Logan University is committed to providing students with a safe learning environment. The University has established several policies and safety measures to keep students, faculty, staff, and campus visitors safe and well informed about campus safety. These protocols include the campus alert system, campus security and counseling support.

Members of the Logan community are expected to report suspicious activities, criminal actions and emergencies occurring on campus. Prompt reporting enhances campus safety for all concerned. Logan has security on site 24 hours a day, seven days a week.

The PA program conducts site visits for all clinical sites, which includes a safety assessment.

Logan University Faculty Grievance Process

Logan University uses a two-pronged faculty grievance process that starts as an informal process depending on the severity of the grievance and then moves to a formal internal process or starts at the formal internal process level if the grievance is considered severe.
This Policy is intended to provide a fair, internal process for resolving employment-related disputes that arise between faculty or academic staff members and administrators.

Definitions:

A. Grievance: A written complaint filed by a faculty or academic staff member against an administrator of the University alleging a violation of university, college, department, school, or unit policy or established practice that resulted in harm to the faculty or academic staff member.
B. Faculty: A person with a paid University appointment that designates them as such including Administrative and Adjunct Faculty.
C. Academic Staff: A person with a paid University appointment that designates them as such and includes guest lecturers, librarians, residents.
D. Administrator: A person appointed as the head of an administrative unit, director, department chair, dean (if not also holding a title of VP), or separately reporting director.
E. Business Days: Days that Logan University administrative offices are open.
F. Excluded Parties: the president, university attorney, and vice presidents (VP) are excluded from the faculty grievance policy and not subject to grievance under this policy.
G. Excluded Acts: Any allegation of Discrimination or Harassment, including disability and disability accommodation should be handled through the Office of Compliance and Engagement and/or the Human Resources Department depending on the allegation and as outlined in the faculty handbook. Retired faculty or faculty/academic staff that submitted a resignation may not utilize the grievance process. Title IX and other sexual harassment allegations are excluded and subject to the applicable Logan University policy. Grievance with the travel policy is excluded. Allegations related to consensual romantic workplace relationships are excluded and reportable to the Office of Human Resources.

FGC Appointment and Service:

1. A faculty grievance committee consisting of one member of the College of Chiropractic, one member of the College of Health Sciences, and one member of the library academic team will be appointed by the respective academic leaders of each department/college. This shall be known as the Faculty Grievance Committee (FGC) and shall serve for a term of one academic year.
2. Faculty members may be re-appointed by the academic leaders of each department/college for a maximum of three consecutive terms. After a break of one academic year, faculty members are eligible for reappointment.
3. All appointed individuals may utilize such appointment as service to the University.
4. Within the last three months of the FGC term, FGC members will be appointed. Such new committee members will have the ability to sit in on all hearings, but not vote as to such hearing until their term commences, unless such committee member is serving a term renewal.
5. On their first meeting, the sitting FGC will elect the individual to serve as chair. In the event, they cannot come to an agreement, the president will appoint the chair from the nominations.
6. In the event any member of the FGC is substantially involved in a grievance or the party against whom a grievance is filed, a substitute FGC member will be appointed by the respective academic leader for that particular grievance.
7. In the event any member of the FGC departs from the University or is unable to serve, such member shall be replaced by their respective department/college.
8. Determinations and recommendations on a grievance will be by majority vote.

Filing a grievance:

1. A grievance must be filed in writing to the Chair of the Faculty Grievance within 28 days of the alleged event giving rise to the grievance.
2. The filed grievance must note the incident/allegation that led to the grievance with specificity and provide all supporting documentation or point to where such documentation exists if the grievant does not have access to needed information.

Initial Grievance Review by the Faculty Grievance Committee:

The FGC shall meet within 10 business days of a filed grievance and shall conduct an initial review of the grievance within 28 business days of the filed grievance. These deadlines may be extended by the Faculty Grievance Committee with notice to the parties.

Following the initial review, the Faculty Grievance Committee shall issue a written determination with one of the outcomes listed below:

1. Recommendation of an informal process for resolution with recommendations in writing.
2. Dismissal of the grievance as not grievable – for reasons such as not appropriate to the committee, frivolous, moot, not ripe, the faculty member has requested withdrawal of the filed grievance, no remedy is available, etc.
3. The faculty grievance has been moved to a hearing.

Faculty Grievance Hearing and Process:

1. For faculty grievances which the FGC moves to a hearing, the FGC hearing is called by the Chair of the Faculty Grievance Committee.
2. The hearing shall occur within 60 business days of the filed grievance. This deadline may be extended by the Faculty Grievance Committee with notice to the parties.
3. The FGC may take testimony/reports from the parties and any witnesses relevant to the matter at hand.
4. Both parties may have a support person present for advisory support. This person is not allowed to participate in the hearing.
5. Neither the FGC nor the parties shall have the right to legal counsel at the hearing.
6. The grievance hearing is not a trial and will not follow the rules of evidence.
7. Minutes of the hearing will be taken and will be made available to the parties.
8. These hearings are private and may only be attended by the parties, their support person, and any other individuals deemed necessary by the Faculty Grievance Committee. Witnesses may only attend the portion of the hearing during which they are providing information.

Decision from the Hearing:

1. The nature of the FGC’s decision is as a recommendation to the Chief Academic Officer (CAO), who may affirm, reverse, or modify the FGC’s decision. The CAO may also remand the recommendation for clarification or to gather additional information. The FGC shall issue its recommendation(s) in the grievance hearing order to the CAO within 10 business days of the FGC hearing.
2. The Chief Academic Officer shall issue a final grievance hearing order within 10 business days of receiving the FGC’s recommendations.

Appeals from the Final Grievance Hearing Order:

1. An appeal from the CAO’s final grievance hearing order may be made by either party. Appeals must be based on one of the following two grounds: (1) new or relevant information, not available at the time of the hearing, that would significantly impact the outcome of the grievance or (2) the grievance hearing order was arbitrary and capricious in that it is against the substantial weight of information provided at the hearing.
2. Such appeals must be filed within 10 days of issuance of the grievance hearing order and must indicate the basis for the appeal
3. Such appeals must be filed to the president. The president or designee shall review the appeal as the appeal officer. The appeal officer must first determine whether the appeal states a valid basis for appeal. If so, the appeal officer will review the merits of the appeal.
4. The decision from the appeal officer reflects a final resolution of the filed grievance.
5. An appeal decision shall be issued by the appeals officer within 10 business days.

The University anticipates that the grievance decision from filing of a grievance through appeal decision will be made within 120 days.

Logan University Sexual Harassment Policy

Logan University is committed to a workplace free of sexual harassment and retaliation. Logan University does not tolerate and prohibits sexual harassment of or against job applicants’ contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or any third party. Logan University also prohibits retaliation as defined below.

Sexual harassment and retaliation are unacceptable in the workplace and in any work-related settings such as business trips and University-sponsored social functions, regardless of
whether the conduct is engaged in by a supervisor, co-worker, client, customer, vendor, or other third party. In addition to being a violation of this policy, sexual harassment and retaliation are unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment are unlawful.

Definition of Sexual Harassment

Sexual harassment includes harassment on the basis of sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status) and/or sexual orientation. Sexual harassment includes unwelcome conduct which is either of a sexual nature or which is directed at an individual because of that individual’s sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status) and/or sexual orientation when:

• submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual’s employment; or
• submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or
• the conduct, advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or emails) or physical conduct (including physically threatening another) that denigrates or shows hostility or aversion towards an individual on the basis of sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status) and/or sexual orientation. Such conduct violates this policy, even if it is not unlawful.

Because it is difficult to define unlawful sexual harassment, employees are expected to behave at all times in a manner consistent with the intended purpose of this policy.

Examples of conduct that violates this policy include:

• unwelcome sexual advances, comments, gestures, flirtations, leering, whistling, touching, kissing, pinching, assault, blocking normal movement;
• requests for sexual favors or demands for sexual favors in exchange for favorable treatment;
• sexual jokes or comments about a person’s body, sexuality or sexual experience;
• propositions or suggestive or insulting comments of a sexual nature;
• derogatory, obscene or vulgar cartoons, posters, pictures, and drawings;
• sexually-explicit emails or voicemails;
• conversation about one’s own or someone else’s sex life;
• conduct, comments, or hostile actions consistently targeted at only one gender or because of the person’s gender or gender identity or expression, even if the content is not sexual.

Definition of Retaliation

Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:

• any action that would discourage an employee from reporting sexual harassment or retaliation;
• shunning and avoiding an individual who reports sexual harassment or retaliation;
• express or implied threats or intimidation intended to prevent an individual from reporting sexual harassment or retaliation; and
• denying employment benefits because an applicant or employee reported or encouraged another employee to report sexual harassment or retaliation or participated in the reporting and investigation process described below.

Reporting Procedures

If an employee believes someone has violated this policy, the employee should promptly bring the matter to the immediate attention of the Vice President of Human Resources at the following address, 1851 Schoettler Rd., and phone number (636) 230-1700.

Written complaints can be submitted internally using the form provided in this handbook.

If the employee makes a complaint under this policy and has not received a satisfactory response within five (5) business days, the employee should contact the Chief of Compliance and Engagement immediately at the following address, 1851 Schoettler Rd., and phone number (636) 230-1932.

If the person against whom the complaint is directed is one of the individuals listed above, the employee should contact any higher-level supervisor in the reporting hierarchy of the individual against whom the complaint was made.

Every supervisor who learns of any employee’s concern about conduct in violation of this policy, whether in a formal complaint or informally, or who otherwise is aware of conduct in violation of this policy, must immediately report the issues raised or conduct to the Chief of Compliance and Engagement. Reports or concerns about the Chief of Compliance and Engagement should be made to the University President.

Investigation Procedures

Upon receiving a complaint, the University will promptly conduct a fair and thorough investigation into the facts and circumstances of any claim of a violation of this policy to ensure due process for all parties. To the extent possible, the University will endeavor to keep reporting individual’s concerns confidential. However, complete confidentiality may not be possible in all circumstances. All individuals are required to cooperate in all investigations conducted pursuant to this policy.

During the investigation, the University generally will interview the complainant and the accused, conduct further interviews as necessary and review any relevant documents or other information. Upon completion of the investigation, the University will determine whether this policy has been violated based upon its reasonable evaluation of the information gathered during the investigation. The University will inform the complainant and the accused of the results of the investigation.

The University will take corrective measures against any person who it finds to have engaged in conduct in violation of this policy, if the University determines such measures are necessary. These measures may include, but are not limited to, counseling, suspension or immediate termination. Anyone, regardless of position or title, whom the University determines has engaged in conduct that violates this policy will be subject to discipline, up to and including termination. This includes individuals engaging in sexual harassment or retaliation, as well as managers who fail to report violations of this policy or knowingly allow prohibited conduct to continue.

Logan University Non-Harassment Policy

It is Logan University’s policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but no limited to, race, color, sex (and sexual orientation), national origin, religion, disability, age or veteran status.” The purpose of this policy is not to regulate our employees’ personal morality, but to ensure that in the workplace, no one harasses another individual.

If an employee believes someone has violated this policy, the employee should promptly bring the matter to the immediate attention of the Vice President of Human Resources at the following address 1851 Schoettler Rd. and phone number (636) 230-1720.

If the employee makes a complaint under this policy and has not received a satisfactory response within five (5) business days, the employee should contact the Chief of Compliance and Engagement immediately at the following address, 1851 Schoettler Rd, and phone number (636) 230-1932.

Every supervisor who learns of any employee’s concern and conduct in violation of this policy, whether in a formal complaint or informally, or who otherwise is aware of conduct in violation of this policy, must immediately report the issues raised or conduct to the Chief of Compliance and Engagement.

Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the University prohibits any form of retaliation against individuals who report unwelcome conduct to the University or who cooperate in the investigations of such reports in accordance with this policy. If an employee feels he or she has been subjected to any such retaliation, he or she should report it in the same manner in which the employee would report a claim of perceived harassment under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations.

Logan University PA program maintains and expects an academic and clinical environment that is free from student mistreatment.

The Director of Didactic Education will receive didactic/on campus related allegations.  The Director of Clinical Education will receive clinical/off campus related allegations.  Once allegations are received, they will be brought directly to the PA Chair/Program Director. The PA Chair/Program Director will follow Logan policies and protocols.

When a student is entitled to a refund, the funds will be given to the student unless the institution has been required to return an unearned portion of Federal Title IV funds to the Federal Government. If the refund is more than that which is to be returned, then the student will be given the remaining portion. If the refund is less than that which is to be returned to the Federal Government, then the student will be billed for the difference.

Not attending classes for which you have registered and established attendance (see attendance policy) does not entitle you to a refund of the charges you have incurred. You must drop the classes before the withdrawal period begins or withdraw from classes during the withdrawal period for each trimester to receive a refund. Refunds are calculated based on the last date of attendance (LDA) (see the LDA policy for definition).

In cases where a student receiving federal aid benefits fails all the courses within a given trimester in which he/she originally established attendance and did not withdraw, the institution reserves the right to re-verify attendance via any method available (faculty record keeping, LMS log in data, etc.) and determine if the student forfeited their aid eligibility by abandoning the institution. In situations where a student is found to have abandoned institutional enrollment, the institution may be required to return federal aid funds per applicable federal policy. When financial aid is returned, students are responsible for any balance due to the institution.

The Logan University PA Program charges tuition as a flat rate in most cases. PA students who withdraw completely from the a program, or due to dismissal, will receive a refund of tuition according to the below listed schedule.

• Withdraws by Friday of the second week of the trimester will receive a 100 percent refund. There are no refunds beyond the second Friday of the trimester.

Faculty mentors are assigned to all students at matriculation and meet at least once per trimester, more often as needed.  Academic monitoring and routine review of course exam results take place for all courses and clinical rotations.

Students may also utilize the Academic Success Coaches to gain support in study skills, encouragement, and tutoring options.

Logan University PA Program policies and procedures apply to all students enrolled in the Logan University PA program, the principal faculty, and the program director, regardless of location.  In some circumstances a signed clinical affiliation agreement or memorandum of understanding may specify additional policies, or policies that supersede those of the program.

Policies impacting PA students will be reviewed annually and published on the PA webpage and in the PA Student Handbook.  Logan University and the Logan University PA Program reserve the right to change, amend, and update policies and procedures at any time without prior notice.

Prospective and enrolled students are not required to provide or solicit clinical sites or preceptors.  Students may provide suggestions or make requests, but all sites and preceptors will be vetted by the program to ensure it provides the instructional objectives and learning outcomes required by the program.

The Director of Clinical Education will discuss with preceptors their ability to meet our program’s instructional objectives and learning outcomes. If the Logan University PA Program determines that a new clinical site is appropriate, an affiliation agreement with the new site will be obtained.

The program does not guarantee that site information provided by a student will result in a rotation opportunity. The Program’s decision to allow a student to do a rotation outside of the rotation network will depend on the Program’s need, as well as the student’s academic performance and professional behavior.

At no time during the entirety of the PA Program will any student be asked or required to work in any capacity for the PA Program or Logan University.

PA students will not substitute for or function as instructional faculty, clinical staff, or administrative staff.

The Logan PA student is expected to always wear their badge prominently on their white coat.  This badge is to be clearly visible, chest/shoulder level, and not obstructed in any manner. The badge is required whether as part of an on campus educational experience with simulated patients and during off campus clinical experiences. Badges are not to be carried in wallets or pockets during this time.

Logan University PA Program follows the most current CDC guidelines (or other state/federal health authority as designated by the program) for healthcare provider immunizations. Students will be required to follow all immunization requirements for healthcare workers.

Each student must provide proof of current immunizations as recommended by the CDC (or other state/federal health authority as designated by the program). Immunizations and required health screening must be completed a minimum of four weeks prior to the start of trimester one and updated annually. Note that individual sites may require additional immunizations and health reports; students will be notified of such issues by the Director of Clinical Education. It is the student’s responsibility to comply with all immunization and health screening requirements of the sites to which they are assigned. This information will be protected and held in the student file.

During the clinical year, if a student chooses to apply for completing an international elective, the program will require the student to follow current CDC (or other state/federal health authority as designated by the program) recommendations for international travel and the additional vaccinations therein.  Only students in satisfactory standing will be considered for this elective.  Expenses for the rotation are the responsibility of the student.

Needlesticks and Other Blood/Body Fluid Exposures

Logan University PA students will follow Universal Standard Precautions.

The student will notify the preceptor as soon as possible but without delaying wound cleaning and irrigation. The Director of Clinical Education (DCE) should also be notified as soon as possible, but within 24 hours of exposure.

Follow the protocol of the hospital/clinic in which the incident occurred, including a timely initial evaluation, prophylactic medications if indicated, and all follow-ups. Some affiliates require the student to go to the nearest ER for care.

When accidental exposure occurs, they will follow the following procedures:

PA students will be educated about and should always observe Universal Standard Precautions.

• If a student is exposed to blood or other body fluids (e.g., needle stick, cut), immediately clean the wound with soap and water. Exposed oral and nasal mucosa should be decontaminated by vigorously flushing with water. Exposed eyes should be irrigated with clean water or sterile saline. Eyewash facilities can be accessed quickly in thec clinic or emergency department for each hospital.

Care and Treatment After Exposure

The DCE or their designees will ensure, monitor, and document appropriate follow up care and testing. This is protected health information and will be protected internally with only limited and appropriate access to information.

Financial Considerations

The cost of the initial evaluation and follow-up, as well as necessary medications will need to be submitted through the student’s health insurance.

No principal faculty, the program director or the medical director will participate as health care providers for students in the program, except in an emergency situation.

The academic requirements for progression through the PA Program are the courses listed for the didactic and clinical year as well as acceptable academic and professional standing.

‘Satisfactory’ Academic Standing is the baseline expectation for student performance.

The PA Program recognizes that at times a student may experience academic difficulty due to personal, financial, health, or issues with classroom content that may be temporary in nature. The evaluation of a student’s academic progress is determined by the PA Student Progress Committee which includes items such as achievement of identified Logan University PA Program Competencies, course learning outcomes, and course instructional objectives, satisfactory evaluations including preceptor evaluations, summative assessments, and professional conduct evaluations at the end of each trimester.  These ensure the acquisition of clinical reasoning skills and problem-solving abilities, appropriate technical and procedural skills, clinical sophistication in history taking and physical examination, problem identification and integration, diagnosis and patient management, use of current literature, computer skills, knowledge acquisition, and application of patient education.

Deviations in standing due to academic struggle are addressed in the PA Student Handbook and determined by the PA Student Progress Committee. Remedial learning is outlined in the PA Program Remediation Policy as well. The PA Student Progress Committee has standard operating procedures by which it operates.

Progression in the program is dependent on successful academic completion of each course in a trimester, while maintaining expected behavior as outlined in academic and professional conduct policies.  In a course, all course learning outcomes, course instructional objectives, and correlated program competencies must be completed successfully with a course grade of 70% or higher.  All scheduled trimester courses must be completed to be eligible for continuation to the next trimester, promotion to the clinical phase, and for recommendation for graduation. Note:  All program competencies must be achieved to be considered for graduation.

Progression through the program is dependent on successful completion of every component.

Professional standing is expected to be ‘Satisfactory’ in the program and changes in standing are not necessarily stepwise. Especially egregious behavior or poor performance may necessitate a move to any appropriate level of standing.

Consistently improved performance or behavior may be recognized by an improvement in standing. This is outlined in the PA Student Handbook and PA Student Progress Committee Standard Operating Procedures.

Deceleration is a means for allowing students an opportunity to complete the curriculum beyond the continuous 24-month design. This is not a common occurrence and requires approval of the PA Chair/Program Director.  An example of a reason to decelerate would be a National Guard member being called to active duty.

Up to an additional 12 months may be granted for a didactic deceleration, up to 2 months for a clinical deceleration.  Any didactic deceleration requires repeating the didactic curriculum.

The time to completion of the PA program should not exceed 36 months.

The PA Chair/Program Director will notify the VPCoHSSA and any other institutional departments required. The PA Chair/Program Director will request from ARC-PA if deemed necessary and increase in cohort size for inclusion of the decelerated student in the next cohort.

Students must pass all courses within a trimester to be eligible for promotion to the next trimester. Assignment of remedial learning and possible re-testing for exams not passed successfully by the student within the didactic phase will be the responsibility of the course instructor. All assignment of remediation during the didactic year must be reported to the Director of Didactic Education. Assignment of remedial learning and retesting for any components of the clinical year will be the responsibility of the course instructor and must be reported to the Director of Clinical Education. Incidence and patterns of remediation for each student will be referred to the PA Student Progress Committee (PA SPC). Remediation limits are outlined in the PA SPC Standard Operating Procedures and the PA Student Handbook.

All courses in the PA Program are required, therefore, if a student withdraws from a course, they are withdrawing from the Program. Permission from the Chair/Program Director is required.

Students who receive permission to withdraw from a course shall receive a grade of “W.” Students who withdraw from a course without obtaining the written permission of the Chair/Program Director shall receive a grade of “F”.

A student may withdraw from the Logan University PA Program upon approval of a written request submitted to the office of the Chair/Program Director.  Withdrawing from the PA Program does not allow for re-admission to the program at any time. Academic deadlines for refund of tuition and fees are posted in the Logan University PA Program tuition and fees policy.

The PA Student Progress Committee is tasked with the authority to recommend dismissal of a student that is not meeting academic or professionalism required to continue in the program and become a practicing PA.

The PA Chair/Program Director will review the recommendation from the SPC and if in agreement, will take the recommendation to the VPCoHSSA for review and final approval.

The rigors, intensity, and pace of the program precludes students from having available time to work and maintain successful progression in the program. The program advises against attempting to work while enrolled in the program.

The Logan University Physician Assistant (PA) Program is committed to fostering a learning environment free from mistreatment, discrimination, harassment, or intimidation. Any form of mistreatment, including but not limited to discrimination, sexual harassment, unprofessional relationships, abuse of authority, or any other abusive or intimidating behavior, is strictly prohibited. This policy applies to all learning environments, including on-campus instruction and supervised clinical practice experiences (SCPEs).

The student has the right to appeal individual grades during the trimester and final grades with course instructors. The chain of command for the appeal following the course instructor will include the appropriate Director (Didactic or Clinical Education determined by the student’s enrollment), the PA Chair/Program Director, and finally the VPCoHSSA for final grades.

In the case of dismissal, the student has the right to appeal the decision of the VPCoHSSA to the President.  Grounds for the appeal may only be based on policy and procedures not being followed or if new relevant information has become available that could impact the decision.

Logan PA students are expected to conduct themselves in a manner befitting the learned and honorable PA profession that they are entering. This policy includes the expectation of standards of dress and appearance, use of artificial intelligence and social media, academic honesty, behavioral conduct, and confidentiality. While students have an obligation to assist their fellow students in meeting the common goals of their education, students have an equal obligation to maintain the highest standards of personal integrity.

Students enrolled at Logan University are expected to adhere to a standard of behavior consistent with the standards of the institution. Compliance with institutional rules and regulations and city, state and federal laws is expected. Students are subject to the same civil laws as other citizens. University policies and regulations are designed to encourage intellectual and personal development of students. Students who violate the law may incur penalties prescribed by civil authorities. Students who violate University regulations in off-campus activities are subject to penalties just as if the violation occurred on campus.

All Logan University PA Program students will receive education during the initial orientation on the Health Insurance Portability and Accountability ACT (HIPAA) Policy and must sign a statement of understanding and intent to abide by the policy.  HIPAA sets forth regulations to safeguard Protected Health Information (PHI) and outlines the guidelines regarding the handling, access, and disclosure of PHI.  It is expected that all students will abide by HIPAA regulations during their time in the Logan University PA Program and throughout their career.

All Logan University PA Program students, faculty, and staff are expected to follow The Family Educational Rights and Privacy Act of 1974 (FERPA), 20 U.S.C. §1232g, as amended.  This is a federal law giving certain rights to parents or students regarding education records at schools of every level receiving funding from the Department of Education. At the postsecondary school level, the rights afforded by FERPA belong, in general, to the student rather than the parent.

Logan University PA Program recognizes that in any given trimester, a student may need to miss class due to illness and/or emergency. The ability to grant the absence as excused varies between the didactic and clinical years.  Students may be granted an excused absence, with proper documentation and notice, for the following reasons:

1. Bereavement of a family member
2. Jury duty/court appearance
3. Military service
4. Off-Site sanctioned events
5. Religious observance
6. Serious illness or injury
7. Verified medical emergency of a dependent (as defined by the IRS standards)
8. Parental absences for the birth of a child

It should be noted that the Directors of Didactic and Clinical Education may excuse an absence for any other reason, with the approval from the Chair/Program Director if they believe it is a reasonable cause for non-attendance and their rationale is applied equitably in a given trimester. A student shall not be penalized for an excused absence. Make-up exams in alternative formats are not considered punitive, provided the exam is measuring the same outcomes with the same performance measures.

Recent developments have brought the field of artificial intelligence (AI) to the forefront and may have a role within PA education, but is not without risks related to security, privacy, and ethics.  Logan University data classified as “public” should be the only data used in AI tools.  The student must understand that AI tools can generate incomplete, incorrect, or biased information.  Therefore, any AI output should be reviewed closely and verified by the student.  In addition, the student will be held accountable for any AI output that is determined to be unverified or considered in violation of the Logan University copywrite policy, which would therefore be considered a violation of the Logan University PA Program Code of Conduct Policy.

STUDENT COUNSELING AND PSYCHOLOGICAL SERVICES

When a faculty or staff member identifies a student that may be in need of, or benefit from, services addressing personal issues which may impact their progress in the PA program, they will refer the student to the following:

H&H Health Associates

Logan University has partnered with H&H Health Associates to offer off-site counseling services, available throughout the country to students regardless of course delivery method. More information is available for the EAP and SAP programs through Human Resources and Student Affairs. H&H can be contacted directly at:

(314) 845-8302 or (800) 832-8302 (toll free)

https://www.hhhealthassociates.com/

Counseling services are available to students, faculty, and staff, as well as spouses, family, and significant others at no charge. The counseling program is staffed with qualified professionals who are skilled at providing services relevant to a wide range of concerns.

Student Affairs Office

An important member of the Office of Student Affairs team is the Student Care Manager. The Student Care Manager is available to assist students with internal and external resources to help promote improved social, emotional, and physical well-being and to improve overall educational and professional success. For more information, contact the Office of Student Affairs.

Other after-hours resources include:

Crisis Text Line – free, 24/7, confidential text message service for those in crisis – text HOME to 741741

Suicide Prevention Lifeline: (800) 273-8255

Veterans Helpline: (800) 838-2838

988 Suicide & Crisis Lifeline Missouri:

Dial 988 and stay on the line to speak to a crisis specialist

Specialized Services

□ Press 1 – Veterans

□ Press 2 – Spanish-speaking

□ Press 3 – Gender-affirming

Text 988 to start a text conversation

Chat at 988lifeline.org/chat/ and fill out a pre-chat survey to begin

SAMHSA Disaster Distress Helpline: (800) 985-5990

In case of an emergency, the police should be called by dialing 911