PREAMBLE
The University of Nevada, Las Vegas Bylaws, Chapter I, Section 4.4.2 delegate the authority to the faculty of the Howard R. Hughes College of Engineering to create a set of Bylaws to govern the internal operation of the College. The University of Nevada System Code and the University of Nevada, Las Vegas Bylaws takes precedence over any inconsistency with these College Bylaws.
TABLE OF CONTENTS
Page
CHAPTER 1 ORGANIZATION OF THE COLLEGE
Section 1.1 Structure of the College 1
Section 1.2 The College Faculty: Composition and Responsibility 1
Section 1.3 Department Faculty: Composition and Responsibility 1
Section 1.4 Changes in College Structure 2
CHAPTER 2 ADMINISTRATION OF THE COLLEGE
Section 2.1 Officers of the College 3
Section 2.2 Purpose and Procedure of College Faculty Meetings 3
Section 2.3 Committee Structure 4
Section 2.4 Standing Committees 5
Section 2.5 Executive Committee 6
Section 2.6 Other Committees 6
CHAPTER 3 POLICIES AND PROCEDURES RELATING TO FACULTY
Section 3.1 Faculty Recruitment 9
Section 3.2 Personnel Recommendations 9
Section 3.3 Work Loads for Academic Faculty 9
Section 3.4 Annual Evaluation of College Faculty 9
Section 3.5 Awarding of Tenure 10
Section 3.6 Promotions or Appointment to Academic Rank 11
Section 3.7 Merit Salary Increases 12
Section 3.8 Appeal of Personnel Decisions 12
Section 3.9 Ethical Guidelines for UNLV Faculty 12
CHAPTER 4 PROCEDURES FOR APPROVAL OF NEW OR REVISED CURRICULA
Section 4.1 Curricular Matters 13
Section 4.2 Curricular Revisions 13
TABLE OF CONTENTS CONT’D
CHAPTER 5 GRIEVANCE PROCEDURES
Section 5.1 Definition of Grievance 14
Section 5.2 Procedure 14
CHAPTER 6 PREPARATION OF BUDGET
Section 6.1 Budget Request 15
CHAPTER 7 AMENDMENT OF THE BYLAWS AND SUSPENSION OF RULES
Section 7.1 Amendment of Bylaws 16
Section 7.2 Suspension of Rules 16
APPENDIX A – Appeals, Grievances, and Discipline A-1
APPENDIX B – Ethical Guidelines for UNLV Faculty B-1
CHAPTER 1 ORGANIZATION OF THE COLLEGE
Section 1.1 Structure of the College
Section 1.2 The College Faculty: Composition and Responsibility
Section 1.3 Department Faculty: Composition and Responsibility
Section 1.4 Changes in College Structure
CHAPTER 2 ADMINISTRATION OF THE COLLEGE
Section 2.1 Officers of the College
Section 2.2 Purpose and Procedure of the College faculty Meetings
2.2.10.1 Amendments to these Bylaws are Class A actions. On other matters, the College Faculty shall determine by simple majority of those present and voting in a College Faculty meeting whether any action shall be designated a Class A action.
2.2.10.2 Every Class A action shall be submitted in writing to each member of the College Faculty, through the department secretaries, along with a ballot to be returned within a specified time limit. Ballots shall be counted by the Executive Committee. All members if the Faculty are expected to vote in a Class A action.
2.2.10.3 Approval by a simple majority of the College Faculty voting in a Class A action shall be required for passage of such action provided that at least a majority of the College Faculty voted on the Class A action.
Section 2.3 Committee Structure
Section 2.4 Standing Committees
Section 2.5 Executive Committee
Section 2.6 Other Committees
2.6.5.1 Normal Procedure. The selection process shall be as specified in UNLV Bylaws Chapter II, Section 10.9. Under normal circumstances, the department faculty will nominate a chairperson in accordance with department Bylaws. The minimum term of office is three years with a maximum term of six years. The department faculty will announce the nomination in March and the term of office will begin on July 1. In unusual circumstances, the department chair, term of office, and timing must be approved by the Dean, the Vice President for Academic Affairs, and the President.
2.6.5.2 Alternative Procedure. The Dean, after consultation with department faculty and the Vice President for Academic Affairs, may decide to conduct a national search for a new chair. The Dean shall appoint a search committee consisting of at least three department faculty members and at least one College Faculty member from another department. This committee shall conduct the search in accordance with applicable UNLV Bylaws.
2.6.5.3 The removal of a department chair from office shall follow the process outlined in the UNLV Bylaws, Chapter II, Section 10.9.4. The Dean may seek removal of a chair for cause. The faculty of a department may seek removal of their chair upon the secret cote of at least two-thirds of all current members as defined by the department Bylaws.
CHAPTER 3 POLICIES AND PROCEDURES RELATING TO FACULTY
Section 3.1 Faculty Recruitment
3.1.1 Recruitment of Faculty. The recruitment of faculty for a department is initiated by the department with the development of a written job description for the requested position(s). The requests of all departments are prioritized by the Dean after consulting with each department chair. Rules and requirements for recruiting of faculty as promulgated by the UNLV Personnel Department and the University Affirmative Action officer must be followed. After approval to conduct a search is secured, the search committee screens applicants to determine a list of qualified candidates each of whom satisfies the job description requirements. The qualified candidates are ranked by the procedure specified in department Bylaws and the top candidates – the actual number depends on travel budget limitations – are invited for on-campus interviews. The faculty shall determine which candidate they wish to recommend for appointment and the Chair shall submit all application materials to the Dean for approval and further action.
Section 3.2 Personnel Recommendations
3.2.1 Personnel recommendations relative to tenure, promotion or appointment to academic rank, salary increases, and merit raises shall be in accordance with policies and procedures as set forth in the UNLV Bylaws, Chapter III, Section 6 and in the College and department Bylaws. The Faculty Affairs Committee shall assist the Dean by developing College guidelines, reviewing department personnel decisions, and advising the Dean on personnel recommendations.
Section 3.3 Work Loads for Academic Faculty
3.3.1 The work load for each academic faculty member will be determined by the chairperson, in consultation with the faculty and subsequently with the Dean, in accordance with the mission and priorities of the department and applicable College policy. The Executive Committee will review work loads and publish comparative data on an annual basis.
Section 3.4 Annual Evaluation of College Faculty
3.4.1 College faculty members, in accordance with department Bylaws, shall be evaluated annually by his/her department chairperson. Department chairpersons shall be evaluated by the Dean of the College and by the department faculty in accordance with department Bylaws.
3.4.2 The primary instrument used in the evaluation process is the annual report prepared by each faculty member at the end of each calendar year. This document provides information and documentation concerning their teaching, research, scholarship, professional service, University service, and community service.
3.4.3 According to UNLV Bylaws, Chapter III, Section 8. each faculty member shall be evaluated in terms of teaching, scholarship, and university and community service. The department chair shall be responsible for evaluating each faculty member and completing an evaluation report. Such evaluation report must be signed by the department chair and then by the faculty member to indicate having seen the evaluation.
3.4.4 In the event that a faculty member disagrees with the evaluation, he or she may submit a written response to the evaluation or may request the formation of a Peer Evaluation Committee to conduct a separate annual evaluation. In acting on such a request, the Dean shall nominate five members of the UNLV faculty who, in his opinion, are peers of the faculty member and have agreed to serve. Typically, four of these will be from the College of Engineering (preferably no more than one per department) and one from another college.
The Dean shall designate the chair person and specify the date by which the peer evaluation is to be complete. The charge to the committee shall be as stated in the UNLV Bylaws. The Peer Evaluation Committee must consider all materials submitted to it. All provisions of the UNLV Bylaws apply as do all provisions of applicable federal privacy acts. Where department and College Bylaws give guidance, they shall be considered.
Section 3.5 Awarding of Tenure
3.5.1 Eligibility. Only academic faculty members as defined in UNLV Bylaws Chapter I, Section 4.1.1 who are in Rank II (Assistant Professors) or above are eligible for tenure. Administrators are eligible for tenure only in their capacity as academic faculty.
3.5.2 Tenure Procedures. Department Bylaws shall include guidelines and procedures for tenure recommendations including a mid-tenure review, a final tenure review, and a procedure for appeals of tenure decisions. The limitations on the probationary period must conform to the University System code, Section 3.3. The mid-tenure review is to be conducted at the approximate mid-point of the probationary period. Mid-tenure reviews are primarily for the faculty member’s information but are considered personnel actions. A faculty member under consideration for tenure must be evaluated on the basis of effectiveness and contributions in three areas: teaching, scholarship, and service. Individuals and committees with responsibility for rating applicants for tenure shall assign ratings of (2) "unsatisfactory," (2) "satisfactory," (3) "commendable," or (4) "excellent." No other rating terminology is permitted. In order to be recommended for tenure, a faculty member must receive an excellent rating in either teaching or scholarship and at least satisfactory ratings in the remaining two areas.
3.5.2.1 Teaching. A record of teaching effectiveness must be established. Some aspects of teaching effectiveness include competency in the classroom and laboratory, the ability to communicate effectively with students, equitable and fair treatment of all students, development of appropriate measures of student progress in the subject matter, and supervision of graduate students. Manifestations of effectiveness include meeting all classes regularly, preparing lessons and laboratory exercises in keeping with course syllabi, maintaining office hours for consultation with students and colleagues, informing students of what they are expected to learn and how their performance will be evaluated, sharing knowledge gained through study, experience, and research, and generating student interest and enthusiasm for their chosen profession.
3.5.2.2 Scholarship. A record of scholarship and professional growth must be established in areas related to the faculty member’s discipline. Such a record would include research in the discipline, preparation of research proposals. Award of sponsored research projects, supervision of graduate students, publications – especially in recognized journals and refereed conference proceedings, writing of textbooks and manuscripts, active consulting including the preparation of reports, registration as a professional engineer or architect, and professional stature gained through awards and other recognition of achievement.
3.5.2.3 Service. A record of service to one’s university, profession, and community must be established. Service includes such activities as: interest and ability in advising and encouraging students; advisor to student chapters and clubs; participation on department, college, university, and system committees and task forces; ability to work with faculty, staff, and students in a team effort to achieve the goals and enhance the status of the department and the university; membership and active participation in professional societies; playing an active role in community organizations and functions and recognition within and outside the university community for effective and fruitful participation and leadership. Service to one’s profession is demonstrated through committee assignments, review of submitted papers, and exemplary professional and ethical conduct.. Participation in and presentations to short courses, seminars, and conferences are indicative of professional growth activities.
3.5.3 Documentation by Applicant. The applicant for tenure bears the responsibility for completing all applicable paperwork related to the application and for documenting contributions and effectiveness in the areas of teaching, scholarship, and service both for mid-tenure and tenure review. The Dean shall publish due dates for such applications in a timely manner.
3.5.4 Tenure Recommendations
3.5.4.1 Mid-Tenure Review. The anticipated outcome of the mid-tenure review is an appraisal of the progress toward tenure and a statement to the faculty member detailing weaknesses that may be corrected during the remainder of the probationary period. There can be no recommendation to grant tenure at this point and the procedure ends at the Dean’s office. However, the faculty member’s supervisor can recommend to the Dean that the applicant be given a terminal appointment on the basis of a poor mid-tenure review such that granting tenure at the end of the probationary period is highly unlikely. If the Dean concurs, all materials are forwarded through proper channels for appropriate action. The faculty member may appeal an adverse mid-tenure recommendation.
3.5.4.2 Tenure Review. The initial tenure recommendation shall be made by the department in accordance with its Bylaws. The supporting documentation and the department’s recommendation are forwarded through administrative channels to the Dean, then to the Vice President for Academic Affairs and finally to the President. The Vice President for Academic Affairs generally forwards tenure recommendations to the Academic Freedom, Tenure and Promotion Committee. The recommendations for tenure at all levels are considered in reaching a final decision. The academic faculty member who has been awarded tenure through this process is informed by the President in writing.
Section 3.6 Promotion or Appointment to Academic Rank
3.6.1 Department Bylaws shall include guidelines and criteria for promotion or appointment to academic rank which must be consistent with the University System Code, Sections 5.2 and 5.10 and with UNLV Bylaws, Chapter III, Sections 6, 15, and 16. The UNLV Bylaws spell out minimum requirements but additional College expectations are outlined below.
3.6.2 Promotions are considered with respect to the following criteria:
3.6.2.1 Assistant Professor. Promotion or appointment to Assistant Professor is based on performance and potential. A strong academic record is a prerequisite and the candidate normally should have completed an appropriate doctoral degree program. Indications must be clear that the aptitude and capability to be a successful teacher and researcher are present and the candidate will grow in stature.
3.6.2.2 Associate Professor. Promotion to Associate Professor is based on actual performance and the potential for continued development. A record of excellence in teaching, scholarship, and service must be documented and verified. The prospects of continuing professional growth and department leadership must be demonstrated.
3.6.2.3 Professor. An individual promoted to full Professor has earned the respect and recognition of peers in the profession as an authority in a field of specialization and of colleagues and students as an outstanding teacher or researcher. In general, the individual has made major, perhaps nationally recognized contributions in the areas of teaching, scholarship, or public and professional service. Recognition by and service to professional and technical societies at the state and national levels are important factors in this evaluation.
3.6.3 The College expects an appropriate record of creative accomplishment in support of each promotion and appointment as described in the UNLV Bylaws, Chapter III, Section 16. The College recognizes diverse forms of creative endeavor and rewards such accomplishments as they contribute to the primary role of both the College and the University – the generation, acquisition, transmission, and constructive utilization of knowledge.
3.6.4 The preparation of documentation for promotion purposes will follow the guidelines set out above for tenure considerations.
Section 3.7 Merit Salary Increases
3.7.1 The College and department may recommend faculty members for merit salary increases in accordance with the guidelines in Chapter III, Section 10 of the UNLV Bylaws. These guidelines list 14 factors useful in evaluating faculty performance including student advising, committee work, research productivity, teaching effectiveness, professional growth, and leadership positions. Merit raises recognize faculty members who have achieved at least satisfactory performance in the areas of scholarship, teaching, and service with meritorious service in at least one area as determined by the annual evaluation process.
3.7.2 The department chair shall evaluate and place each faculty member, according to department Bylaws, in one of the merit levels established by the Provost. The Dean shall review the merit recommendation of each department and publish a list of merit recommendations for the College. The Dean may appoint an Ad Hoc committee to assist him in this review.
Section 3.8 Appeal of Personnel Decisions
3.8.1 A faculty member who is otherwise eligible but who has been denied reappointment, promotion, salary increases, or appointment with tenure has the option of requesting from the President, in writing, the reasons for such denial within 15 calendar days after notification of denial. In accordance with UNLV Bylaws, Chapter III, Sections 6.4 and 16.8, the administrator rendering the denial shall furnish a written statement of reasons within 15 calendar days of receipt of the request.
3.8.2 Within 15 calendar days of receiving the written reasons, the faculty member may submit an appeal for reconsideration of denial to his or her department chairperson. In accordance with UNLV Bylaws, Chapter III, Sections 6.5 and 16.9, the written appeal must include reasons, arguments, and documentation in support of the appeal. Reconsideration shall progress through regular administrative channels employing the same evaluation and recommendation process as the original documentation. The President will make a decision on the appeal in a timely manner. However, the Board of Regents must approve the President’s favorable decision on reconsideration in cases involving appointments with tenure or promotion.
3.8.3 Additional information is included in Appendix A concerning the channels open to UNLV faculty for filing Appeals of personnel decisions and for filing grievances. Causes for initiating disciplinary procedures against faculty members also are included in Appendix A. Faculty members should refer to the UNS Code and the UNLV Bylaws for the complete text.
Section 3.9 Ethical Guidelines for UNLV Faculty
3.9.1 The UNLV Faculty Senate approved Ethical Guidelines for UNLV Faculty on May 20, 1986. The Guidelines were prepared by the Ethics Committee of the UNLV Faculty Senate. These Guidelines govern the Ethics Committee when it considers questions regarding the ethical behavior of UNLV faculty. The entire text of the Guidelines is presented in Appendix B for the information of the College Faculty.
CHAPTER 4 PROCEDURES FOR APPROVAL OF NEW OR REVISED CURRICULA
Section 4.1 Curricular Matters
4.1.1 All curricular matters shall be initiated and studied by the department faculty and appropriate documentation forwarded to the College Curriculum Committee for action. Procedures relating to modifications of courses or programs of study, whether new or revised, must be in accordance with Chapter II, Sections 4, 5, and 6 of the UNLV Bylaws.
4.1.2 Changes of course title, prerequisites (except those that affect another department), description, or number shall be a department matter. However, a change in description which effectively results in a new course or a change in number which makes a course acceptable for graduate credit shall be referred to the Curriculum Committee.
4.1.3 The Curriculum Committee, as an agent of the College Faculty, shall approve curricular change subject to the following conditions:
4.1.3.1 All proposed curricular changes must be circulated at least one week in advance of the meeting at which they are to be considered. One copy of each proposed change shall be sent to each Curriculum Committee member (including ex officio members) and one copy shall be sent to each of its members, either by circulation or by posting in a convenient location. Minutes of the Curriculum Committee shall be circulated in the same way. All Curriculum Committee meetings shall be open to all faculty members.
4.1.3.2 A majority vote of the committee membership shall be necessary to approve undergraduate curricular proposals. All undergraduate proposals rejected by the College Curriculum Committee shall be returned to the originating unity, which then has the option of submitting such proposals directly to the College Faculty.
4.1.3.3 All curricular matters of the College which are solely Graduate curricular matters must have the approval at the College level of a majority of the College Curriculum Committee who are on the Graduate Faculty and who are in departments offering graduate degrees. If the proposal is not approved at this level, it shall be returned to the department from which it originated. The originating department can appeal this decision to those members of the College Faculty who are Graduate Faculty and whose department offers a graduate degree. If a majority of those voting approves the matter, the it is approved by the College.
Section 4.2 Curricular Revisions
CHAPTER 5 GRIEVANCE PROCEDURES
Section 5.1 Definition of Grievance
5.1.1 A grievance is an alleged violation, questionable interpretation, or error in the administration of the existing University of Nevada System Code or the UNLV Bylaws. In the case of a faculty member, a grievance may arise, after all appeals procedures have been exhausted, from administrative action or inaction which is alleged to have an adverse impact on the employment conditions of the faculty member relating to salary, promotion, awarding of tenure or other contract matters. Grievance procedures must be carried out in accordance with the University System Cod4e, chapter 5, Sections 5.7.
5.1.2 A grievance is not a complaint against the regulations and procedures that govern the University of Nevada, Las Vegas nor a request to amend, eliminate, or add to such regulations and procedures.
Section 5.2 Procedure
5.2.1 Informal Procedure. A grievant must attempt at the outset to resolve the grievance informally with the party alleged to have committed the violation. If the grievant is a student, the hierarchy of informal steps is to successively present his or her case to the faculty member, the department chair, the College Academic Standards Committee, and the Dean until the issue is resolved satisfactorily. If the grievant is a faculty or staff member, the presentation of the case is made successively to the department chair, the Faculty Affairs Committee, the Dean, and the Vice President for Academic Affairs. At each stage, the purposes to hear both sides of the dispute and to prepare a memorandum of findings for distribution to both parties and to a special Grievance File set up for the case. If the grievance remains unresolved after these informal meetings have been held, the next recourse is a hearing before the Faculty Senate Grievance Committee or before the Appeals Committee if the case involves promotion, mid-tenure, tenure, salary, or merit decisions. The Committees will review the case and present recommendations through appropriate channels.
5.2.2 If the grievant remains unsatisfied with the outcome as presented by the President, the grievant may pursue the issue through other channels such as the Board of Regents, the courts, or regulatory agencies. Additional information is included in Appendix A.
CHAPTER 6 PREPARATION OF BUDGET
Section 6.1 Budget Request
CHAPTER 7 AMENDMENT OF THE BYLAWS AND SUSPENSION OF RULES
Section 7.1 Amendment of Bylaws
7.1.1 Proposed amendments to these Bylaws may be initiated by placing the proposed amendment on the agenda of a regular or special meeting of the College Faculty. The proposed amendment must be distributed to all faculty members at least one week prior to the meeting. All such proposed amendments will be Class A actions.
7.1.2 Approval of 2/3 of those voting is required for the adoption of any amendment. More than ½ of the College Faculty must vote on a proposed amendment in order for it to be adopted.
Section 7.2 Suspension of Rules
7.2.1 Suspension of any procedural rule for a specific purpose may be accomplished at any College Faculty meeting provided a quorum is present and there is unanimous consent of all members present.
APPENDIX A
APPENDIX A
Appeals, Grievances, and Discipline
ITEM 1 Channels Open to UNLV Faculty
ITEM 2 Causes for Disciplinary Procedures
Item 1 – Channels Open to UNLV Faculty
A1.1 Faculty Appeals
A1.1.1 The UNS Code, Section 5.2.4, refers to appeals related to salary, promotion, and tenure as belonging under a campus Appeals Committee. The UNLV Bylaws, Chapter I, Section 4.6.6, defines the campus Appeals Committee as covering salary, promotion, merit, and tenure issues. The faculty member must first act within 15 days of learning of what he or she sees as an adverse decision in order to request reconsideration of that decision. After all other potential remedies have been exhausted; the Faculty Senate constitutes that member’s Appeal Committee to include three faculty from a pool of either academic or non-academic faculty. The appellant and the administration shall be represented before the committee by their chosen advocates.
A1.1.2 Faculty need to be aware that the American Association of University Professors (AAUP) exists, that the Nevada Faculty Alliance (NFA) is part of it, and that the member may turn to NFA/AAUP for help if, in the judgment of the member, campus channels were not effective in resolving the appeal.
A1.1.3 Faculty may take an appeal to the Affirmative Action officer if they have exhausted campus channels and contends that race or sex discrimination is involved.
A1.2 Faculty Grievances
A1.2.1 The UNS Code, Section 5.7, authorizes each campus to set up a Grievance Committee. The UNLV Bylaws, Chapter I, Section 4.6.11, defines the campus Grievance Committee as covering faculty and student grievances exclusive of issues related to promotion, salary, tenure, and merit. The Grievance Committee, to be appointed by the UNLV Faculty Senate Chair at the request of the aggrieved faculty member, consists of 8 faculty, 3 students, and one administrator designated by the President. The Grievance Committee attempts to resolve problems informally. When this approach fails, the Grievance Committee may recommend that an informal hearing be held in accordance with the UNS Code, Sections 6.8 through 6.19. The outcome of the hearing is a recommendation to the president.
A1.2.2 Faculty need to be aware that they may turn to NFA/AAUP for help if, in the judgment of the member, campus channels were not effective in resolving the grievance.
A1.2.3 Faculty may take an appeal to the Affirmative Action officer if they have exhausted campus channels and contend that race or sex discrimination is involved.
Item 2 – Cause for Disciplinary Procedures
A2.1 Cause – From Section 6.2 of UNS Code, Revised 1991
A2.1.1 Termination for Cause – Tenured Faculty. After faculty members have been appointed with tenure, their services can only be terminated through established institutional procedures for adequate cause or because of demonstrably bona fide financial exigencies, or curricular reasons.
A2.1
.2 Causes. Causes for which faculty members may be disciplined or their services terminated include those defined in Chapter 5 and the following:A2.2 Cause – From Chapter 5 of UNS Code, Revised 1991
A2.2.1 Chapter 5 of the UNS Code presents the mechanisms for declarations of financial exigency and the procedures to be used in the event of faculty terminations or layoffs due to financial exigency or for curricular reasons.
A2.3 Cause – From Section 2.1.4 of UNS Code, Revised 1991
A2.3.1 The University of Nevada is committed to the solution of problems and controversies by the method of rational discussion. Acts of physical force or disruptive acts which interfere with University of Nevada activities, freedom and responsibility, as are acts which in effect deny freedom of speech, freedom to be heard and freedom to pursue research of their own choosing two members of the faculty or two invited guests of the
University of Nevada.
APPENDIX B
APPENDIX B
Ethical Guidelines for UNLV Faculty
B-1
ETHICAL GUIDELINES
FOR UNLV FACULTY
The Statement on Professional Ethics of the America Association of University Professors provides broad guidelines and serves as an introduction to the more specific standards, which follow.
Introduction
In the enforcement of ethical standards, the academic profession differs from those of law and medicine, whose associations act to assure the integrity of members engaged in private practice. In the academic profession the individual institution of higher learning provides this assurance and so should normally handle questions concerning priority of conduct within its own framework by reference to a faculty group.
recognize the special responsibilities placed upon them. Their primary responsibility to their subjects is to seek and to state the truth as they see it. To this end they devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment is using, extending, and transmitting knowledge. They practice intellectual honesty. Although they may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.
scholarly standards of the discipline. They demonstrate respect for the students as an individual and adhere to the appropriate role of intellectual guide and counselor. They strive to foster honest academic conduct and to assure that evaluation of students accurately reflects the merit of their work. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation of students for private advantage and acknowledge significant assistance from them. They protect the academic freedom of students.
scholars. They respect and defend the free inquiry of associates. In the exchange of criticism and ideas they show due respect for the opinions of others. They acknowledge academic debts and strive to be objective in professional judgment of colleagues.
Although they observe the stated regulations of the institution, provided they do not contravene academic freedom, they maintain the right to criticize and seek revision. They determine the amount and character of the work done outside the institution with due regard to responsibilities within it. When considering the interruption or termination of service, they recognize the effect of the decision upon the program of the institution and give due notice of such intentions.
these obligations is measured in the light of responsibilities to subject, to students, to profession, and to institution. When professors speak or act as private persons, they avoid creating the impression that they speak or act for the college or university. As citizens engaged in a profession that depends upon freedom for its health and integrity, professors have a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.
ROLE OF ACADEMIC ETHICS COMMITTEE
The Academic Ethics Committee investigates and makes recommendations in cases where a breach of professional ethics may have occurred. The committee’s first obligation is to inform, persuade, and improve. Disciplinary action by University administrators is viewed as a last resort but may follow as a consequence of the committee’s recommendations.
SPECIFIC STANDARDS
The Committee cannot anticipate all possible ethical concerns. Therefore, the following standards should not be reviewed as exhaustive.
STATEMENT ON SEXUAL HARASSMENT
Sexual harassment is discriminatory and unlawful. It may cause person anguish as well as career damage, and as an assault upon an individual’s dignity, it is clearly inconsistent with the nature of an academic community.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term of student’s grade, or presence in a class or program; (2) submission to or rejection of such conduct by a person is used as the basis for evaluation decisions affecting such a person; and (3) such conduct has or may have the purpose of effect of unreasonably interfering with a student’s performance in a class or program or of creating an intimidating, hostile, offensive, or unfair environment for the professor-student relationship.
Faculty members as officers of the university, are in supervisory positions. As supervisors, faculty members have special obligations to avoid committing sexual harassment and to decline sexual favors should they be offered.
(Approved by Faculty Senate 5/20/86)