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"The Office of General Counsel is responsible for assisting with most employment based immigration matters. The most common employer  sponsored work authorization from ¾Ã¾ÃÈÈÊÓƵ is for the H-1B work visa. However, not all positions qualify for H-1B sponsorship and the Hiring Department must be willing to bear the associated costs. In addition, the Office of General Counsel must agree that there is a suitable basis for pursuing H-1B status." (Office of the General Counsel)

Visit our H-1B Nonimmigrant Visa page for more information.  

Most ¾Ã¾ÃÈÈÊÓƵs who come to study in the U.S. have an F-1 visa, and this is the most common type of visa for ¾Ã¾ÃÈÈÊÓƵs at Miami. For questions regarding eligibility, dependents, work authorization, change of status, and two-year residency requirements, please visit our International Student and Scholar Services (ISSS) page.

For More Information

• F-1 Visa or Work Authorization - Visit our Visa and Immigration page. 
• J-1 Immigration Visa - Visit our Scholars page.

Some ¾Ã¾ÃÈÈÊÓƵs may show signs of social or emotional distress. The staff of the Student Counseling Service (513.529.4634) is available to provide consultation to any member of the Miami community to guide them in supporting ¾Ã¾ÃÈÈÊÓƵs who show signs of distress. Students, faculty or staff who think a ¾Ã¾ÃÈÈÊÓƵ is experiencing significant distress should pass this information on to the office of the Dean of Students (513.529.1877) or go to the . In an emergency, contact the ¾Ã¾ÃÈÈÊÓƵ Police at 911 or 513.529.2222.

An Emergency Response Information brochure, which includes emergency procedures and contact information. is available to view online, see Emergency Preparedness. You can read more about common signs of distress online. (Office of Student Counseling).

Faculty Notifications

The Dean of Students Office does not "excuse" ¾Ã¾ÃÈÈÊÓƵ absences (Student Handbook 1.9) from class; however, the office can verify absences and will notify faculty in cases of:

1. Student hospitalizations
2. Death in the immediate family (grandparent, parent, or sibling).

Student Personal Emergencies

The Dean of Students Office recognizes that ¾Ã¾ÃÈÈÊÓƵs will occasionally face personal crises (other than hospitalization or a family member's death) that may result in class absences. The office does not attempt to verify the details of these personal emergencies and generally does not send out faculty notifications in these situations. Instead, we encourage ¾Ã¾ÃÈÈÊÓƵs to work directly with their instructors, as we trust the expert judgment of Miami faculty to make any warranted exceptions.

To receive text messages about emergencies on or near campus, sign up for the . Email addresses are already in the system.

Please review Miami's Emergency Preparedness protocols, including how to respond to an active shooter.

Miami has an Institutional Response Team and an Employee Institutional Response Team to plan for and respond to emergencies.

A variety of other safety resources and reports are on the University Safety and Security page. The site also contains information on sexual assault response and prevention.

The ¾Ã¾ÃÈÈÊÓƵ Policy Library provides official administrative policies and procedures for ¾Ã¾ÃÈÈÊÓƵ. The content includes policies related to academics, administrative, governance, employees, and ¾Ã¾ÃÈÈÊÓƵs.

Visit the Policy Library page for more information.

All faculty members are responsible for adhering to Professional Ethics (MUPIM 5.3), adhering to the Statement of Good Teaching Practices (MUPIM 5.4), meeting all classes as assigned (MUPIM 5.9), establishing and maintaining regular office hours (MUPIM 5.7), fulfilling academic advising responsibilities and departmental, divisional and university service responsibilities (MUPIM 7.4A).

Visit the The Council of Academic Dean's Guidelines for Departmental Governance page for more information.

Every instructor at ¾Ã¾ÃÈÈÊÓƵ is responsible for performing good teaching practices to support instructors and ¾Ã¾ÃÈÈÊÓƵs and to promote an effective teaching environment.

The Statement of Essential Teaching Practices page provides the statement of "Good Teaching Practices" and the expectations of Miami instructors inside and outside of class. (MUPIM 5.4)

"The ¾Ã¾ÃÈÈÊÓƵ should recognize the difference between questioning a grade and charging an instructor with a violation of the Statement of Good Teaching Practices. The latter is a serious act and should neither be undertaken lightly nor should the desire to have a grade reviewed and changed be the primary motivation. A ¾Ã¾ÃÈÈÊÓƵ initiating a grievance procedure should be aware that the University Senate has ruled that the final determination of a ¾Ã¾ÃÈÈÊÓƵ's grade remains with the instructor, regardless of the outcome of any appeal procedure. In all cases the ¾Ã¾ÃÈÈÊÓƵ should first meet with the instructor to voice a complaint and to receive an explanation and possible redress. If the ¾Ã¾ÃÈÈÊÓƵ is not satisfied with the explanation, he or she should confer with the chair of the department and ask for a review of the grade through the departmental grievance procedure." (Student Handbook 1.7.B)

Find more information regarding the procedure on our Academic Responsibilities and Academic Grievance Policy page.

"When a ¾Ã¾ÃÈÈÊÓƵ wishes to make a complaint about the quality of instruction, the ¾Ã¾ÃÈÈÊÓƵ should approach the administrator (e.g., chair, director) of the department or program located on the campus where the course is offered. Under ordinary circumstances, a ¾Ã¾ÃÈÈÊÓƵ approaching an administrator to complain about a member of the instructional staff will be encouraged first of all to confer with the faculty member and seek a resolution. When a ¾Ã¾ÃÈÈÊÓƵ is unable to resolve a difficulty with an instructor to the ¾Ã¾ÃÈÈÊÓƵ's satisfaction, there are two acceptable ways in which the ¾Ã¾ÃÈÈÊÓƵ may lodge a complaint against a member of the instructional staff before an administrator or any person who has administrative duties. The ¾Ã¾ÃÈÈÊÓƵ may file a formal grievance or the ¾Ã¾ÃÈÈÊÓƵ may submit a letter of complaint to the administrator. Anonymous or unsigned statements must be disregarded and destroyed. Formal letters of complaint are to be filed in the department ¾Ã¾ÃÈÈÊÓƵ complaint file.

Upon receipt and before acting upon a letter of complaint, the staff member shall be informed of the complaint and given timely opportunity to rebut the accusations or explain the circumstances as viewed by the staff member. If submitted, documents presenting the staff member's position also are to be placed in the departmental  ¾Ã¾ÃÈÈÊÓƵ complaint file.

The ¾Ã¾ÃÈÈÊÓƵ who files a complaint is entitled to know how the complaint was processed and what actions were taken in response to it." (MUPIM 5.5/OAC 3339-5-15)

If a faculty member is experiencing disruption in the classroom, it generally falls into one of three categories, which then determines the appropriate response.

1. Minimally disruptive behavior (tardiness, absenteeism, under-performance, sleeping in class, lack of direction following, etc.) should always start with a one-on-one conversation between the ¾Ã¾ÃÈÈÊÓƵ and faculty member to address the concerning behavior and attempt to develop an acceptable plan to address future behavior. If the ¾Ã¾ÃÈÈÊÓƵ doesn't want to meet, doesn't agree to a plan, or doesn't follow through with an agreed upon plan, the ¾Ã¾ÃÈÈÊÓƵ should be informed that this is the next step and that they will be receiving an outreach from the Student Success Services office once the faculty member places a call to provide the ¾Ã¾ÃÈÈÊÓƵ's name and background information. This referral also includes ¾Ã¾ÃÈÈÊÓƵs who have stopped attending and/or with whom you have had no contact or response to outreach.
2. Serious disruptive behavior (¾Ã¾ÃÈÈÊÓƵ is being disruptive at a level where the faculty member is concerned for the safety or well-being of the ¾Ã¾ÃÈÈÊÓƵ or others in the classroom/office) should always lead to a phone call to ¾Ã¾ÃÈÈÊÓƵ Police (513.529.2222) or 911. Once the police have arrived and assessed the situation, the faculty member should submit a report on the Community Standards page at their earliest convenience by clicking the "Report and Incident" button. Both the police and the Community Standards office may be in touch with the faculty member for more information and follow-up.
3. Moderate disruptive behavior (anything that doesn't fall in either of the above two categories or minimally disruptive behavior that escalates) may result in the faculty member wanting/needing to first consult with their department chair. If more guidance is needed after this consult, faculty are encouraged to contact the office of the Dean of Students. The most efficient way of doing this is by submitting a concern through the online . This site is available to all faculty through their My-Miami portal. The office of the Dean of Students can also provide support by phone and e-mail, although faculty will be asked to submit their concern in writing through the Student of Concern system if they have not already done so.

As part of good teaching practices, "every instructor is responsible for assuming the positive obligation to confront ¾Ã¾ÃÈÈÊÓƵs of suspected academic dishonesty." (Student Handbook 1.5) This Student Handbook provides the following: definition, acts, procedures for reporting, adjudicating cases, and sanctions for academic dishonesty. Please contact Brenda Quaye, Coordinator for Academic Integrity, at quayebr@miamioh.edu for more questions or visit our Academic Integrity page.

• Policy for undergraduate ¾Ã¾ÃÈÈÊÓƵs
• Policy for graduate ¾Ã¾ÃÈÈÊÓƵs

Generally, the person who created a copyrightable work will be considered the rightsholder, however there are certain situations where the development of a work such as a syllabi could be considered a "work made for hire." In these situations the copyright may vest with the department/organization that hired the person to create the class materials, or there may be co-ownership of the copyright in the work.

For more information, please review the Intellectual Property Policy.