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<s>[INST] Wheaton College Bylaws - Final Draft-Doc to Merge.txt [/INST] </s> |
<s>[INST] Wheaton College Bylaws - Final Draft-JS2.txt [/INST] </s> |
<s>[INST] Wheaton College Bylaws - Final Draft.txt [/INST] </s> |
<s>[INST] Wheaton College Faculty Bylaws (1st Draft)(5.24 Version).txt [/INST] </s> |
<s>[INST] Whistleblower Protection Policy.txt [/INST] WHISTLEBLOWER PROTECTION POLICY
PURPOSE
The purpose of this policy is to provide a mechanism and encouragement for individuals to report Wrongful Conduct or raise any ethics-related questions or concerns, free from any fear of retaliation.
APPLICABILITY
All members of the Olin College community.
POLICY STATEMENT
Franklin W. Olin College of Engineering is committed to conducting College operations in an ethical, safe and lawful manner and expects all faculty, staff, administration and students to abide by Massachusetts laws and regulations, Federal laws and regulations, and Olin College policies. Accordingly, it is the policy of Olin College to encourage all members of the College community, acting in good faith, to raise any ethics-related questions and report suspected or actual Wrongful Conduct to the College to the Vice President for Administrative Services & Innovation, Director of Human Resources or via the College’s secure reporting tool, EthicsPoint. Information reported will remain confidential and will be impartially evaluated.
This policy is intended to protect any individual associated with the College who makes a good faith disclosure of suspected Wrongful Conduct from retaliation. College community members who take Retaliatory actions against reporting individuals will be subject to discipline by the College. Such disciplinary action may include termination, suspension, expulsion, cancellation of the applicable vendor contract, removal from campus, and/or any other action the College deems necessary.
All members of the campus community are obligated to cooperate fully in the investigation of any allegation of Wrongful Conduct.
The College’s prohibition against Retaliation is not intended to prohibit supervisors and the administration from exercising legitimate supervisory responsibilities in the usual scope of their duties. Moreover, the right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.
DEFINITIONS
Baseless Claim: an allegation made with reckless disregard for its truth or falsity.
Good Faith Report: an allegation of Wrongful Conduct made by an individual who believes that Wrongful Conduct may have occurred. However, an allegation is not in Good Faith if it is made with reckless disregard for or willful ignorance of facts that would disprove the allegation.
Protected Disclosure: communication about actual or suspected unethical behavior or Wrongful Conduct engaged in by a member of the College community based on a good faith and reasonable belief that the conduct has both occurred and is wrongful under applicable law and/or College policy.
Retaliation: taking adverse action against an individual making a complaint under a College policy or against any person cooperating in the investigation of a complaint under a College policy. Retaliation includes intimidation, threats, harassment, and other adverse action including adverse job action and adverse academic action against any such complainant or third party.
Wrongful Conduct: violations of applicable state and federal laws or regulations, fraud, accounting irregularities, auditing abuse, falsification or records, improper destruction of College records, conflicts of interest, impeding a College or law enforcement investigation, violation of a government contract or grant requirement, research misconduct, serious violation of College policy, or the use of College property, resources, or authority for personal gain or other non-College related purpose except as provided under College policy.
PROCEDURES/GUIDELINES
I. Reporting Procedures
Members of the campus community may report suspected Wrongful Conduct or compliance issues anonymously and without fear of retaliation through EthicsPoint. This external service may be accessed by internet (http://olinedu.ethicspoint.com by computer or https://olinedu.navexone.com/ by mobile device) or by calling a toll-free number (844-548-0642). Reports may also be filed directly with the Director of Human Resources or the Vice President for Administrative Services & Innovation. The identity of individuals making reports will be protected to the extent permitted by law.
II. Investigation and Resolution
The Vice President for Administrative Services & Innovation as well as the Director of Human Resources will receive a copy of the EthicsPoint report unless they are involved in the complaint, in which case, the Chair of the Audit Committee of the Board of Trustees will receive a copy of the report. All reports will be investigated and appropriate corrective action will be taken if warranted. In addition, all complaints are reported periodically to the Audit Committee of the Board of Trustees. In addition, if illegal activity is suspected, the case will be referred to local law enforcement.
All information obtained during the investigation will be handled on a “need to know” basis. In investigating, the College may enlist outside legal, accounting, or other advisors as appropriate to conduct any investigation.
III. Baseless Claims
Any reporting individual who knowingly reports false information with reckless disregard may be subject to disciplinary action.
IV. Other Remedies and Appropriate Agencies
In addition to the internal complaint process set forth above, any member of the campus community who has information concerning allegedly unlawful conduct may contact the appropriate government agency.</s> |
<s>[INST] WORKERS COMPENSATION LIGHT DUTY POLICY.txt [/INST] WORKERS COMPENSATION LIGHT DUTY POLICY
Effective Date:
[TBD]
Policy Number:
III –
Supersedes:
Not Applicable.
Issuing Authority:
[TBD]
Responsible Officer:
Associate Vice President, Human Resources & Compliance
Applicability:
All Canisius College employees.
History:
PURPOSE
The purpose of this Policy is to establish the authority for temporary light-duty assignments, as well as procedures for granting temporary light duty as appropriate to College employees returning to work from a work-related injury or illness.
POLICY
Canisius College provides a light duty program for all employees who sustain a workplace injury or illness. Where availabe, the college will provide a modified or light-duty assignment to an employee with an approved workers’ compensation claim, once the employee has been cleared to temporary modified/restricted work by a licensed medical professional. Placement into a light-duty position is on a temporary basis.
The approval of a modified or light-duty assignment is optional, and the offer may be modified or ended at any time in accordance with the operational needs of the college, even if the employee’s physician has not released the employee to regular duty. A modified or light-duty assignment may consist of any tasks, full-time or part-time, in an employee's position that the employee is qualified to perform when unable to perform regularly assigned duties. An employee who is working a modified or light-duty assignment will be held to the same standards of accountability for performance and conduct standards as an employee on regular duty. While performing a modified or light-duty assignment, the employee is responsible for adhering to restrictions imposed by the employee’s treating physician and may not exceed those restrictions until released by the doctor. It is also the employee’s responsibility to immediately inform Human Resources of any changes made to the employee’s work capacity while working a modified or light-duty assignment. If the employee is unable to return to work without restrictions at the end of the modified or light-duty assignment, the employee may be placed on the appropriate leave.
If a modified or light-duty assignment is offered by the college, an employee’s refusal to accept the offer of light duty may affect the employee’s right to workers’ compensation benefits and will be determined by the third-party administrator.
DEFINITIONS
Modified/Light-Duty Assignmenta work capacity assigned to an injured worker by a treating physician stating that the employee is not capable of performing their regular job duties, but is capable of working in a modified or restricted capacity within their normal job classification.
Regular Dutya work capacity given to an injured worker by a treating physician stating that the injured worker is capable of returning to work without restrictions or modifications to their normal job classification.
PROCEDURES/GUIDELINES
An injured employee who sustain a workplace injury or illness is responsible for immediately notifying the employee’s supervisor and Human Resources once the employee’s treating physician releases the employee to perform any type of modified or light-duty work. The employee’s notice must include a signed, written copy of the modifications/light-duty restrictions from the employee’s the treating physician. Upon receipt of the treating physician’s written documentation, Human Resources will coordinate with the employee’s supervisor to determine if a modified or light-duty assignment is available. If such a position exists, the employee will be contacted by the supervisor and expected to return to work on the next scheduled business day. Upon return, the employee will be restricted to performing duties consistent with the modifications/light-duty restrictions identified by the employee’s treating physician. The employee will not be permitted to work outside the prescribed restrictions until cleared to do so by the employee’s treating physician. The employee’s supervisor is responsible for monitoring the tasks being completed by the employee to ensure that the employee is working within their prescribed restrictions.
If a modified or light-duty assignment is not available, the employee will be continued on workers’ compensation leave. Should a light duty assignment become available prior to a change in the employee’s work capacity, the employee will be notified by either the supervisor or Human Resources, and will be expected to return to work on the next business day.
RELATED POLICIES
Benefits Required by State and Federal Law Policy
Workplace Accidents and Safety Policy</s> |
<s>[INST] Workplace Discrimination and Harassment.txt [/INST] Workplace Discrimination and Harassment
Equal employment opportunity is the law. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination and harassment based on race, color, religion, ethnicity, sex and national origin and Title IX of the Education Amendments of 1972 prohibits sexual harassment of students and employees in educational programs and activities. Other federal, state, and local laws prohibit various forms of discrimination and harassment. NYIT is committed to providing equal opportunity in accordance with the law, a positive working environment where diversity is embraced, and a workplace free from unlawful discrimination and harassment. For that reason, NYIT has developed a policy on workplace discrimination and harassment and is committed to its enforcement. NYIT's policy applies to all employees throughout the organization, as well as non-employees that you or your employees may come in contact with, including: contractors, consultants, delivery persons, guest speakers, students, vendors, and visitors.
Non-Discrimination
NYIT prohibits all forms of unlawful discrimination. View our Non-Discrimination Statement.
In accordance with this Statement, all employees will be treated in a manner free of any bias or prejudice prohibited by law. NYIT will insure that all decisions concerning the terms and conditions of employment, including but not limited to recruitment, decisions to hire, promotions, compensation, benefits, transfers, reductions in staff, and rehire, will be made in accordance with the laws defining equal employment opportunity. Consistent with applicable law, no employment decision will be based on: race or color, ethnicity, sex or gender, marital status, pregnancy, sexual orientation, gender identity, national origin, age, disability (where otherwise qualified), creed, religion, reproductive health decisions of the employee or their dependent, or any other protected classification.
In accordance with New York State Labor Law 203-E, reproductive health decisions of the employee or their dependent which are protected from discriminatory and retaliatory action include, but are not limited to, using or accessing a particular drug, device or medical service. Employees will never be asked to sign a waiver or other document denying the right to make their own reproductive health care decisions. The institution will not access an employee's personal information regarding the employee's or the employee's dependent's reproductive health decision making without the employee's prior informed affirmative written consent. Employees have the right under New York State law to bring a civil action against the institution for alleged violations of these rights.
Discriminatory Harassment Including Sex Harassment
Discriminatory harassment is defined as subjecting an individual, on the basis of the individual's membership in a protected class, to humiliating, abusive, or threatening conduct that creates an intimidating, hostile, or abusive work environment; alters the conditions of employment; or unreasonably interferes with an individual's work performance. Harassment includes but is not limited to: epithets or slurs; negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and display or circulation in the working, learning and living environment (including through email) of written or graphic material. Sexual harassment, which is described in further detail below, is a form of discriminatory harassment. Sexual harassment is also a violation of NYIT’s Gender Based Misconduct Policy.
NYIT's policy prohibits any harassment based on race or color, ethnicity, sex or gender, marital status, pregnancy, sexual orientation, gender identity, national origin, age, disability, creed, or religion. Sexual harassment in the workplace includes unwelcome conduct which is either of a sexual nature or which is directed at an individual because of that individuals’ sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status) and/or sexual orientation when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or (3) 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.
Sexual harassment can be verbal (e.g. words, jokes, insults or teasing), visual (e.g., offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (e.g., unwanted touching, physically threatening another) that denigrates or shows hostility or aversion towards an individual based on sex or gender, gender identity, gender expression and/or sexual orientation.
Examples of conduct that violate this policy include:
unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal movement
requests for sexual favors or demands for sexual favors in exchange for favorable treatment
obscene or vulgar gestures, posters, or comments
sexual jokes, noises, or comments about a person’s body, sexual prowess, sexuality, sexual experience, or sexual deficiencies
propositions, or suggestive or insulting comments of a sexual nature
derogatory cartoons, posters, and drawings
sexually-explicit e-mails, text messages, posts or voicemails
conversation about one’s own or someone else’s sex life
conduct or comments consistently targeted at only one gender, even if the content is not sexual
teasing or other conduct directed toward a person because of the person’s gender
sex stereotyping
Sexual harassment may involve individuals of the same or different sex. The complainant does not necessarily have to be the person harassed but could be anyone affected by the offensive conduct.
Reporting Policy Violations
If you are an employee and believe that this policy has been violated you are encouraged to promptly report the offensive conduct immediately to the Office of Human Resources, and in the case of Gender Based Misconduct, to the Title IX Coordinator, or to any supervisor with whom you feel comfortable. Complaints that a student has engaged in offensive conduct should be reported immediately to the Office of Student Life, which has the authority to commence student disciplinary proceedings according to disciplinary procedures set forth in the Student Code of Conduct. In the case of Gender Based Misconduct, reports involving students should be made to the Title IX Coordinator. Every supervisor who learns of any employee’s concern about conduct in violation of this policy, whether in a formal or informal complaint, must immediately report the issues raised to the designated offices set forth above.
Reports may be made orally or in writing. Written complaints may be submitted internally using the complaint form appearing at the end of this policy.
Confidentiality and Non-retaliation
Confidentiality will be protected to the maximum extent possible, consistent with a fair and thorough investigation and NYIT’s obligation to ensure the safety of the community. The investigation of such complaints will generally require limited disclosure on a need-to-know basis.
Retaliation is adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, participated in the reporting and investigation process set forth in this policy or testified or assisted in an investigation or proceeding involving an actual or perceived violation of this policy. Adverse conduct includes, but is not limited to any action that would keep an employee from reporting discrimination or discriminatory harassment; shunning and avoiding an individual who reports such misconduct; express or implied threats or intimidation intended to prevent an individual from reporting such misconduct; and denying employment benefits because an applicant or employee reported or encouraged another employee to report under this policy or participated in the reporting and investigation process.
Retaliation against individuals who complain of discrimination or harassment or who testify or assist in any investigation or proceeding involving discrimination or harassment is unlawful and prohibited by this policy. Offending employees will be subjected to appropriate disciplinary action, up to and including suspension or termination of employment.
Complaint/Grievance Investigation
All complaints or grievances reported as set forth above or information about suspected discrimination or discriminatory harassment will be investigated. NYIT will initiate an investigation within 5 business days of receipt of the complaint or grievance and will complete investigations with reasonable promptness, depending upon the complexity of the matter and the number and availability of witnesses, but generally in no more than 60 days. NYIT will keep parties abreast of the status of the investigation and its anticipated completion, and will notify the parties of the outcome of the investigation within 10 business days of the completion of the investigation. All persons involved, including complainants, witnesses and alleged perpetrators will be accorded adequate procedures to protect their rights to a fair and impartial investigation, including the ability to offer their own evidence and identify relevant witnesses. Any employee may be required to cooperate as needed in an investigation. Upon receipt of a complaint, Human Resources (or the Compliance & Title IX Office, where appropriate) will conduct an immediate review of the allegations and will determine if any interim actions are appropriate. If the complaint is oral, the complaint will be documented by NYIT.
The accused will receive notice of the investigation, and both the complainant and the accused will be interviewed as part of the investigation, except in rare circumstances where either party may be unavailable or refuse to be interviewed. The complainant and the accused will have the opportunity to provide witnesses and evidence, and NYIT will conduct interviews and review documents or other information the investigator believes are relevant. The investigation will be documented by NYIT. Upon conclusion of the investigation, both parties will be notified of the final determination and any appropriate sanctions. NYIT will take all necessary steps to prevent further harassment and to correct its discriminatory effects on the complainant and others, if appropriate.
Upon completion of the investigation, NYIT will determine whether the policy has been violated based upon its reasonable, good-faith evaluation of the information gathered during the investigation. NYIT will inform the complainant and the accused of the results of the investigation.
Any employee found to have engaged in conduct in violation of this policy will be considered to have engaged in employee misconduct. Individuals who violate this policy (which includes supervisory or management personnel who fail to report or knowingly allow sexually harassing behavior to continue) will be subject to disciplinary action, up to and including termination from employment. Individuals who engage in conduct that rises to the level of a violation of law can be held personally liable for such conduct. Nothing shall limit the right of the institution to remove an employee immediately from job responsibilities, duties, or from the premises in the event that a violent or egregious act is claimed, or if the health and safety of NYIT community members is at risk. Nothing shall prevent the institution or any of its representatives from reporting criminal or violent acts or threats to civil or law enforcement agencies in order to protect the safety and well-being of members of the NYIT community. Such a report may be made regardless of whether a formal complaint has been submitted.
If after investigating any complaint of discrimination or discriminatory harassment, the institution determines that knowingly false information has been provided, disciplinary action may be taken against the employee who has knowingly provided false information.
Legal Protections And External Remedies
Discrimination and discriminatory harassment (including retaliation) is not only prohibited by NYIT but is also prohibited by state, federal, and, where applicable, local law. Aside from the internal process at NYIT, employees may also choose to pursue legal remedies with the following governmental entities at any time. Harassers may also be subject to individual liability.
New York State Division of Human Rights (DHR)
The DHR enforces the New York State Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., which protects employees, paid or unpaid interns and non-employees regardless of immigration status from unlawful discrimination, harassment or retaliation. The DHR has the power to award relief, which varies but may include requiring an employer to take action to stop the harassment, or redress the damage caused, including paying monetary damages, attorney’s fees and civil fines.
DHR’s main office contact information is:
NYS Division of Human Rights
One Fordham Plaza, Fourth Floor
Bronx, New York 10458
718.741.8400
dhr.ny.gov
United States Equal Employment Opportunity Commission (EEOC)
The EEOC enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). If an employee believes he/she has been subjected to harassment, he/she can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred.
The EEOC can be contacted by calling 1.800.669.4000 (1.800.669.6820 (TTY)), visiting its website at eeoc.gov or via email at [email protected].
Local Protections
Many localities also enforce laws protecting individuals from discrimination and discriminatory harassment, including Nassau County and New York City. Employees may be able to file complaints in these localities.
Contact the Local Police Department
If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may also constitute a crime. In such cases, employees may contact the local police department or, in an emergency, dial 911.</s> |
<s>[INST] [TG_Reviewed]ARTICLE II - Wheaton College Bylaws (Recommendations to SG)(12.22) - RP.txt [/INST] Article II. Faculty Status, Contracts, and Initial Appointments
Faculty Status – Types of Faculty Appointments
The College appoints faculty members to one of the following types of faculty appointments:
Full-time Teaching Faculty
Tenure-Line Faculty
Tenure Track Faculty
Tenured Faculty
Professor of the Practice
Visiting Faculty
The College also reserves the right to assign faculty status to certain administrators (see Article II, Section 1.3) and to acknowledge faculty members who have separated from service with the College following distinguished careers with the honorary designation of Associate Professor or Professor Emeritus (Emerita) (see Article II, Section 1.4).
1.1. Full-Time Teaching Faculty
Full-time faculty teaching appointments are made to either a Tenure-Line or Professor of the Practice position in one of the College’s academic departments or program areas. Regardless of the type of appointment line, members of the full-time teaching faculty have duties equivalent to a full-time workload (see the Employee Handbook for Faculty) in accordance with the duties and responsibilities delineated in the faculty member’s appointment contract.
Members of the full-time teaching faculty enjoy the rights and protections set forth in these Faculty Bylaws. Moreover, they are afforded full voting privileges at faculty and academic department or program meetings. They also may serve on standing and ad hoc committees and task forces for which they are eligible. Full-time teaching faculty are expected to adhere to the responsibilities and policies outlined in the Employee Handbook for Faculty and these Faculty Bylaws, as well as observe other College policies applicable to them to the extent they do not violate academic freedom.
To be appointed to the full-time teaching faculty, candidates must possess the appropriate academic credentials and/or equivalent professional experience to teach courses in their academic discipline(s).
Tenure-Line Faculty
Tenure-Line faculty are full-time teaching faculty members who either hold a Tenure-Track probationary appointment or Tenured (continuous) appointment.
Tenure-Track Faculty
Tenure-Track faculty are full-time teaching faculty members who normally hold probationary appointments to one of two academic ranks: Instructor or Assistant Professor. In rare circumstances, an initial appointment may be made at the rank of Associate Professor or Professor.
Tenure-Track faculty are eligible to stand for tenure (see Article IV, Section 4) at the conclusion of the candidate’s probationary period.
Tenured Faculty
Tenured faculty are full-time teaching faculty who hold tenured (continued) appointments (see Article IV, Section 4) at the rank of Associate Professor or Professor.
Professors of the Practice
Professors of the Practice are members of the full-time teaching faculty who possess expertise and achievements in a relevant field of instruction. Duties entail the equivalent of a standard full-time teaching load (see Article IV, Section 1.1.1) and service activities (see Article IV, Section 1.3). Specific responsibilities entailing course equivalencies will be detailed in individual appointment letters.
Individuals appointed to the Professor of the Practice line are assigned the academic title of Professor of the Practice or Senior Professor of the Practice.
Professors of the Practice share equal standing in departments and programs with their Tenure-Line colleagues and have the following rights:
Voting rights in faculty and department/program meetings
Protection under the standards of notification for non-reappointment
Eligibility for service on committees
Access to and protection under the grievance procedures
Academic freedom
Faculty benefits and raises
Access to faculty development funds
Appointment to the Professor of the Practice line, however, does not include eligibility for tenure, promotion to any tenure-seeking academic rank, or sabbatical leave, regardless of length of employment.
Professors of the Practice are offered initial annual term contracts, followed by eligibility for multi-year contracts of two- and three-year durations as specified in the Duration of Appointment section of these Faculty Bylaws (see Article II, Section 2.2.1).
Professor of the Practice appointments must be externally posted and searched nationally through faculty search committees with approval by the Provost in accordance with Article II, Section 3.1. In all instances, Professors of the Practice are subject to the evaluation policies and procedures described in Article IV, Section 2.3.
Professors of the Practice may apply for open Tenure-Track positions. If selected and appointed to a Tenure-Track position, credit for time spent as a Professor of the Practice at Wheaton College for promotion in rank and tenure review purposes will be negotiated and determined by the Provost in consultation with the chair of the Tenure Committee.
Visiting Faculty
Visiting Faculty are appointed for a fixed term on a full, part-time, or per-course basis to carry out instructional and any other responsibilities as delineated in the individual faculty member’s appointment letter. Full-time Visiting Faculty may be appointed annually, for a semester, or a year, for a period not to exceed two years.
The visiting designation is used with one of the four academic ranks reserved for Tenure-Line Faculty (Visiting Instructor, Visiting Assistant Professor, Visiting Associate Professor, or Visiting Professor).
Visiting Faculty are not eligible for tenure, promotion, or sabbatical leave; however, they have the same academic freedom and access to and protection under the grievance procedures as their Tenure-Line colleagues. See Article V of the Faculty Bylaws for additional information regarding the terms, rights, and responsibilities applicable to Visiting Faculty.
Visiting Faculty may apply for open Tenure-Track positions. If selected and appointed to a Tenure-Track position, credit for time spent as a Visiting Faculty member at Wheaton College for promotion in rank and tenure review purposes will be negotiated and determined by the Provost in consultation with the chair of the Tenure Committee.
Faculty Legislation Visiting Faculty Definition (Part One, Section III.a(2))
A faculty member is considered visiting when the individual’s appointment (full-time) is for a period normally not to exceed one year. [November 5, 2004, p. 4486; May 4, 2007, p. 4640]
For such appointments, the Department Chair may modify the usual recruitment and appointment procedures provided that a suitable pool of candidates is obtained. A suitable pool might be as few as two persons under some circumstances. [March 6, 1992, pp. 3872-73]
In all cases where a faculty member is retained for more than one year on a full-time basis – whether the individual has a multiple year contract or a one-year contract that is being renewed – the Department Chair shall annually review the individual’s teaching performance and whatever other services the faculty member in question was contracted to do. A copy of this evaluation shall be shared with the faculty member and placed in the individual’s faculty personnel file. [November 5, 2004, p. 4486]
Administrative Faculty
Pursuant to Article I, Section 1 of these Faculty Bylaws, administrative faculty include administrators who serve in one of the following positions:
College President
Provost
Dean of Students
Dean of Advising
Dean of Library Services
Associate Librarian
Dean of Admission
Registrar
Administrative Faculty are considered administrators for employment purposes, under terms and conditions of employment as stated in the College’s staff personnel policies. Administrative Faculty have the privilege of vote and voice in accordance with the provisions stated in Article I, Section 2.
Faculty Rank and Retreat Rights for Administrative Faculty
The President has the authority to assign Administrative Faculty a faculty rank that was earned through a faculty review at a comparable accredited or internationally recognized institution. At its discretion, the Board of Trustees may assign an appropriate faculty rank, either at the time of appointment or subsequently. Administrative Faculty holding academic rank are ineligible for promotion in rank during their terms of administrative service.
Administrative Faculty who are not already tenured faculty members at Wheaton College do not ordinarily receive tenure during their administrative term. However, the President or Board of Trustees has the authority to assign retreat rights at the time of initial appointment.
Administrative Faculty hired with retreat rights are eligible to assume a faculty position and, in some cases, subsequently stand for tenure after the probationary period. Prior to such an action, the President or Provost will consult with the relevant department or program to enable the department or program to review the candidate’s academic credentials, to meet with the candidate (if possible), and to make a recommendation. When an Administrative Faculty member is granted retreat rights, the President will state in the initial appointment letter the conditions under which the individual may join the faculty at the conclusion of the administrative faculty appointment.
Faculty Members Who Accept Administrative Appointments
Full-time teaching faculty accepting full-time administrative appointments move automatically to the administrative appointment at the same rank classification. Tenured faculty retain also tenure while holding the administrative appointment.
At the time of the initial administrative appointment, the President (or President’s designee) will state in the administrative appointment contract the conditions under which the person will return to the full-time teaching faculty and whether the time spent as an administrator will count toward promotion, tenure, or the next sabbatical leave. Faculty members holding full-time administrative appointments who continue teaching and research or creative activities are eligible for certain academic promotions during their terms of administrative service and as assessed by the relevant faculty committees governing the process.
Faculty Emeriti
Emerita or emeritus status honors a full-time teaching faculty member's distinguished service and contributions during a career at the College, as well as the faculty member’s interest in an ongoing and meaningful connection with Wheaton.
A retiring full-time teaching faculty member’s department/program may request emerita or emeritus status for that colleague via a letter from the Department Chair or Program Coordinator to the Provost. That letter should indicate that the department or program supports the request and outline the reasons why the department believes the faculty member’s contributions merit emeriti status.
Following the recommendation of the department/program, the Provost will review the received nomination and make a written recommendation to the Board of Trustees to either confer/not confer emerita/emeritus status. This recommendation shall not be subject to appeal. The Board of Trustees officially confers emeritus status.
Faculty who retire at the Associate Professor level may, at the Provost’s discretion, be recommended for emeritus status. The Chair or Program Coordinator’s letter to the Provost may make such a request, along with any recommendations for title.
Emeriti Faculty are not considered employees of the College and therefore are not entitled to benefits. They are considered members of the broader Wheaton community. and are expected to conduct themselves in accordance with College policy. As members of the broader Wheaton community, Emeriti Faculty are welcome to participate in all College assemblies, colloquia, and other academic events.
Emeriti Status Recognitions
Emeriti Faculty are entitled to the following recognitions:
Award of an inscribed seal of the College.
Listing in the College Catalog and other College publications that collectively list the Faculty.
The right to participate in College events and social functions with other faculty colleagues.
Emeriti Status Privileges
Emeriti faculty are entitled to the following privileges:
Regular and on-line library and learning management software privileges it in accordance with applicable licensing agreements.
Email address and support including listing in Wheaton College directories.
Membership to athletic, fitness, and recreational facilities on campus.
Participation in College public ceremonies.
Revocation of Status
Once awarded, emeritus status continues in perpetuity unless the recipient either requests to have status rescinded or violates the intent and spirit of emeritus status by engaging in serious dishonorable conduct in violation of law, rule, or policy and/or causes harm to the College’s reputation.
To revoke emeriti status without the consent of the individual, a written petition must be made by a member of the College to the President, and subsequently to the Board of Trustees, which has the final authority to revoke the individual’s emeritus status. Actions or conduct protected by academic freedom and unlawful discrimination shall not be used to revoke emeriti status.
Academic Rank and Faculty Titles
The College recognizes the following academic ranks and titles: Instructor, Assistant Professor, Associate Professor, Professor, Professor of the Practice, Senior Professor of the Practice, and Visiting Faculty . [May 13, 1963, p. 2715; Minutes of the Board of Trustees meeting, October 26, 1963, pp. 1055-57; November 18, 1963, pp. 2728-29]
Eight specific full-time teaching positions are titled Associate Faculty, as explained in Section O. [November 3, 2006, p. 4608]
At the time of initial appointment, the President or Provost shall approve the faculty rank for all Full-Time Teaching faculty after receiving and considering the recommendation from the search committee. Appointment to the rank of Associate Professor or Professor is subject to a formal vote of approval by the Board of Trustees.
Initial faculty rank is assigned on the basis of the information below, which indicates the minimum qualifications for appointment to the rank.
Instructor
Candidates without the Ph.D. degree or equivalent terminal degree from an accredited post-secondary institution or comparable foreign institution or its professional equivalent will ordinarily be appointed Instructors. Instructors who complete their training during an appointment will be promoted to Assistant Professor effective the following academic year.
Assistant Professor
The minimum qualification for appointment to the rank of Assistant Professor is the appropriate terminal degree from a comparable accredited post-secondary institution or foreign institution or its professional equivalent in a discipline directly related to the individual's area of responsibility. In addition to academic or exceptional alternative equivalent experience qualifications, applicants seeking an initial appointment to the rank of Assistant Professor must demonstrate qualities that indicate potential and promise as an effective educator.
Associate Professor
The minimum qualification for appointment to the rank of Associate Professor is the appropriate terminal degree from a comparable accredited post-secondary institution or foreign institution or its professional equivalent in a discipline directly related to the individual's area of responsibility and, generally, six (6) years of full–time ranked teaching or a minimum of five (5) years of full–time teaching at the rank of Assistant Professor. Appointment further requires that the person meet the standards for promotion to this rank (see Article IV, Section 3.1.1).
Professor
The minimum qualification for appointment to the rank of Professor is the appropriate terminal degree from a comparable accredited post-secondary institution or foreign institution or its professional equivalent in a discipline directly related to the individual's area of responsibility. Appointment further requires that the person meet the standards for promotion to this rank (see Article IV, Section 3.2).
Professor of the Practice
The minimum qualification for appointment to the academic title of Professor of the Practice is the appropriate degree from a regionally accredited post-secondary institution or comparable foreign institution or the equivalent professional expertise and achievement in a relevant field of professional practice.
Faculty Contracts
A faculty contract is a written mutual agreement between an individual granted faculty status and the College. The contractual terms (appointment type, academic department/program, rank, salary, length of appointment, etc.) of every faculty appointment will be stated in writing only by the President or the Provost to the faculty member. Academic departments and/or programs authorized to fill an open faculty position shall recommend candidates for appointment by the President or the Provost. Under no circumstance is a faculty member or College employee authorized to offer an appointment or to enter a faculty appointment contract. Any subsequent extensions or modifications of an appointment, and any special understandings, or any notices incumbent upon either party to provide, will be stated or confirmed in writing, and a copy will be given to the faculty member.
Types of Faculty Contracts
The following types of contracts are issued to individuals granted faculty status at Wheaton College:
Tenure Track Contracts, Probationary Appointments
Tenure-Line faculty members eligible for tenure receive tenure-track contracts and hold probationary appointments until they either receive tenure or separate from the College. A probationary appointment is made with the understanding that both the College and the probationary faculty member will engage in a period of mutual evaluation—the probationary period—leading to the tenure decision.
Faculty members eligible for tenure may be appointed to the rank of Instructor, Assistant Professor, Associate Professor, or Professor, upon consideration of their qualifications and experience relative to the standards for appointment in rank.
A tenure-track appointment is normally renewable up to a total of seven (7) years of full-time service—i.e., a maximum of six (6) years prior to and including the year of the tenure decision, plus one (1) additional terminal year in the case of a negative tenure decision—unless the probationary period is either accelerated or extended in accordance with Article IV, Sections 4.1.2 and 4.1.3, respectively.
Faculty members holding tenure-track contracts undergo annual and reappointment reviews as specified in Article IV, Section 2.2. A faculty member undergoing an unsuccessful tenure review will receive notice and will be allowed to complete a final year of the probationary appointment pursuant to a terminal contract (see Section 2.1.4 below).
Tenured Contracts
Tenured contracts are awarded to Full-time Tenure Line Faculty who have attained tenured status (see Article IV, Section 4). The granting of tenure can only be effected by the procedures specified in the College’s Tenure Policy (see Article IV, Section 4) and upon the affirmative vote of the Board of Trustees. De facto tenure is not awarded at Wheaton College.
A tenured faculty member has the contractual right to continuous appointments until the faculty member resigns, is dismissed for adequate cause (see Article IV, Section 8.2.1), or is terminated as a result of a reduction in force due to a bona fide financial exigency or program discontinuation (see Article IV, Section 8.2.2 and 8.2.3, respectively).
Term Contracts
Term contracts are offered to Professors of the Practice and Visiting Faculty and are limited to the term of employment outlined in the appointment contract. Subject to College need, another term contract may be offered subject to the limitations set forth in these Faculty Bylaws. Issuance of another term contract is solely within the discretion of the College and no other procedures apply.
Terminal Contracts
A Terminal contract is the final annual contract issued to Tenure Track faculty whose contract will not be renewed or who have been denied tenure.
Duration of Appointments and Notice of Termination
The College will observe the following guidelines for rank and duration of appointments and notice of terminations:
Duration of Appointments
Candidates without the Ph.D. degree or its professional equivalent will ordinarily be appointed Instructors. Those who have completed their professional training will ordinarily be appointed Assistant Professors. Instructors who complete their training during an appointment will be promoted to Assistant Professor effective the following academic year.
The initial term of appointment for Tenure-Track Faculty will be either for one or two years as set forth in the individual faculty member’s appointment contract.
Professors of the Practice will receive one-year appointments in the first two years of appointment. At the end of the second annual contract year, a Professor of the Practice will be considered for a two-year contract. When the fiscal and programmatic needs of the College permit, a summative review by the Committee on Faculty Scholarship and Promotions at the end of the two-year contract will assess eligibility for a three-year term contract. Review at the end of the three-year contract will determine eligibility for a successive three-year contract. See Article IV, Section 2.3.2 for additional information. Overall, a Professor of the Practice’s employment is governed by the individual’s appointment contract. The College may elect not to re-appoint the faculty member at the College’s discretion, regardless of the positive outcome of any review, if curricular needs change and/or enrollment declines.
Visiting Faculty will receive appointments on a per-course, semester, or annual basis. [February 4, 2005, p. 4492]
Replacements for faculty members on leave and other temporary personnel will receive appointments of appropriate rank and duration.
Regardless of rank or duration of previous appointments, any non-tenure track member of the faculty or Professor of the Practice with two or more years of service at Wheaton may be given a one-year terminal contract. In such a case, the standards of notification as described in Article II, Section 2.2.2 below will be observed.
Notice of Termination
In decisions regarding reappointment or non-reappointment of full-time Tenure Track and Professors of the Practice faculty members, care will be taken to observe the following standards of notification (or salary in lieu of notice) endorsed in 1964 as the official policy of the American Association of University Professors:
Not later than March 1 of the first academic year of service, if the appointment expires at the end of that year; or, if a one-year appointment ends during the academic year, at least three months in advance of its termination.
Not later than December 15 of the second academic year of service, if the appointment expires at the end of the year; or, if an initial two-year appointment ends during an academic year, at least six months in advance of its termination.
At least twelve months before the expiration of an appointment after two or more years of service.
The notice provisions set forth above do not apply to Tenure-Track faculty and Professors of the Practice that have been issued a Terminal Appointment contract.
Annual Contract Period
The period of employment under a full-time faculty contract shall be for the 12-month period beginning July 1 and ending June 30, during which the individual shall receive salary and benefits. The contract will cover the duties associated with the position performed during the period which begins the week before classes begin through the week after Commencement and is known as the "academic year."
Primary Area of Appointment
All faculty appointment contracts designate a department or academic program as the faculty member’s primary faculty appointment location. It is from this department(s) or program(s) that recommendations for reappointment, promotion, tenure, and other actions concerning a Full-Time Teaching Faculty member are initiated. A Full-Time Teaching Faculty member’s primary faculty appointment may be changed by the President (or President’s designee) to meet the curricular and organizational needs of the College.
Joint Appointments
When a faculty member’s contractual responsibilities require a significant portion of teaching and professional activity responsibilities be devoted to either multiple departments, interdisciplinary programs, areas of instruction, or other academic entities engaged in or responsible for the delivery of the curriculum, the faculty member may receive a joint appointment to a department and a specified program or to two departments. A joint appointment may be established at any stage of faculty employment.
In making a joint appointment, a primary and secondary department or program will be clearly designated by the Provost in the faculty member’s appointment contract. Such designation may be revised at any stage of employment by the President (or the President’s designee) to meet the curricular or organizational needs of the College. The primary department or program will serve as the faculty member’s administrative home, which will take the lead responsibility on personnel issues, central human resources reporting, appointment, promotions, tenure, coordination of annual performance review, conflict resolution, and changes in employment. Often, but not always, the administrative home will be the department or program with the higher appointment fraction.
The nature of a joint appointment varies and the assignment of duties in the secondary department or program will differ by department/program and candidate. The details of the assignment of duties, the allocation of salary, departmental/program governance rights, and provision for office and laboratory space as applicable to both the primary and secondary departments/program will be communicated in a signed written memorandum of understanding signed by the two Department Chairs/Program Coordinators, the faculty member, and the Provost. Additionally, negotiated changes to those details will be evidenced in a signed memorandum of understanding.
The Department Chair/Program Coordinator of the secondary department/program must provide input for every evaluation for a jointly appointed faculty member. In the case of promotion or tenure review, the secondary Department Chair/Program Coordinator must provide a written evaluation describing the nature and extent of the candidate’s involvement in, and contribution to, the secondary department/program. In the faculty member’s tenure application, it is important to document how the candidate’s time is being spent, and contributions to each department/program need to be clearly documented.
It is recognized that new opportunities, changes in faculty interest, faculty performance, changes in the College’s curricular needs or enrollments or other issues with the joint appointment may require review, renegotiation, or discontinuation of the original joint appointment. If possible, a faculty member with a joint appointment will have the option of retreating to a full appointment at the primary department or program. If retreat is not a possibility, the Provost is responsible for ensuring that the faculty member is made fully aware of the existing options. Further, a short-term plan must be put in place to ensure a smooth transition with minimum disruption to the initiatives, projects, and teaching, that were the responsibility of the faculty member with the joint appointment.
Recruitment and Appointment
Full-Time Teaching Faculty
Vacancies shall be advertised in as many ways as are necessary in order to obtain a suitable pool of applicants in keeping with Wheaton's policy as an Affirmative Action and Equal Opportunity Employer; for example: in professional journals, job rosters, etc. Advertisements shall include a statement that the College is an Affirmative Action and Equal Opportunity Employer. The Department or Program/Search Committee may also want to write to graduate schools.
For legal purposes, records pertaining to the hiring process shall be retained in accordance with the College’s Record Retention schedule.
Normally departments/programs will establish their own search committee. In the exceptional case of no continuing tenured member, the Provost will consult with the Advisory Committee. The Provost will then ask the Committee on Committees and Agenda to set up the search committee.
The Search Committee shall review applications to determine who should be interviewed. Candidates may be interviewed at professional meetings to narrow the field. All members of the Search Committee will receive anti-bias training. Moreover, the committee chair is expected to consult with the Office of Human Resources for interview guidance.
After consulting with the Provost, the Chair of the Search Committee shall invite several candidates to visit the College. The candidates shall be interviewed by members of the department, the Provost and/or the President, and students when possible. During these interviews, candidates will be notified that any job offer is contingent upon successful completion of employment eligibility verification, background, and reference checks, as well documentation of U.S. citizenship or upon maintaining the appropriate visa status and work authorization. Moreover, notice of the availability of the College’s Annual Security Report will be provided to the interviewee, if the position was externally advertised.
The Search Committee Chair shall send to the Provost a written recommendation from the Search Committee which shall state its majority opinion and indicate any disagreements within the Search Committee. The written recommendation shall verify that the candidate’s preparation and qualifications are appropriate to the nature of the teaching assignment. Candidate qualifications shall normally be measured, as applicable to the position, by advanced degrees held, evidence of scholarship, advanced study, creative activities, and teaching abilities, as well as relevant professional experience, training, and credentials. Exceptions may be made for individuals who do not hold advanced degrees but who are considered by the College to possess other demonstrated competencies and professional achievements that provide evidence to support excellent teaching and student achievement in the discipline.
If the Provost or the President has reservations about following the recommendation for appointment, one or both shall consult with the Chair and may request that the Search Committee continue the search process.
If the recommendation for appointment is approved by the President or the Provost, after consultation with the Chair, the Provost shall make a written offer of appointment to the appointee, stating the precise terms and conditions of the appointment. Such offer shall refer to, and be accompanied by, either a copy or a link to these Faculty Bylaws as then in effect. In the written offer, the Provost may, after receiving and considering recommendations from the search committee, award credit toward the fulfillment of promotion and/or tenure eligibility based upon the candidate’s past professional experience at another higher education institution. The decision to grant prior service credit takes into account the relevancy of the prior service to the College’s needs, the type of institution(s) at which service was provided, and the nature of the position being filled by the appointee. Evidence as to the quality of the prior service will be entered into the candidate’s file.
The offer is contingent upon verification of the candidate’s academic credentials or alternative experience qualifications credentials and the successful completion of requisite employment eligibility verification, background, and reference checks. Moreover, an initial written offer of appointment to the rank of Associate Professor or Professor shall also indicate that the offer is subject to a formal vote of approval by the Board of Trustees, action on which is pending. Notice of such Trustee action shall be sent to the candidate.
Each such offer shall also specify that it may be accepted only in writing. If it is so accepted, the President or the Provost shall furnish copies of the offer and acceptance to the Chair for the department or program's records. All data submitted by appointee in connection with the application for appointment shall be retained in the Provost's records indefinitely.
As soon as a vacancy has been filled, the Chair shall so advise the unsuccessful candidate(s) selected to be interviewed in writing. Human Resources will advise all other applicants.
Note: Since years in academic rank are calculated based on full academic years, in the rare instance that a Tenure-Line Faculty and Professors of the Practice joins the College after November 1, the faculty member’s first year in rank or title will be calculated starting with the succeeding full academic year.
Visiting Faculty
A faculty member is considered visiting when his or her appointment (full-time) is for a period normally not to exceed one year. [November 5, 2004, p. 4486; May 4, 2007, p. 4640]
For such Visiting Faculty appointments, the Department Chair or Program Coordinator may modify the usual recruitment and appointment procedures set forth above in Article II, Section 3.1, provided that a suitable pool of candidates is obtained. A suitable pool might be as few as two persons or less under some circumstances. [March 6, 1992, pp. 3872-73]. In all instances, however, the Department Chair or Program Coordinator shall verify that the final candidate’s preparation and qualifications are appropriate to the nature of the teaching assignment.
Candidates for a Visiting Faculty position that are selected for interviews will be notified that any job offer is contingent upon successful completion of employment eligibility verification, background, and reference checks, as well documentation of U.S. citizenship or upon maintaining the appropriate visa status and work authorization. Moreover, notice of the availability of the College’s Annual Security Report will be provided to the interviewee, if the position was externally advertised. Any offer of appointment is contingent upon verification of the candidate’s academic credentials or alternative experience qualifications credentials and the successful completion of requisite employment eligibility verification, background, and reference checks.
In all cases where a Visiting Faculty member is retained for more than one year on a full-time basis – whether the faculty member has a multiple year contract, a one-year contract that is being renewed for another term or a new per course term contract – the Department Chair/Program Coordinator shall annually review the faculty member’s teaching performance and whatever other services the faculty member in question was contracted to do. A copy of this evaluation shall be shared with the faculty member and placed in the faculty member’s faculty personnel file.
[November 5, 2004, p. 4486]
Appointment of Foreign Nationals
The College welcomes international faculty of high qualifications and assists faculty members whenever possible in securing visas and permanent residency.
Non-U.S. nationals who have secured a faculty position must maintain current legal status in the appropriate visa category and notify the College of any anticipated change of status. Moreover, Tenure-Line Faculty are expected to seek permanent residency as soon as possible after beginning their service to the College. The loss of appropriate authorization to work in the United States may result in automatic termination of the faculty appointment, regardless of contractual status or type.
All international faculty are requested to consult with Human Resources before accepting salaries, stipends, or honoraria from any other institution to ensure compliance with U.S. Citizenship and Immigration Services (USCIS) and Department of State (J-visa program) regulations.
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