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Rules & Policies Section Seven

Policy 7-1. Faculty/Student Dating

The Law School is dedicated to preparing students through teaching and research for entry into the legal profession and for lives of significant public and private responsibilities. Its success depends in large measure on trust in the integrity of relationships among faculty and students. In an effort to foster that trust, the faculty have developed these guidelines on dating relations between faculty and students:

  1. It is the sense of the faculty that faculty/student dating relationships create the potential for abuses of authority and for both actual and apparent conflicts of interest. No faculty member should participate in such a relationship without carefully considering the potential consequences to the student involved, the faculty member himself or herself, and the institution.

  2. No faculty member should engage in any dating relationship with any student currently enrolled in that faculty member's course.

  3. No faculty member should employ as a research or teaching assistant any student with whom that faculty member has or has had a dating relationship.

  4. No faculty member should participate in any decision pertaining to honors, degrees or discipline concerning any student with whom that faculty member has or has had a dating relationship.

  5. Before entering into any dating relationship with a faculty member, a student should be aware that such a relationship will limit that faculty member's ability to direct work or promote that student's career, and may require that the relationship be revealed in any letter of recommendation written by such faculty member.

Back to top Revised August 1997

Policy 7-2. Compliance With Americans With Disabilities Act

It is the policy and practice of the Duke University School of Law to comply with the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and state and local requirements regarding students and applicants with disabilities. Under these laws, no qualified individual with a disability shall be denied access to or participation in services, programs and activities of the Duke Law School.

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Policy 7-3. Use of Facilities that Discriminate on the Basis of Race, Sex, National Origin, or Religion

The Faculty has adopted the following policy with respect to use by the Law School or affiliated organizations of facilities that discriminate on the basis of race, sex, national origin or religion:

  1. No alumni sponsored event or any other Law School sponsored event may be held at any facility at which any member of the Duke community might be excluded for reasons of race, sex, national origin, or religion.

  2. No event may be held by any alumni organization affiliated with Duke Law School at any facility which, although it is prepared to admit all members of the Duke community to a particular function, nevertheless discriminates in membership policies on the basis of race, sex, national origin, or religion. In this regard, local alumni groups will be urged to amend their charters to reflect this policy.

  3. No one traveling on Duke University business shall knowingly use, for the purpose of facilitating the conducting of that business, any place of public accommodation which discriminates on the basis of race, sex, national origin, or religion.

Back to top Revised January 1988

Policy 7-4. Severe Weather

The Law School follows the University's severe weather policy. You can find the policy at http://www.hr.duke.edu/weather/
During a severe weather event, you may learn the status of the Severe Weather Policy at the University by calling 684-INFO (4636).
The severe weather work policy of the university will be implemented as follows at the School of Law.

BUILDING ACCESS

When the severe weather work policy is invoked by the University, building perimeter doors at the Law School will be locked and remain locked but accessible via card readers throughout the severe weather period.
 

EMPLOYEE CATEGORIES

In general, staff at the Law School are considered to be in the "delayed service" category. “Delayed service” staff should not report to work or remain at work when a severe weather event has been declared.

While Law School staff are generally considered “delayed service” staff, departmental managers may request staff to function as "essential service" based on the weather conditions and the needs of the department or organization during a specific event .

“Delayed service” category employees may offset missed time during a severe weather period by one or more of the following means:

  1. Use of accrued vacation or discretionary days.
  2. Use of accrued sick time if the employee reported in sick on the last scheduled work day before the actual severe weather day .    
  3. Make up lost time within 3 months. In making up lost time, biweekly employees will receive overtime pay, if applicable. A department may avoid an overtime situation by scheduling the staff member to “make up the time” during a week or pay period when he/she does not work a full 40 hours/week or 80 hours/pay period It should be understood that make-up work for all Law School employees may not be possible.
  4. Take the day without pay, if a biweekly employee.
  5. Work at home, with supervisor approval.

The University may call a severe weather work day WITH classes cancelled or WITHOUT classes cancelled. Law School employees are categorized as “delayed service” employees in both instances . “Delayed service” employees should not report to work while the severe weather condition exists unless requested by a departmental manager to function as “essential service” based on weather conditions and departmental needs.

If severe weather conditions develop after a normal work day has started and the University implements the severe weather policy, Law School employees will be notified by their supervisors. If the University implements the severe weather policy during a normal work day, employees in the “delayed service” category should not remain at work unless requested by a departmental manager to function as “essential service” based on weather conditions and departmental needs.

SEVERE WEATHER BUT SEVERE WEATHER POLICY
NOT ENACTED BY UNIVERSITY

The Law School recognizes that some employees live in more remote areas than others, and that road conditions across the area may vary widely in periods of severe weather. Further, the Law School recognizes that some employees will be left without child care due to school closings in response to severe weather. If Law School employees live in areas experiencing severe weather conditions and the University has not implemented the severe weather policy, they are eligible with supervisory approval to use discretionary days (in full days only) or accrued vacation time to cover an absence from work. This applies both to employees who have arrived at work as scheduled and must leave due to severe weather and employees who cannot reach the Law School due to severe weather.

STUDENT NOTIFICATION

Severe Weather Day With Classes Rescheduled : When the University declares a severe weather day with classes to be rescheduled, it applies University-wide and includes the Law School. The University will announce its decision through local TV and radio stations.

Other sources will be:

Duke Information Line-684-INFO (684-4636)
Duke Cable TV
Duke Daily News Web Site

In addition, the Law School Registrar's Office will have a message on voice mail (613-7027) confirming that classes at the Law School are to be rescheduled. The Dean's Office will also send all students an e-mail message stating: "The University has declared a severe weather day and classes will be rescheduled. This includes Law School classes." Every attempt will be made to reschedule Law School classes in their entirety on a Saturday (i.e., the same class schedule held on a Saturday). If this is not possible, the classes will be rescheduled individually.

Severe Weather Day With Classes Scheduled : When the University declares a severe weather day but classes are scheduled, individual professors will notify the Law School's Registrar Office voice mail (613-7027) if they are unable to reach the Law School to hold class. The Law School's Computing Services Department will post the following message on the Law School's web site and e-mail: The University has declared a severe weather day but classes are in session. Law classes will be held if professors can reach the school. To learn whether or not your class will be held, call the Registrar's Office at 613-7027. If individual professors have to reschedule their classes because of severe weather, the classes will be made up by the professors. A designated backup will be appointed in case the Law School's Registrar cannot perform these functions in a severe weather situation.

Back to top Revised December 2005

Policy 7-5. Freedom of Expression

Dean's Statement on Freedom of Expression in the Law School

The Dean's office has been asked to speak to the conditions of leafletting mailboxes and posting bulletin boards and other ways of expressing viewpoints on any number of subjects, whether related to the law school directly or to general issues of politics on a much larger front.

First, however, we are concerned that all students continue to feel at ease in coming to us to discuss such issues, with every assurance of goodwill from us and the faculty. Thus, it is personally important to us that this informal memorandum not be misunderstood as expressing some view or judgment on particular recent events. Rather, what we understand may be useful is some expression of attitude from our office, reflecting a general view, rather than an admonition or a reiteration or creation of guidelines. We agree that some attempt by us to share a sense of what we ought to consider in our relations with one another may be helpful.

Duke University does have two general rules affecting student expression and political actions during their residence at the University. These University-wide rules are addressed to certain forms of "disruptive picketing, protesting, or demonstrating," and to specific acts of "sexual harassment." They apply to professional and graduate students as well as undergraduate students. Students who may be unfamiliar with them are welcome to come by the Dean's office to acquire a printed copy. They are, however, quite limited and deliberately do not attempt to cover required special attention. They do not reach a great deal that is left more to each person's good judgment, self-restraint, and civility. While it is more, this may collectively be called common sense behavior.

The question then may be to what extent we can continue to count on the notion of common sense. We have always counted on it a great deal in the past, and we hope that we may continue to do so. The Law School and the University are a much better place so long as we can.

Under such notions of common sense, we each should find suitable ways to express our points of view on any number of subjects in ways adequate to show our feelings honestly without, however, a spirit of meanness toward any of our classmates, and without a desire to do them harm or to make them feel disappointed for having elected to devote three years of their young adult lives at this school. Our inability to act without personal rancor or bullying would tend much more to stifle free speech here rather than advance it. It seems simply a matter of common sense that acts of intimidation, humiliation, or of spite and ill will do none of us any good.

When students have allowed standards of civility to slip seriously in ways repeatedly hurtful to others entitled to share the campus equally with themselves the response at some universities to such recurrently offensive activities has been more rules. Such requests have been made to us to make more rules, but this is not an undertaking welcomed by us or the faculty. We want you to know why this is so.

Regulation of student expression, whether of particular viewpoints, or even of the circumstances or manner of their utterance, is a very tricky undertaking. Such rules often convey their own intolerance without meaning to do so. However artfully drawn, they can chill a good deal of provocative expression that is surely altogether desirable, especially within a lively professional school. They also tend to convey the message that those who carry unpopular messages are being told to be quiet. The business to "judicialize" academic life and our relationships is often also a sign of mutual failure to operate within the common sense notions discussed earlier.

We are not prepared to tolerate destruction of property, threats to specific individuals, or other actions that threaten one's sense of personal safety. We do not believe that any student would disagree that these are utterly out of bounds. Beyond this, we need to maintain common sense notions of civility, and not meanness or intimidation, in our expression and the manner of communication to one another. Our failure to do so will inevitably hurt all of us by making this a much diminished environment in which to pursue our individual educational aims.

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Policy 7-6. Sexual Harassment

Legally, sexual harassment is prohibited as a form of sex discrimination under Title VII of the 1964 Civil Rights Act and Title IX of the 1972 Education Amendments. Duke University has defined sexual harassment in an academic environment as:

"the intentional misuse of authority by a faculty member by conduct focusing on the sexuality of a student in the teacher-student context. Sexual harassment can take a variety of forms, from verbal suggestion or innuendo to repeated physical overtures of an overt physical nature, or requests for sexual activity accompanied by implied or overt threats or inducements concerning a student's grades, recommendations, academic progress or professional standing. Sexual harassment may be egregious or less serious. Regardless of degree, it abuses the student- teacher relationship and has no place in the academic community."

PURPOSE

Harassment of any kind is not acceptable at Duke University. It is inconsistent with the University's commitments to excellence and to respect for all individuals. Duke University is also commited to the free and vigorous discussion of ideas and issues, which the University believes will be protected by this policy. This policy is intended to complement Duke University's Equal Opportunity Policy (Duke University Personnel Policy A-5).

SCOPE

This harassment policy applies to all persons who are enrolled or employed at Duke University while they are on university property or are participating in a university-sponsored activity off- campus. The Procedures for Resolution of Claims of Harassment, described below, apply to situations in which both complainant and respondent are enrolled or employed at Duke University.

Situations which involve others, including applicants for admission or employment who believe they have been harassed by employees of Duke University, and students and employees of Duke University who believe they have been harassed by contractors or vendors serving the University, will be resolved through procedures for complaints of discrimination. Persons who believe they have experienced these situations should contact the Office of the Vice President for Institutional Equity. (See "Introduction of Procedures for Resolution of Claims of Harassment").

POLICY

Duke University is committed to protecting the academic freedom and freedom of expression of all members of the University community. This policy against harassment shall be applied in a manner that protects the academic freedom and freedom of expression of all parties to a complaint. Academic freedom and freedom of expression include but are not limited to the expression of ideas, however controversial, in the classroom, residence hall, and, in keeping with different responsibilities, in workplaces elsewhere in the University community.

Definition of harassment at Duke University:

  1. Harassment is the creation of a hostile or intimidating environment, in which verbal or physical conduct, because of its severity and/or persistence, is likely to interfere significantly with an individual's work or education, or affect adversely an individual's living conditions.

  2. Sexual coercion is a form of harassment with specific distinguishing characteristics. It consists of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

    1. Submission to such conduct is made, explicitly or implicitly, a term or condition of an individual's employment or education; or

    2. Submission to or rejection of such conduct is used as a basis for employment or educational decisions affecting an individual.

  3. The conduct alleged to constitute harassment under this policy shall be evaluated from the perspective of a reasonable person similarly situated to the complainant and considering all the circumstances.

In considering a complaint under the Duke University Harassment Policy, the following understandings shall apply:

  1. Harassment must be distinguished from behavior which, even though unpleasant or disconcerting, is appropriate to the carrying out of certain instructional, advisory, or supervisory responsibilities.

  2. In so far as Title VII (Equal Employment Opportunity) of the Civil Rights Act of 1964 is applicable (i.e., in complaints concerning carrying out of non-instructional employment responsibilities), the University will use the definition of sexual harassment found in the Equal Employment Opportunity Commission (EEOC) Guidelines: "conduct of a sexual nature . . . when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment."

  3. Instructional responsibilities require appropriate latitude for pedagogical decisions concerning the topics discussed and methods used to draw students into discussion and full participation.

The following behaviors are also prohibited by the Harassment Policy:

  1. Reprisals

    1. Against the Complainant: It is a violation of Duke's Harassment Policy to retaliate against a complainant for filing a charge of harassment. A complaint of retaliation may be pursued using the steps followed for a complaint of harassment. When necessary, the appropriate dean or other University officer may monitor student grading or faculty/staff reappointment, tenure, promotion, merit review, or other decisions to ensure that prohibited retaliation does not occur.

    2. Against the Respondent: Lodging a complaint of harassment is not proof of prohibited conduct. A complaint shall not be taken into account during reappointment, tenure, promotion, merit, or other evaluation or review until a final determination has been made that the University's Harassment Policy has been violated.

  2. Knowingly false or malicious complaints

    To file a knowingly false or malicious complaint of harassment or of retaliation is a violation of the Harassment Policy. Such conduct may be pursued using the steps followed for a complaint of harassment. A complaint under this provision shall not constitute prohibited retaliation.

  3. Intentional breaches of confidentiality

    All participants in the Harassment Complaint Resolution process, including the complainant and respondent, witnesses, advisors, mediators, members of hearing panels, and officers, shall respect the confidentiality of the proceedings. Breaches of confidentiality jeopardize the conditions necessary to the workings or internal procedures for resolution of claims of harassment. Participants are authorized to discuss the case only with those persons who have a genuine need to know.

    A complaint alleging an intentional breach of confidentiality may be pursued using the steps followed for a complaint of harassment. Such a breach may also constitute an act of retaliation. A breach of confidentiality may void the outcome of any previously agreed-upon resolution to a complaint.

Individuals who believe they have been harassed, individuals charged with harassment, and individuals with knowledge of situations in which harassment may exist should consult Duke University's "Procedures for Resolution of Claims of Harassment."

This Harassment Policy and the Procedures for Resolution of Claims of Harassment are only part of Duke University's effort to prevent harassment in our community. In addition to spelling out steps for making and resolving complaints, the University is also committed to programs of education to raise the level of understanding concerning the nature of harassment and ways to prevent its occurrence.

NOTE: This Harassment Policy replaces previous statements on Sexual Harassment in Employment and Sexual Harassment of Students. Specifically it replaces Appendix W of the Faculty Handbook, Policy IX.180 and Policy IX.190 in the Duke University Policy Manual, and the statement on Sexual Harassment of Students in the various school Bulletins.

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Policy 7-7. Use of the Burdman Lounge

  1. The Burdman Lounge is restricted to the following uses:

    As scheduled by the Senior Associate Dean; Board of Visitors and alumni class reunion events; Campaign events.

  2. During the daytime, tables will not be rearranged within the Burdman Lounge. All daytime faculty workshops or lectures that require moving of the tables should be held in classrooms.

    Mondays and Tuesdays from 12:00 noon to 1:30 p.m. have been designated as meeting days and classrooms will be available. Thursdays from 12:00 noon to 1:30 p.m. are designated as class make-up days and will be available if no make-up classes are scheduled in the classrooms.

    If the faculty event in a classroom includes a reception, the reception portion can be held in the Burdman Lounge before or after the lecture as long as it does not require moving furniture.

  3. Faculty members desiring to hold an evening reception or dinner that requires rearrangement of furniture in the Lounge may do so by contacting the building coordinator who will arrange for movers to move the furniture at the appropriate times. Such cost will be borne by the event and will be a minimum of $100. The Burdman Lounge furniture will not be moved before 4:00 p.m., so your event should be scheduled accordingly.

  4. All other events should be held on the fourth floor loggia, the Blue Lounge, or other areas of the building such as Room 3032, or the soft seating area on Level 4. These include but are not limited to the following: Inn of Court; Siegel Competition; Special faculty luncheons with limited faculty participation; Faculty luncheons for students; Career Services receptions; LENS receptions; Special student guests; Public interest lunch series; Library lunches and workshops; U.S. Court of Appeals reception; Deans' Advisory Council; Administrative Law Conference; Gender Law and Policy reception; Moot Court Board; BLSA luncheons; L&CP banquets.

    Notes: The fourth floor loggia can be utilized for many of the events that have been held in the Burdman Lounge. To make this space adaptable for various types of events, we have purchasing folding tables and chairs for receptions, lunches, and dinners and screens that can provide privacy and reduce noise. The loggia can accommodate seating for a maximum of 72 for a sit-down lunch or dinner. Numbers may be reduced for a buffet-style meal since space is needed for the buffet serving tables.

    The Law School's own cleaning staff is available to set up events through 10:00 a.m. on the day of the event. This fact causes the Burdman policy to limit the times when furniture can be rearranged in the room by the staff, and also requires a special charge to pay to have others move furniture for events (for example, we can hire a moving company to come to the Law School in the late afternoon to move all the furniture in the Burdman Lounge for an evening dinner). The new Burdman policy reflects these factors.

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Policy 7-8. Network Use Policies

  1. Preservation of Data

    The School of Law Computing Services Department [Computing Services] backs up data on the faculty and student network servers and the GroupWise post office servers to tape on a daily basis. Backups are run overnight. Hence, files that are created and deleted on the same day are not backed up. Files that are left on the servers overnight are backed up, and may remain on tape even after the file has been deleted from the network. Files include documents and e-mail messages.

    Files backed up to tape from the servers have the following retention periods:

    Backup Performed; Retention Period
    Sunday - Friday One Week
    Saturday One Month
    Last Day of Month Six Months

    Data on the faculty server also backed up to the university's remote backup system on a daily basis. Files backed up to the university remote system are retained though two revisions of the file. That is, when you replace an existing file with a newer version, two of the most recent prior versions remain available through the university remote system. Files you delete remain available through that system for ninety days after you have deleted them from our network.

    Only files stored on the network servers are backed up. These include drives f: and j: on the faculty network, and drives f: and r: on the student network. Faculty and staff who require data on their hard drive (drive c:) backed up should contact Computing Services.

  2. Network Security

    The law school networks use the Novell NetWare operating system. Data transmitted and stored on the network is protected by encryption of the data traveling through network cable and by the use of user account restrictions to control access to files. Nevertheless, personal and institutional data are potentially at risk from unauthorized users. If an unauthorized user obtains access to your files, any of the following could happen:

    1. Data Corruption Your files and those in any shared directories to which you have access could be altered or destroyed.

    2. Unauthorized communications. Through local e-mail and the law school's connection to the Internet, electronic mail could be sent under your name, files could be transferred to or from your directory, and charges could be incurred for uses of fee-based electronic services.

    3. Release of information. Unauthorized persons could access and release your confidential or private data.

    All authorized users of the law school network have individual directories for their own files. Some also have access to shared files accessible to several or more authorized users. To help prevent unauthorized access to individual and shared files, the law school network has a number of built-in network security devices that apply across the network. Network administrators can also create special restrictions that will allow even authorized users to access particularly sensitive accounts only during certain times of the day or from certain terminals. Such restrictions help prevent access to data in administrative offices during non-business hours and from remote locations.

    Ultimately, however, network security depends on the actions and concern of each individual user of the network. Because both personal and law school data can be placed at risk if network security is not taken seriously, the law school has adopted the following policies and recommended practices:

  1. Password Protection

    Your individual password provides the first and strongest line of defense against unauthorized access to your own files and shared files to which you have access. Changing individual passwords regularly, constructing passwords that are not easily broken, and not reusing previous passwords are all key elements in promoting network security. The following policies regarding password protection apply to all law school staff members. Unless their administrative or other responsibilities require them to have access to shared files, faculty members are not required, but are strongly encouraged, to adhere to the policies. Because all law students' accounts are restricted in their access to directories other than their own and students have limited abilities to store files on the network, students are required to change passwords only on an annual basis.

    1. Changing Passwords Regularly. Individual passwords for all law school employees other than exempted faculty members must be changed at 90 day intervals. When your current password is about to expire, the network operating software will prompt you to create a new password when you log in. (You may create a new password without assistance from computing staff. The password will be known only to you.) If you do not create a new password after three prompts, the system will deny access to the network until you check with the computing staff.

    2. Password Length and Construction. Individual passwords must be at least 6 characters in length and should contain a mixture of letters, numbers and other symbols. Passwords should not be dictionary words and should contain at least one non-alphanumeric symbol, such as * # $ %.

    3. No Reuse of Passwords. Passwords may not be reused. The system will not accept previously used passwords.

    4. No Sharing of Passwords. Accounts and passwords should not be shared. If work relationships require regular access to another user's directory, e.g., if a secretary needs to work on a faculty member's files, the network supervisor can set up access to the directory on the secretary's own account, without revealing the faculty member's password.

  2. Terminal Security

    To prevent unauthorized access to your files, you should log off the network whenever leaving your terminal for more than a brief period. Your office should be locked when you are away to protect against both unauthorized use of the terminals and physical theft. Staff who work with confidential information and work in publicly accessible areas should use screen savers with password protection to keep unauthorized persons from seeing confidential data.

  1. Data Privacy

    1. Access to Files

      It is law school policy that no law school employee, including Computing Services staff members, may access the files or e-mail of law school employees or students without the prior consent of the individual involved. In the limited circumstances described below, Computing Services staff and other staff may have access to files created or used by individuals, including some deleted files which may be recoverable. No student may access the files or e-mail of any other individual without that individual's prior consent.

      1. Computing Services staff may inventory contents of directories on the network and desktop computers to verify that all software installed on law school computers is properly licensed or to check for computer viruses.

      2. Supervisors are given access to an employee's files and email mailbox upon termination of employment. Upon termination, an employee's network account is disabled but the files in the employee's directory are retained on the network for six months. Generally the terminated employee may access his or her own law school email mailbox for 30 days following termination; however, the employee's supervisor may direct that instead Computing Services terminate access to email upon termination.

      3. Computing services will comply with all requirements of federal or state law, including accessing files or records when required by legal process.

      4. During the course of a student misconduct investigation conducted pursuant to Rules 5-1 through 5-6, the Student Advocate Panel or the Judicial Board may direct the Director of Computing Services to furnish copies of files available in or recovered from the personal network directory of the accused student, or e-mail messages contained in the law school e-mail system mailbox of the accused student. This action shall not be taken by the Student Advocate Panel or the Judicial Board unless and until a written request for permission to access the student's account, network files or e-mail mailbox has been presented to the student accused of misconduct and been denied. The directive to the Director of Computing Services shall be in writing, attested by the Associate or Assistant Dean of Student Affairs, or by electronic communication sent to the Director of Computing Services by the Office of Student Affairs acting at the request of the Student Advocate Panel or Judicial Board. The directive shall specify the nature of the files or messages requested, and shall be limited in scope to include only material necessary to the investigation of the pending misconduct charge. A contemporaneous copy of the request shall be furnished the accused student. The Director of Computing Services shall furnish the requested information as soon as reasonably practicable, and may provide a technical interpretation of attributes of the files or messages to the requesting party.

    2. Disposition of Computers

      Computing Services will delete all data from the hard drives of computers that it forwards to university surplus or otherwise removes from use in the law school.

      In May 1997, the University Information Technology Advisory Committee endorsed a policy on "Computing and Electronic Communications at Duke University: Security & Privacy," a copy of which is attached to this policy.

Policy 7-9. Use of Network Email

The Law School generally follows an evolving set of guidelines about email protocol. A University rule governs messages sent to large groups.

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Policy 7-10. Release of Student Information

Duke Law School, as a part of Duke University, adheres to a policy of compliance with the Family Education Rights and Privacy Act, also called “FERPA” or the Buckley Amendment (20 U.S.C. § 1232g; 34 CFR Part 99). The policy (1) permits students to inspect their education records, (2) limits disclosure to others of personally-identifiable information from education records without students' prior written consent, and (3) provides students the opportunity to seek correction of their education records where appropriate.

More detailed information concerning Duke's records policies is available under Duke University Policy and Procedures Under the Family Educational Rights and Privacy Act available at: http://www.registrar.duke.edu/registrar/studentpages/student/ferpa.html or from the Office of the University Registrar. You may also consult the Department of Education web site: http://www.ed.gov/policy/gen/guid/fpco/ferpa/index.html
Without the written consent of the student, no information, except directory information (as identified below), contained in any student records is released to persons outside the university or to unauthorized persons on the campus. It is the responsibility of the student to provide the Law School Office of Registrar and other university offices, as appropriate, with the necessary specific authorization and consent to release non-directory information.

Directory information may be released to appear in public documents and may otherwise be disclosed without student consent unless a written request not to release this information is filed in the Law School Registrar’s Office (Room 2027) by the end of the first week of classes each term.
Directory information includes:

  • Name
  • Addresses
  • Telephone listing
  • Email Addresses
  • Photograph or other likeness
  • Participation in Law School-sponsored or other officially recognized activities
  • Dates of attendance
  • Degrees and awards received
  • Most recent previous educational institution attended

For questions regarding the Law School’s policy on release of student information, please contact the Law School Registrar’s Office at registrar_office@law.duke.edu.

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Revised and Approved by the Library Committee, April 1999. Updated August 2000; January 2001; February, 2002, August 2004, December 2005.