in the U.S.A. ii 2/18 Original content is the copyrighted property of J. J. Keller & Associates, Inc. Essentials of Employment Law Introduction The material in this manual is presented alphabetically by topic. Each topic covers a specific area of compliance or best practices, and includes cross-references to other topics where applicable. The information is provided in a “how to comply” format to provide the most valuable information employers are likely to need. This manual covers over 100 topics, and each tab provides a list of topics covered in that section. Many of the tabs list synonym topics to help you find the material you need.
    [Show full text]
  • Brook Green Supply Limited Modern Slavery Statement - 2020
    Brook Green Supply Limited Modern Slavery statement - 2020 This statement is made pursuant to section 54 of the Modern Slavery Act 2015. Brook Green Supply Limited is committed to ensuring that slavery is not present in our business, or supply chain. We have introduced and will continue to develop policy and procedures to ensure that our due diligence to ensure that slavery does not enter the business or supply chain. Our Business We are committed to providing energy supply solutions to Industrial & Commercial consumers across the UK. Aside from supplying 100% REGO-backed power, we are committed to helping customers optimise their energy supply in the context of a grid increasingly characterised by intermittent generation. We have 43 employees, and operate in the United Kingdom, supplying gas and power solely within the UK. Our Approach We have a zero-tolerance approach to slavery and human trafficking. We operate a number of internal policies to ensure that modern slavery and human trafficking is not taking place within our business or supply chain, and that we are conducting business in an ethical and transparent manner. - Our recruitment policy ensures that every member of staff’s eligibility to work in the UK is checked. - Our Anti-bribery and Corruption Policy and Code of Ethics ensure staff are committed to the highest standards and good industry practice. Risk Assessment and Due Diligence We understand modern slavery risks and are committed to ensuring that this is not taking place in our own business or supply chains. We reduce our risk by operating in the UK and provide gas and power solely within the UK.
    [Show full text]
  • Toward World-Class Education: Kean University in Transition
    TOWARD WORLD-CLASS EDUCATION: KEAN UNIVERSITY IN TRANSITION Submitted by The Middle States Self Study Steering Committee February 17, 2011 Steering Committee Dr. Linda Best, Professor of English, Co-chair Dr. Barbara Lee, Associate Professor of Special Education, Co-chair Mr. LaMont Rouse, Director of Accreditation and Assessment Dr. Kenneth B. Sanders, Associate Vice President for Academic Affairs, Co-chair Dr. Shiji Shen, Director of Institutional Research, Ex Officio Dr. Frank Argote-Freyre, Assistant Professor of History Dr. Jennifer Chen, Assistant Professor of Early Childhood and Family Studies Dr. Paul Croft, Assistant Professor of Meteorology Ms. Charlotte Diakite, Associate Director, Office of Undergraduate Admissions Ms. Dawn Marie Dowd, Assistant Director, General Education Professor Rachel Evans, Assistant Professor of Theatre Dr. Edward Farnum, Assistant Professor, NJCSTM Ms. Susan Gannon, Acting Director, Office of Research and Sponsored Programs Dr. Venessa Garcia, Assistant Professor of Criminal Justice Dr. Kathleen Henderson, Adjunct Professor, Physical Education, Recreation, and Health Dr. Roxie A. James, Executive Director of the School of Natural Sciences Dr. Bryan Lees, Professor of Chemistry Dr. Patrick McManimon, Assistant Professor of Criminal Justice Ms. Maximina Rivera, Director of Residence Life Dr. Jack Sargent, Associate Professor of Communication Mr. Brian Treanor, Associate Director, Institutional Advancement Executive Council of the Steering Committee Dr. Linda Best Dr. Barbara Lee Mr. LaMont Rouse Dr. Kenneth B. Sanders Dr. Shiji Shen Support Staff Mrs. Donna Hunter, Secretarial Assistant III Steno Ms. Armanda Cerqueira, Academic Specialist ii TABLE OF CONTENTS List of Figures . iv List of Abbreviations . vii Executive Summary . x Chapter 1 Introduction to the Self Study . 1 Chapter 2 Standard 1: Mission and Goals .
    [Show full text]
  • Sample School Board Policy Prohibition Against Bullying
    Louisiana Department of Education Office of Student Programs July 2012 Sample School Board Policy Prohibition Against Bullying The _______________School District believes that all students have a right to a safe and healthy school environment. All schools within the district have an obligation to promote mutual respect, tolerance, and acceptance among students, staff, and volunteers. Behavior that infringes on the safety of any student will not be tolerated. A student shall not bully or intimidate any student through words or actions. Such behavior includes, but is not limited to direct physical contact, verbal assaults, the use of electronic methods, and social isolation and/or manipulation. The school district policy prohibiting bullying is included in the student code of conduct and includes but is not limited to the following: • Any student who engages in bullying will be subject to disciplinary action up to and including expulsion. • Students are expected to immediately report incidents of bullying to the principal or designee. • School staff and/or administrators will promptly investigate each complaint of bullying in a thorough and confidential manner. • If the complainant student or parent of the student feels that appropriate resolution of the investigation or complaint has not been reached after consulting the school principal, the student or the parent of the student should contact the local superintendent or his or her designee. • The school system prohibits retaliatory behavior against any complainant or any participant in the complaint process. All students and/or staff shall immediately report incidents of bullying, harassment or intimidation to the school principal or designee. School staff members are expected to immediately intervene when they see a bullying incident occur.
    [Show full text]
  • Child Protection Program and Policy Should Be Reviewed with Participants Annually
    LITTLE LEAGUE® CHILD PROTECTION PROGRAM OVERVIEW The safety and well-being of all participants in the Little League® program is paramount. Little League promotes a player-centric program where young people grow up happy, healthy, and, above all, safe. Little League does not tolerate any type of abuse against a minor, including, but not limited to, sexual, physical, mental, and emotional (as well as any type of bullying, hazing, or harassment). The severity of these types of incidents is life-altering for the child and all who are involved. The goal of the Little League Child Protection Program is to prevent child abuse from occurring through an application screening process for all required volunteers and/or hired workers, ongoing training for its staff and volunteers, increased awareness, and mandatory reporting of any abuse. Little League is committed to enforcing its Child Protection Program, as highlighted below under “Enforcement.” Local Little League programs should establish a zero-tolerance culture that does not allow any type of activity that promotes or allows any form of misconduct or abuse (mental, physical, emotional, or sexual) between players, coaches, parents/guardians/caretakers, spectators, volunteers, and/or any other individual. League officials must remove any individual that is exhibiting any type of mental, physical, emotional, or sexual misconduct and report the individual to the authorities immediately. Little League continues to keep up-to-date with all of its safety policies and procedures within the Child Protection Program, including adherence to the youth protection standards of SafeSport and USA Baseball’s Pure Baseball program. The Child Protection Program provides the resources necessary for a local league Board of Directors to successfully fulfill its requirements.
    [Show full text]
  • Amicus Brief Filed in This Very Case, Inflexible Punishment for Speech Does Not Make Schools Safer
    No. 20-255 IN THE Supreme Court of the United States MAHANOY AREA SCHOOL DISTRICT, Petitioner, v. B.L., A MINOR, BY AND THROUGH HER FATHER LAWRENCE LEVY AND HER MOTHER BETTY LOU LEVY, Respondents. On Writ of Certiorari to the United States Court of Appeals for the Third Circuit BRIEF OF SCHOOL DISCIPLINE PROFESSORS AS AMICI CURIAE IN SUPPORT OF RESPONDENTS GABRIEL ROTTMAN RICHARD W. MARK JENNIFER A. NELSON Counsel of Record IAN C. KALISH ANNE CHAMPION THE UNIVERSITY OF VIRGINIA LEE R. CRAIN SCHOOL OF LAW AMANDA L. LESAVAGE FIRST AMENDMENT CLINIC GIBSON, DUNN & CRUTCHER LLP 580 Massie Road 200 Park Avenue Charlottesville, VA 22903 New York, NY 10166 (434) 924-7354 (212) 351-3818 [email protected] Counsel for Amici Curiae i TABLE OF CONTENTS Page INTEREST OF AMICI CURIAE ................................ 1 INTRODUCTION AND SUMMARY OF ARGUMENT ......................................................... 1 ARGUMENT ............................................................... 5 I. Punitive Approaches To Bullying Are Ineffective And Harmful To Students. .......... 5 A. Punishment-Based Policies Do Not Alleviate Bullying or Harassment in Schools. ................................................. 5 B. Punishing Students For Speech Actively Harms Their Educational Experiences and Long-Term Prospects. ....................... 9 1. Zero-Tolerance Systems Adversely Affect Students’ Educational Experiences and Make Children More Likely to Struggle Long Term. ........ 10 2. Using Exclusionary Anti-Bullying Policies Disproportionately Harms Students
    [Show full text]
  • Assessing the Role of School Discipline in Disproportionate Minority Contact with the Juvenile Justice System: Final Technical Report Author(S): Miner P
    The author(s) shown below used Federal funding provided by the U.S. Department of Justice to prepare the following resource: Document Title: Assessing the Role of School Discipline in Disproportionate Minority Contact with the Juvenile Justice System: Final Technical Report Author(s): Miner P. Marchbanks III, Jamilia J. Blake Document Number: 252059 Date Received: August 2018 Award Number: 2012-JF-FX-4064 This resource has not been published by the U.S. Department of Justice. This resource is being made publically available through the Office of Justice Programs’ National Criminal Justice Reference Service. Opinions or points of view expressed are those of the author(s) and do not necessarily reflect the official position or policies of the U.S. Department of Justice. Assessing the Role of School Discipline in Disproportionate Minority Contact with the Juvenile Justice System: Final Technical Report Miner P. Marchbanks III Jamilia J. Blake Texas A&M University Report prepared for Grant #2012-JF-FX-4064 awarded by the Office of Juvenile Justice and Delinquency Prevention, Office of Justice Programs, U.S. Department of Justice. The opinions, findings, and conclusions or recommendations expressed in this report are those of the authors and do not necessarily reflect those of the Department of Justice. This resource was prepared by the author(s) using Federal funds provided by the U.S. Department of Justice. Opinions or points of view expressed are those of the author(s) and do not necessarily reflect the official position or policies of the U.S. Department of Justice. Contents ACKNOWLEDGEMENTS............................................................................................................ 3 ABSTRACT.................................................................................................................................... 4 EXECUTIVE SUMMARY ...........................................................................................................
    [Show full text]
  • M.D. Handbook and Policies
    M.D. Handbook and Policies 1 Please note that information contained herein is subject to change during the course of any academic year. Wayne State University School of Medicine (WSUSOM) reserves the right to make changes including, but not limited to, changes in policies, course offerings, and student requirements. This document should not be construed in any way as forming the basis of a contract. The WSUSOM Medicine M.D. Handbook and Policies is typically updated yearly, although periodic mid-year updates may occur when deemed necessary. Unlike degree requirements, changes in regulations, policies and procedures are immediate and supersede those in any prior Medical Student Handbook. The most current version of the WSUSOM of Medicine M.D. Handbook and Policies can always be found on the School of Medicine website. UPDATED 09.15.2021 UNDERGRADUATE MEDICAL EDUCATION MAJOR COMMITTEES • Admissions Committee • Curriculum Committee • Institutional Effectiveness Committee • Professionalism Committee • Promotions Committee 2 DOCUMENT OUTLINE 1. GENERAL STANDARDS 1.1 NEW INSTITUTIONAL DOMAINS OF COMPETENCY AND COMPETENCIES • Domain 1: Knowledge for Practice (KP) • Domain 2: Patient Care (PC) • Domain 3: Practice-Based Learning and Improvement (PBLI) • Domain 4: Interpersonal and Communication Skills (ICS) • Domain 5: Professionalism (P) • Domain 6: Systems-Based Practice (SBP) • Domain 7: Interprofessional Collaboration (IPC) • Domain 8: Personal and Professional Development (PPD) • Domain 13: Entrustable Professional Activities for Entering
    [Show full text]
  • First Impressions: Stockton University (NJ)
    2012-13 Edition First Impressions: Stockton University (NJ) Educated Quest.com Background 1 Introduction to Stockton Chartered in 1969 and opened in 1971, Stockton University was until recently known Background as Richard Stockton College of New Jersey. The school was named for Richard Stockton, a delegate to the Continental Congress from New Jersey as well as one of the signers of the Declaration of Independence. The first degrees (transfer students) were granted in 1973 while the first four-year students graduated in 1975. Stockton University is marketed as “New Jersey’s Distinctive University.” This is partly due to academic programs as well as the design of the campus. Unlike col- leges with longer histories, most of the Stockton campus was designed and con- structed during the early 1970s with academic buildings constructed at the center and housing at the periphery, all in the heart of an ecologically-sensitive area. While the campus has 2,000 acres, larger than some flagship state universities, most of the land cannot be developed; it must remain in a forested state. Stockton has attracted stronger student bodies in recent years. This is due to attrac- tive scholarship programs, an honors college, unique academic strengths (Criminal Justice, Education, Environmental Studies, Health Professions) and more competi- tive admissions at other New Jersey schools including The College of New Jersey, Rowan University and Rutgers University-New Brunswick. Eighty-seven percent of the freshman class that entered in 2013 returned for their sophomore year, according to the University’s Office of Institutional Research. At least half of the students who entered in 2008, 2009 and 2010 graduated within four years.
    [Show full text]
  • Getting the Record Straight: a Guide to Navigating Background Checks
    Getting the Record Straight A Guide to Navigating Background Checks © 2021 John Jay College Institute for Justice and Opportunity John Jay College of Criminal Justice City University of New York, 524 West 59th Street, BMW Suite 609B, New York, NY 10019 The John Jay College Institute for Justice and Opportunity (the Institute), formerly known as the Prisoner Reentry Institute, is a center of research and action at the John Jay College of Criminal Justice/CUNY. The Institute is committed to providing opportunities for people to live successfully in the community after involvement with the criminal legal system. Capitalizing on its position within a large public university and recognizing the transformational power of education, much of its work focuses on increasing access to higher education and career pathways for people with conviction histories. The Institute’s comprehensive and strategic approach includes direct service, research, technical assistance, and policy advocacy. Suggested Citation: The John Jay College Institute for Justice and Opportunity. Getting the Record Straight: A Guide to Navigating Background Checks. New York: The John Jay College Institute for Justice and Opportunity, January 2021. Acknowledgments The John Jay College Institute for Justice and We thank the Policy Team at the Institute for Justice Opportunity would like to thank our College Initiative and Opportunity who created this guide: students who responded to our initial survey, which Alison Wilkey, Director of Public Policy; helped us identify and understand people’s experiences Tommasina Faratro, Special Projects Coordinator; and questions about undergoing background checks. Salik Karim, Advocacy Coordinator; and Zoë Johnson, Policy Coordinator. We are so grateful to the staff, students, and partners who reviewed and provided invaluable feedback We would also like to express our sincere gratitude to on drafts of the guide: Christina Walker, Ellen Piris the Oak Foundation for funding this project.
    [Show full text]
  • Employment Background Checks
    Background Checks Tips For Job Applicants and Employees Federal Trade Commission | consumer.ftc.gov Some employers check into your background before deciding whether to hire you or keep you on the job. When they do a background check, you have legal rights under federal law. Depending on where you live, your city or state may offer additional protections. It’s important to know whom to contact if you think an employer has broken the law related to background checks, and an equally good idea to check with someone who knows the laws where you live. Questions About Your Background An employer may ask you for all sorts of information about your background, especially during the hiring process. For example, some employers may ask about your employment history, your education, your criminal record, your financial history, your medical history, or your use of online social media. It’s legal for employers to ask questions about your background or to require a background check — with certain exceptions. They’re not permitted to ask your for medical information until they offer you a job, and they’re not allowed to ask for your genetic information, including your family medical history, except in limited circumstances. When an employer asks about your background, they must treat you the same as anyone else, regardless of your race, national origin, color, sex, religion, 1 disability, genetic information (including family medical history), or age if you’re 40 or older. An employer isn’t allowed to ask for extra background information because you are, say, of a certain race or ethnicity.
    [Show full text]
  • Teachers= Retirement System of Oklahoma
    TEACHERS’ RETIREMENT SYSTEM OF OKLAHOMA AUTHORIZATION FOR BACKGROUND Attn: Human Resources INVESTIGATION AND RELEASE OF LIABILITY 301 NW 63rd Street, Suite 500 Oklahoma City, OK 73116 Phone: (405) 521-2387 FAX: (405) 522-0633 Web: www.ok.gov/TRS This form will be retained as confidential information by Human Resources to assist with the background check of the applicant. If you have been offered an interview, please complete this form and bring it with you to your scheduled interview. Completion of this form is not necessary if you have not been offered an interview. I hereby authorize the Teachers’ Retirement System of Oklahoma to verify the information I have provided in my employment application, in my oral statements and in any other documents or supplemental information I have provided to this agency for the purposes of employment. This shall include the authorization to conduct any and all personal background checks, including but not limited to, criminal history and related records, education and employment background and records, civilian and military court records and/or proceedings. I certify that all information I have supplied to the Teachers’ Retirement System in my application and in any other form, oral or written, is true and accurate. I understand and agree that any misstated, misleading, incomplete, or false information is grounds for my disqualification from consideration for employment, for withdrawal of any offer of employment if an offer has been made, or for my immediate discharge if employment has already commenced, whenever, and however discovered. I realize that any criminal history may bar employment with the Teachers’ Retirement System.
    [Show full text]