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Copyright 2004

University Gazette

Tips to protect against workplace violence
Athletics, academic freedom top Faculty Council's slate of topics
Trustees discuss tuition hikes to fund salaries
Bunting scores a bowl bid and contract extension
Patience and generosity the legacy of Caulberg's tenure
FYI Research: Advocates inspire innovative cancer research
Human Resources news: New SPA Grievance Policy Approved
Human Resources news: Long-term-care information

Tips to protect against workplace violence

The Nov. 29 murder-suicide outside of the James T. Hedrick Building has heightened interest about the safeguards University employees have at their disposal to protect themselves.

The Hedrick Building, which houses administrative offices for the UNC Health Care system, is about three miles from main campus. University police said that Shennel R. McCrimon McKendall, 37, of Pittsboro, was reporting to work when her husband, 34-year-old Randy Leverne McKendall, confronted her.

Both of them died of gunshot wounds in the parking area near the building where the shooting took place.

During the Dec. 1 Employee Forum meeting, Laurie Charest, associate vice chancellor of Human Resources, called attention to some of the safety policies and procedures the University has in place.

HR officials also spelled out what actions constitute workplace violence, along with steps people can take to stay safe both at the University and in their homes.

What is workplace violence?

Workplace violence is defined as any form of violence by an employee against another employee, student, vendor or visitor to the University. This may be in the form of a physical attack, intimidation, threats or property damage:

Threat is the expression of intent to cause physical or mental harm;

Physical attack is unwanted or hostile physical contact such as hitting, pushing, kicking, shoving, throwing of objects or fighting;

Intimidation includes, but is not limited to, stalking or engaging in actions intended to frighten, coerce or induce distress; and

Property damage is intentional damage to property owned by the University, students, University employees, vendors or visitors to the University.

What can be done at work?

The University's Workplace Violence Policy covers every employee of the University, SPA and EPA, full-time and part-time, permanent and temporary, work-study students or anyone in an employment capacity with the University. Employees are covered by the policy while they are engaged in any activity related to their employment with the University, whether on University property or elsewhere.

Employees who believe that they have been the target of workplace violence should report this to the appropriate supervisor or manager, or to the Employee Services Department at 962-1483. In emergency situations, the employee should dial University Police at 911.

Each member of the University community has a role to play in the prevention of workplace violence. All employees should be alert to the possibility of violence on the part of employees, former employees, customers and strangers. Any report of violence will be handled in a confidential manner, with information released only on a need-to-know basis.

Supervisors are responsible for reporting allegations of workplace violence and investigating those allegations. The University will explore ways to assist you, whether it be through rearranging your work schedule, changing your work telephone number or parking location, withholding other contact information, arranging for security, and/or potentially seeking a "no contact" order on your behalf.

If you have questions about the Workplace Violence Policy, call Lorri Allison, director of Employee Services, at 962-8830.

What about violence at home?

If you are experiencing or concerned about violence at home, this stress may also affect your work. The University's Employee Assistance Program (EAP) can assist you in identifying community resources for assistance, and, if necessary, facilitating discussions between you and your supervisor. For additional information, call Susan Criscenzo, the University's EAP representative, at 929-2362.


Athletics, academic freedom top Faculty Council's slate of topics

Athletics and academic freedom -- and the myriad challenges facing both -- shared top billing as discussion topics at the Dec. 10 Faculty Council meeting.

Comments about athletics came as part of a presentation of the Faculty Athletics Committee's annual report.

Council adopts resolution addressing salary-related issues

The Faculty Council on Dec. 10 passed a resolution that states a key to preserving University excellence in the years ahead will be raising faculty pay.

The resolution was an edited version of the one the council passed earlier.

A faltering economy in recent years has led to budget cuts that have resulted in little or no state pay increases for faculty and staff.

Both the council and the Employee Forum (see story on page 1) passed resolutions this month outlining the problems created by a lack of pay raises, but the council resolution also addressed a host of salary-related issues.

For instance, the resolution reaffirmed that every unit should have "a clearly stated and openly discussed" policy explaining how raise levels are determined. Further, the resolution reaffirmed the principle that merit should guide salary decisions, and that "fair and transparent processes" for deciding raises should be followed.

Finally, the resolution addressed the problem of salary inequities that have arisen.

One large area of concern is the salary gaps that exist between longtime professors who have suffered from stagnant state pay levels and the newly arrived faculty members who received higher pay offers when they were recruited here

Discussion on academic freedom was more diffuse, ranging from general discussion about the current campus environment to a controversial proposal for a Western cultures program in the College of Arts and Sciences.

Chancellor James Moeser touched on both topics.

Speaking of the athletics program, Moeser said, "It is with some degree of pride that I say we have a pretty good story to tell."

And Moeser singled out Athletic Director Dick Baddour as a big reason why that story is so positive.

Moeser also compared the public scrutiny that Baddour faces in his job with what he sees as chancellor. Newspapers devote not a column or page, but a whole section to sports, and with it, almost daily doses of reports, commentary and speculation about University athletics.

Step back from the headlines, though, and the program has a solid reputation for high academic standards and graduation rates, is self supporting and consistently highly ranked based on success on the playing field, Moeser said.

Baddour spoke of the program's core values, which include academic excellence, integrity, competitive success and positive student-athlete experiences.

One of the growing challenges, Baddour said, is remaining competitive on the playing field while maintaining higher academic standards than the minimum NCAA requirements that most other programs follow.

Lisa Broome, the law professor who chairs the committee, said she was grateful to Moeser for his work ensuring that there will be no televised Thursday night football games in the upcoming season. Faculty Council members long have objected to the prospect of such games because of how they would interfere with the academic climate on campus when classes are in session.

The most recent development fueling debate about academic freedom resulted from a proposal by College of Arts and Sciences faculty for a Western cultures program in the undergraduate curriculum. The program might be funded through a private gift from the Raleigh-based John William Pope Foundation.

The foundation funds the John Locke Foundation and the John W. Pope Center for Higher Education Policy, which has been critical of the University. John William Pope is a former UNC trustee, and past foundation donations have supported a wide variety of campus programs.

Moeser and College of Arts and Sciences Dean Bernadette Gray-Little have told council members and other faculty in recent weeks that the faculty ultimately controls the University's curriculum. They have described the proposal as neither conservative nor liberal, and reiterated that the University's interest in the curriculum is not political.

Some Faculty Council members said they wanted the University to take a stronger stand to reiterate its support for academic freedom in light of concerns generated by the Pope proposal and others such as conservative commentator David Horowitz's "Academic Bill of Rights," which organizers say aims to protect student rights and intellectual diversity on campuses nationwide. Horowitz has asked student governments, campuses, education commissions and legislatures to adopt the measure.

Karen Booth, associate professor of Women's Studies, asked why the Faculty Council had not taken a stand against Horowitz and urged that the council join with N.C. State University's Faculty Senate in passing a resolution against his efforts.

elin o'Hara slavick, professor of art, expressed concern about "a very chilled environment" nationwide that has left her restrained from showing artwork in her classroom because of her concerns about adverse reaction outside of class.

But Carol Pardun, associate professor in the School of Journalism and Mass Communication, offered a dual perspective of a faculty member and a mother of a current student. She said her son had encountered intolerance for views he has expressed that ran counter to those of his professors. For instance, Pardun said, some professors told her son that his decision to join the Army was unwise and urged him to reconsider.

As faculty members worried about the views of outside groups, Pardun suggested "we look within ourselves and make sure we also are being willing to accept different ideas and have the dialogue go both ways."

Moeser reminded council members that he had spoken about academic freedom numerous times during his tenure. He expressed pride in the University's strong stand in support of academic freedom and said the campus community must remain vigilant in defending its principles.

Moeser said he feared for the country if a great public university such as Carolina cannot allow disagreement in the context of civil and orderly discussions.

"I have great confidence that we do that on a regular basis," Moeser said.

He added, "Let us not forget that is why we were created, and in fact, why we exist."


Trustees discuss tuition hikes to fund salaries

University trustees are expected to continue discussions and potentially act on a proposal to increase campus-based tuition rates next fall during their regular January meeting.

The Board of Trustees reviewed the recommendations of the University's Tuition Task Force on Nov. 17.

The task force suggested three options, each of which would generate about $5.5 million that could be applied to spending priorities the task force identified during its work this fall.

The first option, which was favored by six of the 11 tuition task force members present and eligible to vote, would increase in-state tuition by $350 and out-of-state tuition by $800. The two other options suggested increases ranging from $250 to $300 for in-state students and from $1,000 to $1,200 for out-of-state students. The task force endorsed all three options for consideration by the administration and trustees.

All three options would reserve no less than 35 percent of revenues generated to provide need-based financial aid for undergraduates -- a provision that has been included in all previous campus-based tuition increases. Remaining revenues would be used to help address graduate teaching-assistant stipends, student-faculty ratios (by hiring additional faculty) and faculty salaries.

Trustees received a presentation from the Art and Science Group, a nationally recognized consulting firm, on a new price sensitivity study.

The study found that the trustees appear to have a significant amount of leeway in raising both in-state and out-of-state tuition without serious effects on the size and quality of the applicant pool, according to the final tuition task force report. If the board does not want to cause harm to the University's applicant pool, it must not exceed the tuition hikes set by the University's competitors. The study also emphasized that the difference in circumstances for in-state and out-of-state students must not be overlooked.

During much of their discussion, trustees wrestled with the market science upon which the report was based with historic concern about the state constitution's charge to keep costs low.

"We've got a mission and an obligation as a state university," said Paul Fulton, a trustee and former dean of Kenan Flagler Business School, during a meeting of the board's Audit and Finance Committee.

This year's deliberations come after action taken last January to ensure resident tuition remains in the bottom quartile of the University's national public peers. That philosophy also holds that non-resident tuition should be value- and market-driven, with the goal of reaching but not exceeding the 75th percentile of the University's national public peers.

Nelson Schwab, chair of the board's Audit and Finance Committee who also served on the tuition task force, said the trustees should experiment with all the options that the task force presented.

"You can't push a button and get the right answer."

Schwab told the full board that he favored the task force's third option, which would raise in-state tuition $250 and out-of-state rates by $1,200.

The UNC Board of Governors must approve any campus-based tuition increase.

Trustees also received proposals for new school-based tuition increases from the Kenan-Flagler Business School, as well as the schools of law, medicine and public health. Those proposed increases ranged from $500 to $3,000 in various degree programs.

In other action, trustees approved the site for Arts Common Phase 1, which implements the keys concepts of the Arts Commons Master Plan. The project provides a new 100,000 square-foot building for the Department of Music, a 300-car underground parking deck and a utilities tunnel.

The new buildings will address the space deficiencies for the music library that is now located in the basement of Hill Hall. The building will also include classrooms, faculty offices, multimedia teaching labs and studios.

The projected budget for the first phase of the Arts Commons was set at about $40 million, with funds from the higher education bond referendum, external funds and parking receipts. Trustees approved the arts common master plan In January 2003. Construction is projected to begin in February of 2007.


Bunting scores a bowl bid and contract extension

Coach John Bunting never stopped believing his Tar Heels could become a winning football team.

It just took the rest of the nation a little while to catch up.

And a 40-17 victory against Duke on Nov. 20 didn't only clinch Carolina's first winning record in three seasons -- it ensured that the Tar Heels will play in a bowl game for the second time since Bunting became head coach.

Carolina will take on future ACC foe Boston College in the Continental Tire Bowl on Dec. 30 in Charlotte.

Fans can purchase tickets by calling 1-800-722-4335 or by visiting

More than 30,000 tickets already have been purchased by fans of the Tar Heels.

"We are thrilled to represent the state of North Carolina in Charlotte at the Continental Tire Bowl," Bunting said. "This is a fitting reward for a team that has battled all season long, believed in themselves and never quit."

The bowl game wasn't the only positive consequence of the Tar Heels' remarkably successful season.

Immediately following the victory in Durham, Chancellor James Moeser and Director of Athletics Dick Baddour announced their intention to seek a two-year contract extension for Bunting.

"We have evaluated this team over the course of the season, and we are very pleased with the progress it has made," Moeser said. "The staff and players dealt with one of the toughest schedules in the country, and they've shown great resiliency and determination."

Baddour echoed the praise from the chancellor.

"John Bunting's leadership has been instrumental in moving this Carolina football program in a winning direction," he said. "His staff and student-athletes have competed well this year against one of the toughest schedules in the nation and posted a number of outstanding wins.

"They have kept their composure in several adverse situations and maintained their focus on improving each game. We look forward to watching him lead the Tar Heels again in 2005 and for many years to follow."

The extension is pending final approval from the University's Board of Trustees.


Patience and generosity the legacy of Caulberg's tenure

By Brian MacPherson
"Gazette" student assistant

Sandra Caulberg isn't going to tell you why she's so good at her job.

She'll be perfectly happy to tell you about her job, or about the University, or about her family. She'll be happy to tell you about the many policies and procedures she must not only follow, but regularly explain to others. She'll even be happy to tell you about the time she once met Andy Griffith in South Building.

But she's far too humble of a person to tell you why she's so good at her job.

That's OK, though, because those who work with her in the Office of the University Counsel and who nominated her for the C. Knox Massey Award will do that for her.

They'll sing her praises with regard to her ability to make time for anyone who needs a helping hand.

"She is never too busy to answer the inevitable question, `Why do we do it this way?' and is willing to assist in changing policies or practices that have become outdated or to work with campus members to find answers to apparently unanswerable questions," wrote Associate University Counsel Joanna Carey Smith.

They'll sing her praises with regard to her patience and welcoming nature.

"Without Ms. Caulberg's generosity of time and spirit, I literally would have been unable to function," said B. Glenn George, who moved from the law school faculty in October 2003 to fill the position of general counsel on an interim basis.

"All of the office practices and procedures needed to be explained to me, and Ms. Caulberg patiently and graciously guided me at every turn."

And they'll sing her praises with regard to her care for those with whom she works.

"With all she has to do, she still finds time to give support and encouragement to colleagues," wrote Associate University Counsel Mary Sechriest. "I feel at times as if she's my own personal cheerleader."

'A role model'

Caulberg, an administrative officer in the Office of University Counsel, never expected to find herself in Chapel Hill when her previous employer, Burlington Hosiery, closed down in 1974. The commute from Burlington was a lengthy one, but there were no jobs available closer to her home.

So she came to Carolina, and she hasn't ever left.

"I fell in love with the place," she said. "I never dreamed I'd be here for 30 years."

She has watched the growth and evolution of the University through the years, and the growth and evolution of her job and her responsibilities right along with it.

She now assists in the management of the Office of University Counsel, helping handle grievances that involve faculty, staff and students. The legal issues involved include civil rights, liability and misuse of state property.

She also coordinates the University's External Professional Activities for Pay and often serves as the first point of contact for public records requests related to the program.

"The biggest change is the volume of work, the variety of issues we've added on our agenda," she said.

And while those issues could have overwhelmed Caulberg, she instead has become the safari guide of the Office of General Counsel, steering colleagues and visitors alike through a jungle of University procedure and policy.

"Sandra's approach to her work, her dedication and her attention to detail make her a role model," wrote Associate Vice Chancellor Patricia Crawford. "During Sandra's long period of employment with the University, she has seen many changes, and Sandra has mastered these quietly, efficiently and effectively."

Her contribution to Carolina doesn't end with her official duties, however.

She also serves as an unofficial one-woman welcoming committee for every new employee in her office, answering endless questions at all hours of the day.

"You have to have a lot of patience," she said. "You have to have an ability to listen to people and be willing to help."

Those who have benefited most from her assistance, however, would say that she understates her importance to her office.

"Sandra patiently oriented me to the campus and, in doing so, demonstrated a remarkable understanding of the workings of this very complex institution," wrote General Counsel Leslie Chambers Strohm. "Without her support, I, and many others who rely on Sandra's expertise and knowledge, would be lost."

Family and new friends

As often as she has guided colleagues and visitors through the inner workings of University procedure, one fond memory from her years at Carolina came when she was on the receiving end of a different type of tour.

One of her daughters, who now works at the School of Law, attended the University herself.

That meant Caulberg had the opportunity to see her employer from an entirely different perspective -- that of the parent of a prospective student.

"It was neat," she said. "I was seeing people I knew, and they were saying, `What are you doing?'"

Caulberg's other daughter did not attend the University, but she remained close to home. She currently works for AG Edwards Financial in Greensboro.

Aside from the opportunity to work on the same campus at which one of her daughters attended school, Caulberg said, other memorable moments have come through her brushes with celebrity.

The Office of University Counsel used to be located in South Building, and the nature of that location dictated that she would often see notable visitors to campus when they dropped by to see the chancellor.

Andy Griffith was one such visitor the year he received an honorary degree from the University. Caulberg also recalls meetings with Presidents Jimmy Carter and Bill Clinton as memorable moments during her tenure at the University.

She met Clinton during the University's Bicentennial Observance, as she had the honor of representing her department in the ceremonial procession.

Into retired life

Unfortunately for the Office of University Counsel, Caulberg has reached the point in her career at which she will cut back on her workload and time in the office.

She officially retired in November, but she still works at the University part time.

Her increased time off, though, has allowed her to spend more time pursuing the other joys in her life -- gardening, reading, sewing and crafts.

She also looks forward to a little relaxation on the sands of North Carolina's coast.

"I love the beach," she said. "I would move there if I could."

But even as she begins gradually to separate herself from the campus she has called home for 30 years, she will take with her memories and experiences she will cherish for the rest of her life.

"The greatest thing that I treasure would be the people I've met and worked with and what I've learned from them," she said.

Editor's note: This story is the sixth in a series featuring 2004 winners of the C. Knox Massey Distinguished Service Award. The late C. Knox Massey of Durham created the awards in 1980 to recognize "unusual, meritorious or superior contributions" by University employees. The award is supported by the Massey-Weatherspoon Fund created by three generations of Massey and Weatherspoon families. Chancellor James Moeser selected the honorees from nominations submitted by the campus. They each received an award citation and $6,000 stipend.


Advocates inspire innovative cancer research

In 1990, Barbara Parker was diagnosed with two kinds of breast cancer within three months. One way she fought it was by reading scientific journal articles. "I decided that whatever happens to change things for women who have cancer, it first goes through a basic-research lab," Parker says. "The best that science has to offer patients is an educated guess. As long as my life depended on an educated guess, I wanted to be one of the ones making it."

But she found all the studies overwhelming. When she met University epidemiologist Bob Millikan, she asked him if he would help her understand what she was reading. He agreed to meet with her once a week, which he did for about a year. "Bob knew the authors, knew which journals were the best," she says. "It was exciting for me to have all this information put into context, rather than getting it in a hit-or-miss fashion."

Parker's reading came in handy when a researcher at Duke University invited her to join other patients who were observing scientific presentations and giving comments. That was her first step toward becoming a patient advocate.

Today, Parker, who lives in Raleigh, serves on the executive committee of a breast cancer research program at Duke and is patient-advocacy chair for a national organization that designs and conducts clinical trials. She is one example of the many patient advocates who are changing research.

In the early 1990s, breast-cancer survivors began fighting to get more money for research. One high-profile example was the Long Island Breast Cancer Study, which Congress funded in 1993 in response to lobbying from women who were convinced that environmental factors were contributing to breast cancer in the two counties where they lived on Long Island.

Marilie Gammon, now professor of epidemiology at Carolina, was principal investigator of that study, in which she led a team that interviewed more than 3,000 women (both those with breast cancer and those without) and that collected blood and urine samples as well as soil and water from near the participants' homes. The main results of the study were published in 2002.

Gammon and her colleagues continue to analyze data from the study and recently published two additional reports.

Advocates have also helped get funding for other programs such as the Department of Defense's Congressionally Directed Medical Program in breast-cancer research. That was funded in 1992 partly because of a lobbying campaign led by the National Breast Cancer Coalition.

As advocates secured more money for research, they also wanted to have a say in how that money was spent. To do that, they needed to understand the science. So the National Breast Cancer Coalition created a training course to teach advocates scientific concepts and critical thinking skills. Millikan is one of several scientists who helped develop the curriculum for the course, called Project LEAD (Leadership, Education and Advocacy Development).

Women use those skills as they serve beside scientists on study sections, which review research proposals for funding at agencies such as the National Institutes of Health and the Department of Defense. Advocates also serve on committees that advise the Food and Drug Administration on approval of cancer drugs.

Advocates have also inspired researchers to think about new directions. Millikan says that though he has studied mostly genetics, his work with research participants and advocates "constantly reminds me of what else is out there to study."

Parker, for example, played a role in the discussions that led to Millikan and colleagues asking women what they thought caused breast cancer, as part of the Carolina Breast Cancer Study (a long-term look at 4,000 North Carolina women with and without the disease).

The women suggested some possible risk factors that the scientists had never considered such as physical injury, stress, and bereavement. So the researchers began analyzing their data for these factors. The team found no association between cancer and physical injury to the breast. But the other two ideas "turned out to be very interesting," Millikan says. "Profound emotional loss and loss of health care due to unemployment were associated with breast cancer being diagnosed at a later stage." A later diagnosis means treatment may not be as successful.

In the resulting paper that appeared in the journal Environmental and Molecular Mutagenesis in 2002, Parker and another patient advocate were listed as coauthors with the scientists.

Millikan says that patient advocates remind researchers of the urgency of their work. "When a patient advocate is at a meeting, the tone of the room changes," he says. "It reminds us that there's a lot more at stake than just our careers."

For more about the Long Island study, visit:

Marilie Gammon and Bob Millikan are also affiliated with Carolina's Lineberger Comprehensive Cancer Center. Find out more about the Carolina Breast Cancer Study at

Provided by Research and Economic Development
Editor: Neil Caudle
Writer: Angela Spivey

Technology Transfer Update

The Office of Technology Development helps Carolina faculty, students and staff develop and commercialize patentable inventions resulting from their research. In November 2004, the University executed eight license agreements and had two U.S. patents issued.

A patent is a legal document granting inventors the exclusive right to prevent others from making, using or selling an invention for a number of years. A license agreement is a written contract granting permission for a person or company to use an invention under certain terms. For more information about OTD, go to


New SPA Grievance Policy Approved

On Dec. 9, the State Personnel Commission approved a revision to the University's Dispute Resolution and Staff Grievance Procedure. The new policy will take effect Feb. 1, 2005. Major revisions to the policy include:

Reducing the internal process from three steps to two steps;

Changing the filing deadlines for greater consistency; and

Establishing set hearing dates and a grievance coordinator role.

The revisions to the policy were a result of recommendations made this fall by the SPA Dispute Resolution Review Committee, a campuswide group, chaired by Professor Glenn George, School of Law.

In addition, due to recommendations from the Chancellor's Task Force for a Better Workplace, the Office of Human Resources has received funding for a new staff position to administer the grievance process.

State policy requires that the revised policy cannot take effect for at least 30 days following the Commission's approval. Feb. 1, 2005, was set as the effective date in order to allow time for public information sessions about the policy change during the month of January. More information on these meetings will be shared with employees in the coming weeks.

Human Resources will also offer training in January and February for SPA grievance hearing panelists and support persons. Any SPA employees who are interested in serving in these roles may register for the training through the online training registration website at Supervisory approval is required for participation.

Long-term-care information

The long-term-care insurance contract between the State Health Plan and MedAmerica expires at the end of December, and Prudential will be the new long-term-care provider for state employees who wish to purchase group long-term-care insurance. Employees currently covered under the MedAmerica plan who wish to retain coverage can choose to move to Prudential or convert their current coverage into an individual policy with MedAmerica.

Human Resources is attempting to get additional information for employees regarding the change in insurance providers. As we receive additional information from the State Health Plan, we will forward that to you. In the meantime, here is some information that may be useful.

Prudential, the incoming long-term-care insurance carrier, has scheduled an information meeting on campus. This meeting will be held Dec. 16, at 1 p.m. in the Pleasants Family Assembly Room in Wilson Library. Attendance is open to all employees interested in the Prudential plan.

A page has been developed on the OHR web site with links to MedAmerica, Prudential and several impartial informational resources. This page will be updated as additional information is received. To reach this information, click on

Enrollment deadlines have been extended. Current participants in the MedAmerica plan will soon receive information regarding their opportunity to convert to an individual MedAmerica policy. The enrollment deadline for that option will be 45 days after the date on that letter. If you have not received an information letter from MedAmerica by Dec. 17, contact them at 800-943-1549. For those employees who are interested in the Prudential plan, the enrollment deadline has been extended from Dec. 31 to Jan. 31, 2005.

If you have questions, contact the Benefit Program Administration office in Human Resources at 962-3071.