Faculty handbook 8 01 14

Faculty Handbook August 1, 2014

INTRODUCTION Emmanuel College is a Catholic, liberal arts and sciences, co-educational college in Boston.

Its faculty is dedicated to the highest standards of teaching excellence, scholarly research, and institutional service. Policies that define faculty rights and responsibilities in these areas are described in the Faculty Handbook.

Part I of this document concerns the Organization of the College.

Part II of this document contains the approved policies of Emmanuel College concerning the employment conditions of the faculty of the College. Proposed changes in Part II may be initiated by the faculty, the administration, or the Board of Trustees. In accordance with the College’s commitment to collegiality, all proposed changes to Part II will be submitted to the Faculty Senate which may consult with faculty and administrators as it deems appropriate. The Senate may forward its decisions regarding changes with both majority and minority views to the President and the Board of Trustees.

When the Board of Trustees disagrees with a majority decision of the Faculty Senate, it will give its reasons to the Senate and will create an ad hoc committee of administrators and Senate-appointed faculty to endeavor to develop a compromise recommendation, which will be submitted to the Board of Trustees within a period of time specified by the Board. When the Board does not concur with the compromise or when no compromise recommendation is reached, power of final decision lodged in the Board shall be exercised.

Final authority to change this Handbook rests with the Board of Trustees.

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PART I | The Organization of the College

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HISTORY AND MISSION The mission of Emmanuel College is to educate students in a dynamic learning community rooted in the liberal arts and sciences and shaped by strong ethical values, a commitment to social justice and service, the Catholic intellectual tradition and the global mission of the Sisters of Notre Dame de Namur. An Emmanuel College education challenges students to become leaders and professionals who are critical thinkers, ethical decision-makers and engaged members of the local community and global society.

The Emmanuel mission is rooted in the vision of the Sisters of Notre Dame de Namur (SND) of “making known God’s goodness—educating for life.” Emmanuel is part of a larger mission, founded more than 200 years ago by St. Julie Billiart, and carried out today on five continents. In 1919, before women had the constitutional right to vote in this country, the Sisters of Notre Dame opened Emmanuel to provide an excellent education in the liberal and useful arts, based on Catholic principles, to women in the area who might not otherwise have that opportunity. Today Emmanuel College is a coeducational residential College in Boston providing a liberal arts and sciences Catholic education to students. Emmanuel has been committed to providing rigorous, flexible, relevant academic programs that couple theoretical knowledge with opportunities to apply that knowledge in practical ways.

Emmanuel is a mission-driven and student-centered College.

The mission of Emmanuel includes its identity as a Catholic college, which means universal in breadth and inclusive of all. The College celebrates its connection to the religious and educational mission of a Catholic Church committed to human rights, social justice and world peace within the context of the Catholic intellectual tradition. Emmanuel’s philosophical basis is rooted in the Catholic intellectual tradition which is affirmed in John Henry Newman’s Idea of a University, which recognizes the need for open informed debate in the search for truth. Today Emmanuel understands its mission is based in this context as well as in the context of the more recent discussions on the characteristics of American Catholic colleges. These characteristics include a continued dialogue between faith and reason; a strong sense of community; the centrality of theology and philosophy in the curriculum; a commitment to education for social justice; service to others; and the celebration of liturgy.

At the heart of the College is a dedicated faculty committed to teaching and scholarship and to academic excellence in an atmosphere in which ideas are freely expressed and challenged and in which diversity is viewed as a source of creativity. Emmanuel is committed to the education of the whole person. This education takes place not only in the classroom but also in formal and informal interactions between students, faculty and other members of the College community.

The historic and continuing commitment of Emmanuel College to the foundations of a liberal arts education reflects the college’s sense of responsibility to students for the lives they will lead beyond the completion of their degree. It reflects an awareness of the need for lifelong learning; to have the analytical, communicative and creative skills necessary for growth; to be able to discern worthwhile work; and to bring ethical standards and moral sensitivities to all endeavors.

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ORGANIZATION AND GOVERNANCE Board of Trustees The Board of Trustees is the legal governing body and the chartered legal entity for Emmanuel College. As such, it is the final institutional authority. It grants all degrees awarded by the institution, upon the recommendation of the faculty. Its primary responsibility is to articulate general educational policies and academic goals. In so doing, it is obligated to guide the financial resources of the College and to relate them to the likely needs of the future, and to assure that the Emmanuel College mission is carried out in the spirit of the Sisters of Notre Dame, who founded the College. While maintaining a general overview, the Board entrusts the conduct of administration to the President, who is a member of the Board ex officio, and through her to other administrative officers of the institution. The Board entrusts to the faculty the conduct of teaching and research. When ignorance or ill-will threatens the institution or any part of it (e.g., an attack on academic freedom), the Board is available for support of the President, the faculty, or the student body, thereby defending the vested interests of society in Emmanuel College.

The President Under the Charter and By-laws, the President of Emmanuel College is appointed by the Board of Trustees, which seeks the involvement of the faculty and other institutional constituencies in the selection process. As the chief executive officer of the institution, the President has the general and active management, control, and direction of the educational activities, financial operations, and other affairs of the College and all of its departments, and has the general powers and duties usually vested in the office of the president of a college.

The President assures that the standards and procedures in operational use within the institution conform to the policies established by the Board of Trustees and to the standards of sound academic practice. The President shares responsibility for the definition and attainment of goals and serves as the link between the Board of Trustees and the constituencies of Emmanuel College. She or he is responsible for the maintenance of existing institutional resources and the creation of new resources. She or he is the chief spokesperson and public representative of the College. In all these areas, the responsibilities of the President are to plan, organize, direct, and represent the College.

The Vice President of Academic Affairs The Vice President of Academic Affairs is appointed by the President with the advice of and in consultation with the appropriate deans and the faculty. As the chief academic administrator, the Vice President of Academic Affairs, in consultation with faculty, is responsible for the development of academic administration and coordination of all aspects of the academic activities of the College. The Vice President of Academic Affairs exercises leadership by actively supporting the mission of Emmanuel College.

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It is the responsibility of the Vice President of Academic Affairs to  oversee the academic deans and manage discussions involving executive leadership and the appointed faculty;  develop and guide cooperative academic programs and activities with Colleges of the Fenway or other institutions, in consultation with the academic deans and department chairs;  serve as liaison to the Academic Affairs Committee of the Board of Trustees; and  fulfill additional responsibilities as designated by the President.

The Academic Deans There will be academic deans who will share the oversight of the Arts and Sciences and Graduate Studies and Nursing programs according to the needs of the College. These deans report to the Vice President of Academic Affairs (VPAA).

Among them, the deans have the following responsibilities:  Provide academic vision and leadership for Arts and Sciences, Graduate Studies, and Nursing faculty and academic programs.  Promote and support faculty development and excellence in teaching, scholarship and service.  Determine the needs and set priorities for the Arts and Sciences and Graduate Studies and Nursing in consultation with department chairs/program coordinators and the VPAA.  Oversee and facilitate departmental self-studies and external reviews.  Recommend faculty hiring in consultation with the appropriate department and the VPAA.  Oversee and evaluate department chairs and program coordinators on an annual basis.  Ensure that Arts and Sciences and Graduate Studies and Nursing academic regulations and policies are being followed and are consistent with the College’s regulations.  Serve as co-chair of the Curriculum Committee.  Fulfill additional responsibilities as designated by the VPAA. Appointment and Term of Office for Department Chairs A department chair should be a full-time, ranked faculty member. A department chair is appointed by the President upon recommendation of the VPAA, after consultation with the appropriate dean and department members. Ordinarily, the term is three years and typically begins on July 1 and ends on June 30. A term may be renewed, reduced, or extended through consultation among department members, the appropriate dean and the VPAA. A chair may be removed by the President.

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Responsibilities of Chairs Chairs for the department work closely with the appropriate dean and the VPAA. The responsibilities of a department chair will be completed with appropriate support from administration including, but not limited to, administrative and technology support. Chairs  provide leadership, vision, and advocacy for the students and faculty of the department;  serve as the primary liaison between the department and the administration  review and evaluate the goals and objectives for individual courses and the department as a whole, and ensure curricular quality in consultation with department members and the appropriate dean as needed;  in consultation with the department faculty, determine course offerings and faculty teaching assignments;  determine and secure space needs for courses, labs, offices, etc., in consultation with the Registrar, other campus offices, and the appropriate dean;  determine the personnel and curricular needs of the department and, in consultation with the appropriate dean and the VPAA, facilitate hiring of appropriate faculty and student employees;  mentor members of the department faculty, especially junior faculty, to promote faculty development and excellence in teaching, scholarship, and service;  promote and implement departmental/ program assessment and evaluation, including: submitting annual departmental reports and faculty evaluations to the appropriate dean; overseeing self-studies and external reviews; supporting faculty members proposing new courses and programs;  recommend and track the yearly departmental budget, in cooperation with the appropriate dean and the Business Office;  convene and chair regular department meetings;  attend regular department chairs meetings;  arrange for department representation at relevant college events requiring the presence of faculty; and  provide updates to information in the college catalog and on the College website.

Compensation as Chair The chair of a department shall receive added compensation for the role of administrative officer of the department. This compensation may be in the form of a per-semester reduction in teaching load, or it may be financial compensation in the form of a per-semester stipend. The choice of whether to take the course reduction or the stipend will be made by the chair in consultation with the appropriate dean. The amount of the per-semester stipend offered will be determined by the appropriate dean in consultation with Department Chairs, and will be reassessed by the dean and the chairs in a joint meeting after the beginning of each fiscal year. It will take into consideration factors including, but not limited to: number of departmental faculty (full-time and adjunct), number of courses offered, number of students enrolled in department courses, number of majors, extent of physical space managed, and the College’s financial situation. This additional compensation will not be factored in to the computation of the college contribution to T.I.A.A., but is subject to withholding and social security tax requirements.

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Committees Faculty-Elected Committees Eligibility: Full-time faculty members become eligible to vote on faculty matters after one semester of service at the College. All voting faculty are eligible to run for election to any elected committee, except Faculty Promotion and Tenure Committee. Both voting and nonvoting faculty members shall have a voice in all open faculty assemblies.

Terms: The term of office for faculty membership on elected committees is two years, effective upon election. The term of office for Senate-appointed faculty is ordinarily one year. Faculty committee members may serve up to two consecutive terms on a committee, after which a year must elapse before running for a position on the committee again.

Elections: General elections shall be held by secret ballot by the first week of May. Special elections to fill vacancies shall ordinarily be held within three weeks of notification of the vacancy; notification should be submitted in writing to the Chair of the Faculty Affairs Senate subcommittee. Elections shall be conducted by the Faculty Affairs subcommittee, according to the Policies and Procedures that govern faculty elections.

Committee Chairs: Each elected committee shall be chaired by a faculty member at the associate or full professor rank. Chairs are elected by the members of the relevant committee.

Governance: Parliamentary procedure of all faculty committees shall be governed by Robert’s Rules of Order.

Faculty Senate Purpose: To serve as the official, representative body of the Faculty. The Senate shall serve as a forum for faculty opinion on all matters of academic and professional interest. It shall express collective opinions, proposals, and questions to the administration. The Senate shall receive communication from the administration on existing and pending College policy and shall consider problems submitted to it by the administration, faculty and student body.

Responsibilities:  Serves as a liaison through which the administration and the Board of Trustees shall obtain a representative faculty opinion on any matter of College policy.  Provides a forum for investigating any matter of concern to the faculty and for the formulation of official faculty opinion.  Establishes and publishes policies and by-laws as necessary to fulfill its responsibilities, subject to a majority vote of Senate members.  Holds a meeting with the Faculty in general assembly at least once each semester.  Reviews and approves any proposed changes to the Faculty Handbook.

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Membership: The Senate shall consist of 15 elected members and four non-voting members, one shall be the President of the College or another officer of the administration as his/her delegate, and one representative each from the Curriculum Committee, the Department Chairs, and the Faculty Promotion and Tenure Committee. If the faculty committee appointees are already members of the Senate, she or he retains his or her voting right as a Senate member. The President of the College ordinarily meets with the Senate several times a year.

Faculty Senate Committees Academic Affairs Committee Purpose: To represent the faculty on matters concerning the academic program of the College.

Responsibilities:  Academic planning recommendations.  Recommend changes to academic policies and procedures to the VPAA and the appropriate academic dean.  Advise the Curriculum Committee when requested.  Advise Academic Review Board.  Administer faculty speaker funds.

Membership: The Academic Affairs Committee is made up of six elected full-time faculty members at large. One additional member is appointed by the Senate, who will report to the Senate on the Committee’s deliberations. The Chair of the Academic Affairs Committee must be at the rank of Associate or Full Professor.

Faculty Affairs Committee Purpose: To address concerns related to faculty working conditions (e.g. teaching, advising, research). The committee will discuss and make policy recommendations to the VPAA and an academic dean relating to matters of concern to the faculty.

Responsibilities:  Initiate process for recognition of faculty achievements, including the Faculty Excellence in Teaching Award, from budgeted funds available.  Advise the Budget Committee.  Organize and run faculty elections for College Committees.  Maintain proper staffing of all committees by filling all vacancies during the year.  Maintain accurate records of service and post updated documents of the committees’ structures, both ad hoc and elected.  Recommend changes of policies and procedures related to Faculty working conditions and compensation.  Recommend Faculty Handbook changes to the Senate.  Maintain a record of changes and proposed changes to the Handbook  Recommend faculty governance changes to the Senate.  Create new ad hoc or all-college committees upon request by the Senate.  Organize social events to support faculty networking across departments.

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Make recommendations concerning academic freedom to the VPAA and academic dean.

Membership: The Faculty Affairs Committee is made up of six elected full-time faculty members at large. One additional member is appointed by the Senate, who will report to the Senate on the Committee’s deliberations. The Chair of the Faculty Affairs Committee must be at the rank of Associate or Full Professor.

Faculty Development Committee Purpose: To support and fund faculty professional development through a range of initiatives within budgeted amounts.

Responsibilities:  Recommend policies in support of faculty professional development, including mentoring.  Work with the administration to determine budget for faculty development.  Establish criteria for faculty scholarship awards and award funds to support faculty development, such as research, travel, and conference fees with budgeted funds available.  Promote and fund student-faculty research.  In partnership with academic administration, control and monitor faculty development grant monies awarded and spent with budgeted funds available.  Review sabbatical applications at a faculty member’s request to make recommendations to applicants for improvements prior to the faculty member’s submission to the VPAA and Academic Affairs office. In the event of a negative sabbatical decision by the VPAA, the faculty member can seek the support of the Faculty Development Committee for an appeals process to the VPAA and President. (See page 48)  Administer and promote faculty research seminars and teaching and learning presentations.  Make recommendations concerning faculty assessment (including annual reviews, third year review, P&T and post-tenure review) to the VPAA and academic dean  Make recommendations concerning faculty mentoring to the VPAA and academic dean.

Membership: The Faculty Development Committee is made up of six elected full-time faculty members at large. One additional member is appointed by the Senate, who will report to the Senate on the committee’s deliberations. The chair of the Faculty Development Committee must be at the rank of Associate or Full Professor.

Non-Senate College Committees Committees of this nature serve the community as a whole and may include faculty, students, and administrators. Members of the faculty shall be elected from the faculty-atlarge through the Faculty Affairs Committee or appropriate Faculty Senate body. Members of the student body shall be named or elected by the Student Government Association to

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these committees. All administrators serving on committees are named by the appropriate dean or VPAA, in consultation with the President.

The Academic Integrity Board Purpose: To act as the College’s main body for determining outcomes after alleged acts of dishonesty within an academic setting.

The Academic Integrity Board will work with other committees on campus, to educate the community on the standards of ethical practice in higher education.

Responsibilities:  Serve as the body responsible for education about the Community of Trust.  Adjudicate all serious cases of Academic Integrity violations.  Adjudicate all student appeals of their Academic Integrity Report forms.  Provide sanctions for any infractions of the Emmanuel College Community Code on Academic Integrity.  Restore the Community of Trust after an academic violation has occurred.

Membership: The Academic Integrity Board (AIB) is to be a standing committee, and members are to be established each year regardless of whether or not there are any pending hearings. The AIB meets regularly to oversee implementation of the Academic Integrity Policy and to create and preserve a Community of Trust on campus. The AIB elects cochairs from the faculty and student members. The AIB consists of at least five students (five undergraduates and up to three graduate students), three faculty members and an appropriate dean or other designee from Academic Affairs. Faculty will be elected for twoyear terms (initially some will serve for three-year terms so as to not have a large part of the board turn over at once), and students will serve for two year terms unless they graduate before the end of their term. Faculty representatives will be elected by the Faculty and students chosen or elected via the Student Government Association. Students who graduate before their term ends will be replaced by a vote or appointment by the SGA. The Graduate Student Advisory Board may also elect one to three members, if there is interest in serving among the student body. Nursing and Graduate Students only sit on cases that relate to Nursing and Graduate Studies. In Graduate or Nursing School cases, undergraduate student members of the board will be allowed to be present, but will not vote, during deliberations.

At the time of an academic hearing the following should be present: Five student members, three faculty members and non-voting advisors.

Non-voting advisors to the Board, to be present at the time of an official hearing, if possible, include one academic advisor, the Registrar or designee, a dean or Academic Affairs designee. An outside observer from Academic Affairs will take minutes of all hearings.

The appropriate dean or his or her designee presides over the Board and votes only in the case of a tie. Representatives from Academic Advising and the Registrar have no votes on the AIB. Five alternate student members and three alternate faculty members shall be chosen. Alternates serve if there may be a conflict of interest with the regular board members, or in case a regular Board member is unavailable. Alternates are not otherwise to attend meetings, unless they are undergoing training.

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Academic Review Board Purpose: To maintain the integrity of Emmanuel’s academic programs and the needs of students by reviewing various requests for exemption to academic policies and procedures.

Responsibilities:  Review academic records and apply academic probationary statuses when necessary.  Rule on all requests for exceptions to College academic policy.  Review Academic Integrity Reports on a regular basis and refer serious cases to the Academic Integrity Board when necessary.

Membership: Academic Dean (for the appropriate area), two Academic Advisors, the Registrar and three faculty. At least three committee members must be present at the time of a vote by the Academic Review Board. The Academic Dean chairs the meetings.

Budget Committee Purpose: To discuss the budget recommendations based upon revenue assumptions and priorities and to make proposals regarding compensation and fringe benefits.

Responsibilities:  Provide constituency input to the budget process before finalization.  Study and make recommendations for future revenues and expenditures.  Report the financial status of the college to their respective constituencies.  Report the content of the discussions and the administration’s decisions to the Faculty Senate.

Membership: The Committee is composed of a representative from department chairs, the Chair of Faculty Development Committee, the Chair of Faculty Affairs, the Chief Financial Officer of the College, the Vice President of Academic Affairs, and an academic dean. The Budget Committee shall be co-chaired by one of the faculty members and one of the administrators from the committee. Other faculty or administrators may be invited to attend a meeting to serve as resource persons as determined by the co-chairs.

Committee for the Protection of Human Participants in Research (CPHPR) Purpose: To protect human participants in research conducted by employees of Emmanuel College. Research is defined as a systematic investigation whose purpose is to contribute to generalizable knowledge. At Emmanuel College, research is not expected to expose participants to any risk of physical danger or psychological distress other than what they would typically encounter as part of daily living.

Responsibilities: This committee reviews research proposals with human participants.

Membership: Emmanuel College’s CPHPR consists of a chair and vice-chair who are faculty members with experience reviewing research with human participants. The institutional

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official is a member of the administration of the College, and the CPHPR Administrative Coordinator organizes the operations of the CPHPR. CPHPR members at Emmanuel College are chosen by the institutional official based on their experience in reviewing research, their expertise in areas of research expected to come before the board, and their diversity, consistent with federal regulations (45 C. F. R. 46.107). In addition, at least one member of the CPHPR is appointed from outside the College by the institutional official.

Ordinarily, the term for appointment will be three years.

Curriculum Committee Purpose: The Curriculum Committee is responsible for the academic curriculum. The committee will make decisions on academic curricular matters subject to the approval of the Vice President of Academic Affairs. In conducting its work the committee will consult with appropriate administrators and faculty.

Responsibilities:  Formulate policy related to the academic curriculum.  Review changes to the curriculum, whether originating from the faculty, staff, administration or any designee of the College, and make recommendations to the VPAA for final approval, including the following: ˃ Revisions of the general curriculum, including department creations, combinations, or eliminations. ˃ Changes in requirements in an academic program—major, minor, track, concentration, specialization or certificate ˃ Introduction or elimination of courses, majors, minors, tracks, concentrations, specializations or certificates. ˃ Evaluate additions or removals to course components, including title, description, level and pre-requisites.

Voting Membership:  Faculty terms are two years and faculty are limited to two consecutive terms.  Eight faculty members (voting) elected by the faculty from the following departments (no more than one faculty member from any one department): ˃ One from among Art or Performing Arts. ˃ Two from among English, Foreign Languages, Philosophy, or Theology and Religious Studies. ˃ One from Biology, or Chemistry/Physics. ˃ Three from Education, History, Management/Economics, Mathematics, Nursing, Political Science, Psychology or Sociology. ˃ One elected at large.  Three students (voting) appointed yearly by the Student Government Association.  Two administrators (voting) appointed by the Vice President of Academic Affairs; no more than one administrator from any one department.

Each voting member will have one vote. Faculty must always have the majority of the voting membership. A simple majority of the votes cast is needed for approval. A committee member must abstain from voting when the proposal is from the faculty member’s Emmanuel College Faculty Handbook | August 2014

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department. In other cases, members of the committee may abstain and an abstention is not a vote and is not counted as a vote.

A quorum shall consist of eight members. Abstentions do not alter the existence of a quorum. 

One faculty member chosen by the elected faculty members of the Curriculum Committee will serve as the co-chair to the committee and will remain a voting member. The second co-chair will be an academic dean and he/she is not a voting member of the committee. The co-chairs are responsible for setting the meeting agenda and will convene and chair the meetings, alternating the chair role.

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Representatives from the College may attend meetings and assist the committee as needed but are not voting members. Other departments, such as the Registrar’s Office, the Library, Academic Advising, Graduate Studies and the Academic Resource Center, may have administrative representation at the meetings though the representatives will be non-voting members.

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If the Vice President of Academic Affairs disagrees with a decision made by the Curriculum Committee, the VPAA will submit a written explanation to the Curriculum Committee detailing the rationale behind the disagreement. The Committee and the VPAA will meet to discuss possible solutions before a final decision is made by the VPAA.

Faculty Promotion and Tenure Committee (FPTC) Purpose: The FPTC reviews and makes recommendations regarding promotion and tenure to the academic administration and the President.

Membership:  The FPTC shall consist of seven tenured faculty members all of whom must hold the rank of full professor. Five are elected at-large from the faculty at the College and two are appointed by the President of the College.  The President or the Faculty Senate Chair, as applicable, will appoint a replacement for a vacancy that occurs on the FPTC. The replacement shall complete the predecessor’s term.  The term of office will be three years. A member may serve for two consecutive terms but not for a third term until at least one year has elapsed.  The officers of the committee will be a chair, a vice-chair and a secretary who will keep minutes of the proceedings. These officers will be elected for one-year terms by an absolute majority of the members of the committee.

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Institutional Animal Care and Use Committee (IACUC) Purpose: Oversight of all aspects of animal care and animal use for research and teaching purposes at the College.

Responsibilities: This committee is charged with the responsibility of reviewing and approving all projects on campus involving the use of laboratory experimental animals from the standpoint of humane care, ethical standards and animal health. The responsibility of the IACUC is to oversee and routinely evaluate the animal care and use program. The committee follows the national guidelines as stipulated in the Guide for the Care and Use of Laboratory Animals, published by the National Research Council.

Membership: Committee membership includes the following: a doctor of veterinary medicine either certified or with training and experience in laboratory animal science and medicine; at least one practicing scientist experienced in research involving animals; at least one member from a nonscientific background from inside or outside the institution; and at least one public member to represent general community interests in the proper care and use of animals. Members are appointed by the Vice President of Academic Affairs.

Institutional Biosafety Committee Purpose: The purpose of the Emmanuel College Institutional Biosafety Committee is to assist in protecting faculty, staff and students by minimizing exposure to biohazardous materials; preventing the release of biohazardous materials that may harm humans, animals, plants or the environment; and protecting the integrity of experimental materials.

Responsibilities: The Institutional Biosafety Committee is responsible for reviewing the biological safety and public health programs at Emmanuel College. Members are charged with oversight of the use of any human, animal or plant pathogens or biological toxins, as well as administration of experimental biological products (vaccines, sera, etc.) to animals.

The committee works to ensure that all projects and research involving biohazardous materials, chemicals, or agents, and the facilities used to conduct the projects and research, are in compliance with existing government regulations and applicable College policies. The Institutional Biosafety Committee also makes policy recommendations to the Office of Academic Affairs to ensure compliance with federal, state and local regulations and guidelines. The Institutional Biosafety Committee has the authority to require operational changes to ensure compliance with required conditions outlined by current government requirements described in the National Institutes of Health (NIH) Guidelines for Research Involving Recombinant DNA Molecules, in Centers for Disease Control and Prevention (CDC) guidelines, in U.S. Department of Agriculture (USDA) regulations, and in Occupational Health and Safety Administration (OSHA) guidelines. The College’s Biosafety Manual outlines appropriate practices, College policies and regulatory requirements for working safely with biohazardous materials.

Membership: The Institutional Biosafety Committee is appointed by the Vice President of Academic Affairs and serves as the review committee in all matters involving classroom and laboratory safety. Membership includes the Vice President of Academic Affairs, Assistant Vice President for Operations, Director of Campus Safety, Director of Human Resources, Environmental Safety Officer, Science Laboratory Manager(s), Art Studio Manager(s), and Emmanuel College Faculty Handbook | August 2014

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three faculty representing the Social Sciences, Natural Sciences and Humanities. A faculty member chairs the committee.

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PART II | Faculty Personnel Policy and Procedure

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Contractual Policies and Procedures This section contains the approved policies of Emmanuel College concerning the terms and conditions of employment of the faculty of the College. This section is specifically incorporated by reference into the annual salary letter of each faculty member. The provisions of Part II of this Handbook are binding on the faculty member and the College for the specific period covered by the annual appointment letter.

Definition of the Faculty, Faculty Rank, and Title Criteria for Appointment The faculty of Emmanuel College are of the following categories: tenured, tenure-track or non-tenure-track. Adjunct faculty are not ranked and are appointed on a per-course basis without any fringe benefits. Visiting faculty are not ranked and are appointed on a one-year contract which is renewable for a total of up to two years. Lecturers are not considered ranked faculty.

Full-Time Ranked Tenured, Tenure-Track and Non-Tenure-Track Faculty Members   

ordinarily have full-time teaching responsibilities and other duties (e.g., research, scholarship, professional achievement, engagement with the college and service) equivalent to a full-time work load; fulfill the duties and responsibilities of a faculty member; and meet or exceed the criteria for academic rank as described below.

Criteria for Appointment to Specific Ranked Faculty Status At the time of initial appointment, the appropriate academic dean, in consultation with the department chair, makes a recommendation to the Vice President of Academic Affairs about rank and salary level for the initial appointment using the criteria described below. Once a final decision is made by the Vice President of Academic Affairs and it has been approved by the President, written notice will be provided to the department involved and the individual involved.

ASSISTANT PROFESSOR Criteria for the rank of Assistant Professor shall be:  Possession of a terminal degree appropriate to the discipline;  Either proven or presumptive scholarship in his or her subject matter and/or field, and effective performance in academic instruction;  Evidence of potential engagement with and service to the College, its mission and the community.

ASSOCIATE PROFESSOR Criteria for the rank of Associate Professor shall be as follows:  Possession of terminal degree appropriate to the discipline.  A minimum of six academic years of full-time ranked teaching in an accredited college or university (or its equivalent), with a minimum of four

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years of full-time teaching at the rank of assistant professor.

Evidence of sustained, noteworthy teaching effectiveness.

Evidence of noteworthy research, scholarship, creative or professional activities.

Evidence of engagement with and service to the College, its mission and the community.

PROFESSOR The rank of Professor requires extraordinary teaching, scholarship and service.

Criteria for the rank of Professor shall be as follows:  Possession of terminal degree appropriate to the discipline.  A minimum of 10 academic years of full-time ranked teaching in an accredited college or university (or its equivalent), with a minimum of six years of full-time teaching at the rank of associate professor.  Evidence of outstanding teaching effectiveness.  Evidence of outstanding research, creative or professional activities.  Evidence of outstanding engagement with and service to the College, its mission, and the community.

Special Appointment Faculty Special appointment faculty are faculty who are not on a tenure track and do not have tenure, and who serve the College in a variety of ways. These appointments include the categories of Visiting Faculty and affiliates.

Emeritus Faculty Members Emeritus status may be assigned to an associate professor or professor who has limited or terminated his or her responsibilities as a ranked faculty member for valid reasons (e.g., retirement, illness) after 10 or more years of distinguished service to the College. A professor emeritus is so designated and appointed by the Board of Trustees upon the recommendation of the President after consultation with the Vice President of Academic Affairs.

Visiting Faculty Upon recommendation of the appropriate academic dean and after consultation with the department chair, the VPAA (with approval from the President) may appoint a visiting faculty member, for instance to cover a vacancy during an unexpected leave. Visiting faculty appointments are full-time term appointments for one year and may be extended for a total of two years. Faculty with a terminal degree will be appointed as a Visiting Assistant Professor and faculty without a terminal degree will be appointed as a Visiting Instructor.

Lecturer Lecturer appointments are not tenure track, are not ranked and do not have tenure. A lecturer:  may or may not have a terminal degree;  initially receives a one-year term appointment, then dates of notification as described Emmanuel College Faculty Handbook | August 2014

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for all non-tenure track faculty; carries a 4/4 teaching load for full-time (can be part-time); meets teaching and service (including advising) requirements; and undergoes annual departmental and an administrative review after five years if appropriate.

Senior Lecturer In the fall of their 6th year, lecturers may apply for promotion to Senior Lecturer. They will be evaluated by the following categories:  Quality of teaching;  Engagement with the College and its mission;  Professional conduct and collegiality.

Notice of non-reappointment will be given in writing as described in section Non-Reappointment of Non-Tenured Faculty.

Adjunct Faculty Adjunct faculty appointments are not tenure track, do not have tenure, are not ranked and are not full-time.

An adjunct (per-course) faculty member  receives a per-course assignment;  ordinarily teaches no more than two courses per semester;  ordinarily has no other faculty duties and responsibilities, except those listed below and on page 43;  receives no fringe benefits or tuition remissions;  is not entitled to privileges of any ranked or full-time faculty except academic freedom;  is not entitled to tenure or leave, except as required by law; and  is evaluated under the criteria on page 26.

Prior to appointing an adjunct faculty member to a full-time faculty position, appropriate search procedures as outlined in the Policies and Procedures Manual, as amended from time to time, will be followed.

Faculty Contract Term Full-time faculty contracts are generally for 9 months beginning September 1 and ending May 31. The academic teaching calendar determines responsibilities and holidays for faculty of teaching and service Payment of Salary for Faculty with 9-Month Academic Year Appointments The Faculty Member shall be paid an annualized salary payable monthly from September 1st through August 31st. This appointment, and the faculty member’s employment by the Emmanuel College Faculty Handbook | August 2014

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College during the term of this appointment, shall be governed by and subject to the terms and conditions specified in Part II of the 2014 Emmanuel College Faculty Handbook and amended from time to time.

Initial Appointment and Annual Renewal Letters Initial Appointment Letter – All Faculty An appointment letter sets forth the terms and conditions of a faculty appointment at the time the faculty member is hired. All appointment letters must be approved by the President and will state the position/rank, department, term of appointment, annualized salary, teaching load, advising duties, and information regarding the federally required Employment Eligibility Verification Form (I-9).

Initial Appointment Letter – Tenure-Track In the case of a tenure-track appointment, the appointment letter will also indicate the Tenure Decision Year, known as the “TDY,” the year of midpoint review, if applicable (for P&T detail see section Promotion and Tenure Procedures, Policies and Requirements), Also, the appointment letter for a tenure-track faculty member with service at other institutions must indicate the amount of prior service at other institutions that will be credited toward the probationary period at the College, if any, as well as the TDY and the year of mid-point review, if applicable.

Renewal Letter for Tenure-track, non-tenure-track and Tenured Faculty After the initial hire, the College may offer continuing tenure-track faculty members renewal letters each year. The College shall offer tenured faculty members renewal letters each year except as provided in the Faculty Handbook. A renewal letter will state the position/rank, department, term of appointment, annualized salary, teaching load and advising duties of the position. Renewal letters shall be sent by July 1st.

Locus of Appointment The locus of any appointment is the department to which the faculty member is appointed, unless otherwise provided in the letter of appointment itself. Faculty granted tenure by the Board of Trustees prior to June 30, 1989, shall not be covered by the preceding sentence.

Recruitment and Appointment of Faculty Recruitment See Human Resources Website (link provided) Authority for Appointment and Reappointment Sole authority to appoint and re-appoint faculty members is vested in the President and the Board of Trustees. In accordance with established procedures, the Vice President of Emmanuel College Faculty Handbook | August 2014

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Academic Affairs recommends such appointments or reappointments to the President who has the final authority in all such matters subject to Board approval.

Equal Employment Opportunity See Human Resources Website (link provided) Terms of Appointment The precise terms and conditions of every appointment are provided in the letter of appointment, a copy of which will be put in the individual’s official human resource/personnel file.

Academic Appointments All full-time faculty members will receive an annual letter of appointment by July 1 and will return their signed letters to Office of Academic Affairs on or before September 1.

A copy of the letter of appointment will be placed in the faculty member’s human resource/personnel file Reappointment Reappointment of full-time tenure-track or non-tenure-track appointment faculty is recommended by the Vice President of Academic Affairs in consultation with the department chair and the appropriate dean.

Human Resource/Personnel Records Personnel File Massachusetts state law grants employees access to their human resource/personnel records, but that law does not apply to those who are employed (or were formerly employed) by a private college in positions that may lead to tenure, are tenured, or which involve responsibilities similar to those in tenure-track positions.

Although private colleges are not covered by the Massachusetts state law regarding access to personnel records, current and former Emmanuel College faculty shall enjoy access to their human resource/personnel record, with the following exception: letters of reference, documents created or acquired by the Trustees, the President, the Vice President of Academic Affairs, the Academic Deans and the members of the Faculty Promotion and Tenure Committee in conjunction with a review for promotion and tenure are confidential both by nature, and by the terms of the Faculty Handbook, and shall remain confidential.

Employees may review their human resource/personnel record by submitting a written request to the Office of Human Resources. The employee will be provided the opportunity to review his/her record within five (5) business days of receipt of this request. This review Emmanuel College Faculty Handbook | August 2014

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will occur at the Office of Human Resources during normal business hours. Similarly, if an employee submits a written request for a copy of his/her human resource/personnel record, the copy will be made available within five (5) business days of the receipt of the request.

Any such copies will be made by the Office of Human Resources at the faculty member’s expense.

The documents that should be in each ranked faculty member’s file include  letter of application (originals);  appointment, re-appointment, promotion and tenure;  personal data information (race, sex, date of birth, marital status, etc.);  hiring transaction documents (payroll notices, etc.);  performance reviews and evaluations;  payroll change documents (salary increases or changes, changes in status);  a copy of the faculty member’s appointment letter;  faculty member’s credentials and curriculum vitae; and  information the faculty member wishes to place in this file on professional background or accomplishments.

This file is available only to the President, the Vice President of Academic Affairs and his/her professional staff, the appropriate academic dean, the individual faculty member, the Office of Human Resources and others specifically authorized by the President or the individual faculty member. Faculty files should not be removed from the Office of Human Resources unless authorized by the Director of Human Resources or the Vice President of Academic Affairs.

Further, the College may permit access to and copying from such files in connection with investigations, hearings, or other proceedings pending before the College, government agencies, the courts, or otherwise necessary in pursuance of legitimate College business.

A separate file for each per-course and special appointment faculty member will be maintained by the Vice President of Academic Affairs and will contain the above documents where applicable.

Evaluation of Faculty Performance The evaluation processes of Emmanuel College are means by which members of the faculty can obtain constructive and balanced information which will enable them to better fulfill their academic responsibilities and by which the College may better determine its relationship to the faculty member. Faculty are evaluated in the context of the College’s mission and the faculty member’s contribution to furthering that mission. These processes include an annual evaluation, third-year review, applications for promotion and tenure and post-tenure review, as applicable.

The evaluation of any faculty member shall be disclosed and fully shared with the faculty member as outlined below. Faculty members have the right to respond to any evaluation and

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have the response kept in their file with the Vice President of Academic Affairs as applicable.

Professional Conduct and Collegiality Faculty are expected to uphold professional standards and exhibit professional behavior at all times. Faculty are expected to adhere to the College’s policies and procedures. Faculty are expected to exhibit and sustain a culture of academic integrity. Professional conduct and collegiality is expressed by appropriate, respectful and constructive interactions with one’s colleagues and students. All members of our community are entitled to and responsible for maintaining an environment of civility that is free from disparagement, intimidation and discrimination. As an educated community Emmanuel College expects that all will have tolerance for others’ opinions, accept diversity, value inclusivity and be civil in dealings with each other.

Mindful of its responsibility to the academic profession and to the College community, the FTPC (Faculty Promotion and Tenure Committee) will not recommend a candidate for promotion and/or tenure when clear evidence indicates that her or his behavior fails to uphold appropriate professional conduct, collegiality, and academic integrity and would adversely affect in a significant way the functioning and/or morale of the College. It is not unprofessional conduct or a lack of collegiality to exercise one’s rights to academic freedom whether on campus or off campus.

Evaluation Criteria The criteria by which faculty are evaluated are listed below. These areas and criteria apply to all aspects of evaluation including annual evaluations, third-year reviews, promotion and tenure decisions, and post-tenure review, as applicable.

Teaching Effectiveness Quality teaching is one of the most important attributes of a faculty member and it is expected of all faculty. Excellence in teaching is a critical factor in a successful application for promotion and tenure. Many characteristics contribute to teaching effectiveness and excellence and include, but are not limited to, the following:  Commitment to her/his students and to her/his subject.  Effective contribution to students’ intellectual/creative development, e.g., syllabi, independent study, artistic performance, recent graduates’ records of study, performance of work.  Activities related to the quality of teaching.  Command of one’s subject.  Knowledge of the relationship of one’s discipline to the liberal arts and sciences traditions.  Knowledge of current developments in one’s discipline and pedagogy.  Ability to relate one’s subject to other areas of knowledge.  Skill in communicating with students; ability to plan and execute a substantive, wellorganized course.

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   

Ability to stimulate and broaden student interest in the subject matter.

Ability to utilize effective teaching methods and strategies.

Integrity, open-mindedness and objectivity in teaching.

Receptivity to and implementation of the result of constructive criticism.

Demonstration of teaching effectiveness can include, but is not limited to, the following evidence:  Self-evaluation.  Evaluations by Department Chair, and/or appropriate dean.  Syllabi.  Classroom observations.  Student evaluations.  Evidence of student work, including written work and artistic performances.  Further course work or other continuing education in one’s field.  Participation in seminars and/or workshops on teaching skills.

Faculty members have an obligation to advise students in their classes about class work and to serve as advisors for students majoring in their area if applicable. Characteristics which contribute to excellence in advising include, but are not limited to, the following:  Ability to communicate with students.  Availability to students.  Ability to help students select a course of study appropriate to their interests and abilities and to the aims of a liberal arts and sciences and professional education.  Ability to assist students in academic planning (fulfilling all requirements for their degrees or certification by outside agencies).

Demonstration of effectiveness in advising should include, but is not limited to, the following evidence:  Self-evaluation.  Evaluations of Department Chair, and/or appropriate dean.  Peer evaluations.  Student evaluations.  Participation in workshops or seminars designed to improve advising skills.

Scholarship/Professional Achievement Depending on the type of appointment, it is expected that faculty members at Emmanuel College demonstrate active and continuing commitment to the work of their discipline: that they produce work which is read, seen, critiqued or witnessed by professional peers outside the College; and that they participate in professional activities within their discipline. Such engagement is essential to the intellectual vitality of the College community including students and colleagues. Furthermore scholarly engagement and professional achievement contribute to the perceived quality of the College in the community at large. Active involvement in the intellectual and scholarly developments in a discipline enhances and informs one’s teaching. Because what is considered appropriate scholarship/professional achievement may vary from discipline to discipline, research, performance or creative work should be evaluated in terms of its quality and its significance to the particular discipline as recognized by qualified peers in the field.

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Scholarly activity and professional achievement may include, but is not limited to, the following:  Sustained inquiry in an area of one’s discipline.  Scholarly productivity demonstrated by publications or, where appropriate, artistic works and performances.  Nominations for or award of research grants and projects.  Presentation of research findings at professional meetings.  Willingness to share expertise with the College community.

Demonstration and evidence of excellence in scholarship/professional achievement should include, but is not limited to, the following types of evidence:  Documented, self-report of activities.  Evaluation or statements by professional peers.  Juried publications.  Citation of research in other works.  Grant submissions.  Award of grants, prizes, or commendations.  Demonstrated skill in methods of scholarship associated with one’s discipline.  Exhibitions or performances of creative work.

All faculty members have an obligation to maintain a high level of professional competence and to keep current with developments in their field. Faculty members are encouraged to support and be active in appropriate professional organizations. Service activities in support of the profession include, but are not limited to, the following:  Appointment in a scholarly capacity to a state, regional or national post.  Participation in professional organizations (e.g. attendance at annual meetings)  Leadership position in professional organizations.  Reading papers (whether research or not) before learned societies.  Service in the individual’s professional area as a consultant or resource person.  Reviews of scholarly and creative work.

Documentation includes, but is not limited to, the following evidence:  Self-report of activities, with appropriate documentation and, where not self-evident, of time spent engaged in these activities.  Review of testimony by professionals.  Award of fellowship, grants or other recognition.  Election or appointment to a scholarly or professional post.

Engagement in the College and Community Emmanuel College believes that the faculty is a core part of the institutional identity and therefore faculty are expected to participate in the strategic, operational and visionary plans of the institution. Emmanuel College depends upon its faculty for contributions to the academic and student life of the College beyond the classroom. These contributions include advising and mentoring students, engagement with his or her department, curriculum development and assessment at and beyond the level of the department, effective committee work, assisting in admissions efforts, and participating in College panels and events.

Engagement in the College and community may include, but is not limited to, the following: Emmanuel College Faculty Handbook | August 2014

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         

Active involvement in the mission of the College that manifests in teaching, scholarship and engagement.

Active participation on departmental committees, attendance at departmental meetings, and participation in the decision-making and curriculum development processes; self-studies and departmental reviews.

Participation in College activities such as attending all-College events (e.g.

Convocation, Baccalaureate, Commencement), planning days and campus-wide lectures and assisting with admissions events and initiatives.

Leadership in areas of College life or governance, faculty development, or curriculum design and assessment.

Appointment as a chair of a program or department or a committee or a director of a program.

Acting as a representative of the College to the regional, national or international community.

Advising a student organization.

Moderating student activities and panels.

Planning and/or participating in extracurricular student activities that promote student engagement.

Planning and/or participating in curricular-related enrichment activities outside normal course offerings.

Demonstration and evidence of engagement activities should include, but are not limited to, the following types of evidence:  Evaluation by department chair and/or appropriate dean.  Committee or committee chairperson evaluation, or assessment by the supervisor of an activity report from outside sources.  Self-report of activities and, where not self-evident, of time spent.  Assessment by other College units (e.g. Student Affairs, Academic Advising, Admissions, etc.).  Letters of reference from organizations, students, student groups and colleagues.

Annual Evaluation Each year, department chairs are expected to complete an evaluation of all faculty in his or her department. Chairs, or her or his designee, will conduct a classroom observation of each faculty member including per course (adjunct faculty) each and the chair will review all course evaluations. Part-time and full-time faculty are required to complete an annual selfevaluation and the chair will write an evaluation of all part-time and full-time faculty. Chairs submit these materials as part of the annual departmental report. The appropriate academic dean will be responsible for reviewing these evaluations and including them in the appropriate files. Administrators who teach shall be evaluated by the department chair or by a full professor when appropriate in the same manner as other faculty in the department.

The appropriate dean, or faculty designee, will evaluate the department chair as a faculty member as described above. The appropriate dean will evaluate the department chair in his or her role as a department chair as described on page 6.

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Third-Year Review Faculty in ranked positions receive a substantial review during the fall semester of their third year. The purpose of this review is to determine if the faculty member is proceeding appropriately toward a positive tenure decision and promotion, if they are on the tenuretrack, or towards reappointment and promotion, should they be in a non-tenure-track ranked position. Faculty undergoing a third-year review must submit a cover letter, a current c.v., and copies of their annual self-evaluations and chair evaluations for the previous two years. Additional material organized around teaching effectiveness, scholarship/professional achievement, and engagement in the College and community may be submitted.

The third-year review is carried out by a team of three faculty members at the associate professor level or above. At least one of the team members must be from outside the faculty member’s department. The department chair in consultation with the academic dean and the faculty member chooses this team. If appropriate, a faculty member from another institution may be invited to serve on the team. One member of the team designated by the department chair will serve as the chair.

The third-year review committee and the appropriate dean provide the faculty member with recommendations for professional development. The faculty member should work with the department chair, the faculty development committee, and appropriate dean to develop a plan to enhance and strengthen the faculty member’s professional development. The faculty member recognizes that implementing these recommendations does not guarantee future granting of tenure or promotion.

The College reserves the right to notify the faculty member that they will not be issued a contract for the following year as outlined on page 38.

Post-Tenure Review In order to remain competitive in the higher education environment and to maintain an outstanding, vibrant and relevant Emmanuel College community of teachers and scholars, the College will review all tenured faculty every five years after tenure. Post tenure review ensures that faculty continue to receive support for their professional development and that their work continues to be aligned with the needs of the College. Post tenure review does not consider whether the previously tenured faculty member would meet current standards for the awarding of tenure but rather is a natural extension of the College’s process of annual faculty evaluation as specified in the Faculty Handbook. While post-tenure review is not a revalidation of the award of tenure, many criteria of the tenure policies remain relevant in judging the performance of tenured faculty. Continued accomplishments in teaching effectiveness, scholarship/professional achievement, and engagement with the College and community will be evaluated.

Administration will initiate this process by notifying eligible faculty by the first day of class of the academic year. This evaluation will be conducted either by the department chair, another tenured faculty member or appropriate dean, as decided in consultation between the faculty member and the administration. The faculty member should provide a statement Emmanuel College Faculty Handbook | August 2014

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summarizing his or her teaching effectiveness, scholarship/professional achievement, engagement with the College and community and contributions to the mission of the College by May 30. The reviewer will be provided access to the faculty member’s curriculum vitae, annual self-evaluations, classroom observations, chairs evaluations, sample syllabi, and course evaluations for the last five years.

The reviewer will provide the faculty member with a letter outlining the strengths of the faculty member, areas of possible improvement, and recommendations for further professional development by September 15. The faculty member should work with the department chair and appropriate dean to develop a plan to enhance and strengthen the faculty member’s professional development.

The final report should be forwarded to the appropriate academic dean by September 15.

The academic dean will review all submitted materials, and meet with the faculty member to discuss his or her evaluation and plan for professional development. For any areas in need of improvement, a written plan will be implemented with defined timelines and objectives.

Faculty may respond to post-tenure evaluation in a written letter, which shall be filed with the written plan, if there is one. Post-tenure review is not a dismissal policy and should not be viewed as such. Please refer to page 42 for dismissal policies and procedures.

Professional Development Plan at Emmanuel An individual program of professional development is important in the overall evaluation process. In order to make a plan of program development, faculty members must know the long- and short-range curricular plans of the College.

Each faculty member is responsible for an individual program of professional development in collaboration with the department chair, the Faculty Development Committee, and the appropriate dean. This program should be in accord with his or her personal abilities and needs to take into account both the College’s and the department’s long-range and shortterm goals. The annual review process should include discussion of this plan between chairs and faculty.

Promotion and Tenure Procedures, Policies, and Requirements The FPTC makes recommendations for promotion to the ranks above Assistant Professor on the basis of its review of the individual faculty member’s case. The definitions of the ranks and the additional criteria used by the FPTC in considering promotions to them are those on pages 17-18 and the requirements listed below on pages 31-32 and the standards for evaluation listed on pages 32-34. All full-time ranked faculty members are eligible to apply for promotion. In all cases of promotion and tenure decisions, the candidate must demonstrate appropriate professional conduct and collegiality at all times.

Granting of tenure or promotion by change in academic rank of a faculty member results in the recognition by the College of superior professional achievement and the expectation that this level of attainment will be sustained or exceeded in the future. The primary consideration in evaluating the record of achievement shall always be the degree to which

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this achievement improves the academic quality of the College. Only faculty on tenure-track contracts may apply for tenure.

All requests for promotion and tenure should initially be presented to the FPTC. In accordance with the following guidelines: the FPTC makes recommendations to the Vice President for Academic Affairs, who, with the Administrative Review Committee, makes a recommendation to the President. Final decisions are made by the Board of Trustees upon recommendation of the President.

The purpose of tenure at Emmanuel College is to ensure a stable, high-quality professional faculty that is dedicated to implementing and enhancing the mission of the College “to educate students in a dynamic learning environment rooted in the liberal arts and sciences and shaped by strong ethical values, a commitment to social justice and service, the Catholic intellectual tradition and the global mission of the Sisters of Notre Dame de Namur.”

Tenure is defined as the assurance of academic appointment until retirement, unless terminated for causes stated on page 41-42. Tenure is intended to provide a means of ensuring full academic freedom in the teaching of a faculty member’s subject matter area within the context of the mission of the College.

Tenure is granted to faculty who have, on the basis of past performance, demonstrated high potential for continuing contributions to the goals of Emmanuel College. The granting of tenure, although based on demonstrated potential for being a mature scholar, also depends upon Emmanuel College’s needs and priorities in the faculty member’s particular field of endeavor. The Board of Trustees, upon the recommendation of the President, decides whether to grant tenure. The granting of tenure automatically confers at least the rank of Associate Professor.

A decision of whether to grant tenure is normally made at the end of the maximum pretenure decision period (considered to be a probationary period), which is defined as the equivalent of six years of tenure-track appointment at Emmanuel College, of which at least four are at the rank of Assistant Professor or higher. Faculty who have had full-time teaching experience at other accredited academic institutions at the level of Assistant Professor or above may qualify for a reduced pre-tenure decision period. Any such reduction must be stated in writing at the time of initial appointment at Emmanuel. Normally, a maximum of two years of such service may credit toward their probationary period at Emmanuel.

Under certain circumstances, a probationary period may be waived and, upon approval of the President, an individual may be hired with tenure. An individual will be hired with tenure only if he or she has an especially substantial record of accomplishment.

A leave of absence of not more than one year, granted by the President for academic reasons, shall credit toward the pre-tenure probationary period provided that the leave of absence results from significant post-doctoral grants or appointments to positions in educational institutions of recognized standing, or that, during the leave of absence, the faculty member has made a substantial contribution to her/his field.

The pre-tenure probationary period is suspended during an approved leave of absence for a family or medical leave or during a period in which the faculty member serves the College as a full-time administrator. The pre-tenure probationary period may also be suspended under Emmanuel College Faculty Handbook | August 2014

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exceptional circumstances at the request of the faculty member and with the approval of the President. Normally, the probationary period may not be suspended for an aggregate of more than two years.

With the exception of the approved pre-tenure probationary suspensions as noted above, no individual hired on a tenure-track contract may remain as a member of the Emmanuel College faculty for longer than the maximum pre-tenure decision period plus one year’s notice, unless granted tenure.

It is not intended that the failure in any part of the tenure procedures described in the Faculty Handbook should automatically result in the granting of tenure, thereby bypassing the important evaluation process. If there has been a failure in any part of the tenure procedures that has resulted in the individual being notified of the denial of tenure and placed on a terminal contract, the individual may request that the failure be corrected and that the tenure review process be completed. This does not, however, in any way alter the fact that the individual is on a terminal contract while the review process is being completed.

Faculty Promotion and Tenure Committee Procedures Meetings will be held during the academic year at the discretion of the committee chairperson and/or at the request of at least three members of the committee.

Five members of the committee will constitute a quorum. Five affirmative votes of members are necessary for the recommendation of a candidate for promotion or tenure. All seven members of the FPTC must vote on promotion and tenure decisions. All other business requires a majority vote of those present.

If the committee finds that a case involves one of its members in a conflict of interest, the member concerned must absent himself/herself from the deliberations of the case and cannot vote on it. The committee, however, may invite the disqualified member to present information concerning the case. In the event of the disqualification of a member due to conflict of interest, the President or Faculty Senate, as applicable, will make an ad hoc replacement from a list of active faculty members who have served formerly on the committee. If a faculty member, submitting an application for promotion and/or tenure to the FPTC, feels a member should recuse himself or herself from voting on the case, they will ask the academic dean to contact the FPTC. The committee chair, or other presiding officer, shall ensure that no business is transacted in the name of the committee unless a quorum is present. No member of the FPTC will, without the prior consent of the committee, represent that any act or opinion of his or hers is the act or opinion of the FPTC. Deliberations and proceedings of the FPTC are confidential. The summary minutes of meetings are confidential. Letters of reference and evaluations from sources internal or external to the College are confidential in the sense that the identity of the reference or evaluation will be protected to the extent permitted by law.

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Requirements for Promotion Associate Professor  Doctoral degree (earned from an institution of recognized standing) or its professional equivalent. (See page 17)  A minimum of six academic years full-time teaching in an accredited college or university (or its equivalent), at least four of which are at the assistant professor level at Emmanuel College.  Quality teaching (evaluated according to the criteria on pages 23-24)  Scholarship/Professional achievement. (See pages 24-25)  Engagement with the College and its mission. (See page 25-26)  Professional conduct and collegiality. (See page 23)  For promotion to associate professor, the candidate must be evaluated as being strong in two categories and show a pattern of significant achievement in the third.

The categories are quality teaching, scholarship/professional achievement and engagement with the College and its mission.  External professional evaluations. The candidate may make suggestions for outside evaluators, but evaluators shall be selected by the committee at its discretion.

Candidates can inform the FPTC why they put forward the particular names. The evaluators will be asked to comment on both the candidate’s scholarship/ professional achievement and her/his capacity for scholarly growth and success in keeping current with developments in her/his field.

Professor  Doctoral degree (earned from an institution of recognized standing) or its professional equivalent. (See page 18)  A minimum of 10 academic years of full-time ranked teaching in a regionally accredited college or university (or its equivalent) with a minimum of six years of full-time teaching at the rank of associate professor, at least three of which are at Emmanuel College.  Quality Teaching (evaluated according to the criteria on pages 23-24)  Scholarship/Professional achievement. (See pages 24-25)  Engagement with the College and its mission. (See pages 25-26)  Professional conduct and collegiality. (See page 23)  External professional evaluations: All candidates for promotion to the rank of full professor may recommend external evaluators but the FPTC will select the three evaluators at its discretion. Candidates can inform the FPTC why they put forward the particular names. The evaluators will be asked to comment on both the candidate’s scholarship/professional achievement and her/his capacity for scholarly growth and success in keeping current with developments in her/his field.  For promotion to full professor, the candidate must be evaluated as being outstanding in all categories: quality teaching, scholarship/professional achievement and engagement with the College and its mission. Since promotion to Associate Professor, the candidate must have demonstrated continued, outstanding scholarship. For those on the tenure-track, candidates can only apply for promotion to full professor at the same time as they apply for tenure, or after they have gained tenure. No tenure-track professors will gain the status of full professor without tenure.

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Standards for Promotion The requirements for promotion will be judged by the FPTC according to teaching effectiveness, scholarship/professional achievement, and engagement with the College and its mission. 

Teaching effectiveness: Quality teaching is a critical factor in a successful application for promotion. The committee looks for demonstration of commitment to students’ intellectual development; depth and currency of knowledge of one’s discipline; communication skills; ability to plan and execute substantive and challenging courses; integrity and open-mindedness in presentation of subject matter; and availability to advise students in their course work, major requirements, college requirements and post-college plans.

Evidence to be submitted in support of teaching include self-evaluations, classroom observations, recent annual reports, chair evaluations, course syllabi, course materials including exams, assignments, grading patterns, student evaluations, participation in activities related to teaching and advising, course development projects and alumni letters.



Scholarship/professional achievement: It is expected that all faculty members at Emmanuel demonstrate active and continuing commitment to the work of their discipline: that they produce work which is read, seen, critiqued or witnessed by professional peers outside the College; that they participate in professional activities within their discipline. Such engagement is essential to the intellectual vitality of the College as it is experienced by students, colleagues and the entire community. It furthermore contributes to the perceived quality of the College in the community at large.

Evidence presented to demonstrate such scholarship/professional achievements and activity include: ˃ For promotion to associate professor: Applicants for promotion to associate professor are expected to demonstrate that they are actively participating in and contributing to their professional field as measured by accepted standards in the discipline. Examples of professional achievement of this requirement include: receipt of grants for research, presenting papers at professional conferences, organizing conferences, publishing in peer-reviewed journals and edited monographs, monographs, juried exhibitions and performances, consulting, and activities which bring one’s professional expertise to serve the larger community and society. ˃ For promotion to full professor: Applicants for promotion to full professor are expected to demonstrate continuing and significant contribution to their professional field; outside evaluation of scholarly

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work is required. Evidence of such achievement consists of the same types of activities as required for promotion to associate professor, but with a special emphasis on publications or their professional equivalent beyond those materials submitted for promotion to associate professor listed above. 

Engagement with the College and its mission: Emmanuel College must necessarily depend upon its faculty for contributions to the life of the College beyond the classroom. These contributions include effective committee work, assisting in admissions efforts, curriculum development and assessment at and beyond the level of the department, participation on College panels, etc.

Evidence of engagement with the College, its mission and with the community can include self-report of activities, chair and colleague evaluations, committee chairperson evaluations, letters from Emmanuel students or student groups, letters from relevant administrators and/or external constituents or organizations, and participation at departmental and all-College events.

Requirements for Tenure       

Doctoral degree (earned from an institution of recognized standing) or its professional equivalent.

Six academic years of full-time college teaching, at least four of which are at the assistant professor level or higher at Emmanuel College. Applications must be made during the 6th year of tenure-track teaching.

Quality teaching.

Scholarship/Professional achievement.

Engagement with the College and its mission.

Professional conduct and collegiality.

Assurance of a commitment and promise to continue significant contribution in the areas of quality teaching, scholarship/professional achievement, engagement with the College and its mission and professional conduct.

The College’s criteria for evaluation of faculty performance are set forth on pages 23-27.

Standards for Tenure The same classifications of quality teaching, scholarship/ professional achievement, engagement with the College and its mission, professional conduct and collegiality, and all specific criteria listed in the Faculty Handbook for promotion decisions also apply to tenure decisions. Promotion and tenure, however, represent significantly different commitments by Emmanuel College. Candidates for tenure must demonstrate academic excellence and must be evaluated as being strong in all three standards: teaching effectiveness, scholarship/ professional achievement, and engagement with the College and its mission. In all cases of tenure decisions, the candidate must also demonstrate professional conduct and collegiality as described above. Evaluative criteria for tenure shall include, in addition to those listed

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above for promotion, the candidate’s promise for future professional development and the long-range needs and priorities of the College in the faculty member’s field of endeavor.

Only faculty members who have tenure-track contracts are eligible to apply for tenure.

Procedures for Promotion and Tenure Applications In accordance with the following guidelines, the FPTC makes recommendations to the Vice President of Academic Affairs, who, with the appropriate dean(s), makes a recommendation to the President. The decision to grant promotion and/or tenure is made by the Board of Trustees upon the favorable recommendation of the President.

The sequence for the process of Promotion and Tenure applications is as follows: 

FPTC process guidelines with complete instructions for candidate dossiers will be provided each year by May 1 to each department chair. Faculty members who intend to apply for promotion and/or tenure in the following academic year need to notify the appropriate academic dean by May 30. The appropriate academic dean will then forward this list to the FPTC by July 1.

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The candidate must submit an application by the first day of the fall semester to the Academic Affairs Office on behalf of the FPTC. This document will state how s/he meets all the requirements and standards required for rank and tenure as defined by the Handbook. The FPTC will provide the Vice President of Academic Affairs a list of all applicants by September 15. Faculty members with tenure-track appointments must apply for tenure during the sixth year on the tenure track, unless application is delayed for reasons delineated in the Handbook. Applications for promotion to professor may be presented during the sixth year of teaching at the associate professor level, unless application is delayed for reasons delineated in the Handbook.

Faculty with ranked, non-tenure-track appointments may apply for promotion when they have met the requirements outlined above.

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The candidate is responsible for providing a dossier with materials on which the case will be based, including the following: ˃ A formal application completed by the candidate on the form provided by the FPTC. ˃ A complete curriculum vitae. ˃ Course syllabi. ˃ A letter from the chair of the applicant’s department shall be sent by the chair to the chair of the committee. The candidate’s department can decide if the letter will provide a summary of departmental feedback. If the applicant is the chair, then another member of the faculty, preferably a department member, shall write the letter. ˃ Letters of reference, which must be sent directly from the sender to the chair of the committee. ˃ Other documentation and additional supporting evidence pertinent to the evaluation of the candidate’s application.

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˃ The candidate may suggest external evaluators to the FPTC for this process.

Candidates may inform the FPTC why they put forward the particular names. The suggestions must be sent directly to the FPTC by the first day of class of the fall semester or included in their dossier. FPTC may use the list to recruit the evaluators, if the committee so choses. ˃ Unsolicited letters are not accepted, read or utilized by the FPTC. Any unsolicited letters shall be forwarded, unopened, to the VPAA. 

The FPTC will meet and consider candidates’ material and external evaluations.

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The candidate may provide the committee with updates to any pending scholarship matters referred to at the time of their original application (for instance, the receipt of a pending grant, a journal acceptance on a previously submitted article, or the acceptance of an art work for an exhibition) during the committee’s deliberation period (September 5 to February 1). The committee, in turn, may request that the applicant and/or members of his/her department appear before it to secure relevant information.

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The FPTC will seek three outside evaluators for applications that request the granting of tenure, for promotion to professor or in any case in which the FPTC feels clarification would be necessary or helpful. The evaluators will be asked to comment on both the candidate’s scholarship/professional achievement and her/his capacity for scholarly growth and success in keeping current with developments in her/his field. All outside evaluations and letters of references will be held in confidence to the extent permitted by law.

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The FPTC will send a letter on or before February 1 indicating its recommendation to the candidate and to the VPAA. The VPAA and the President will also be notified of the FPTC’s recommendation and its reasons at this time.

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In the event of a decision not to grant promotion and/or tenure, the FPTC shall provide general reasons in a written letter for that decision. These reasons should help the candidate to prepare an appeal, if the candidate wishes to appeal. In providing said reasons for denial, the confidentiality of deliberations, external evaluations and letters of reference shall be preserved.

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Three officers of the FPTC or their alternates will meet with the Vice President of Academic Affairs and appropriate dean(s) to review all cases, whether the recommendation by the FPTC is positive or negative, on or before February 15. By March 7, the VPAA and appropriate dean(s) make a recommendation to the President for each candidate.

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If the recommendation of the FPTC is negative, the faculty candidate can request that the FPTC reconsider this recommendation.

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Reconsideration of the FPTC recommendation: Purpose: To determine if there has been a violation of the College’s academic freedom policies or if a procedural error has occurred in the FPTC proceedings, or if Emmanuel College Faculty Handbook | August 2014

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the FPTC failed to adequately assess a component or components of the candidate’s portfolio. There are three grounds upon which to request a reconsideration: ˃ An alleged violation of the faculty member’s academic freedom. ˃ An alleged procedural error (for example, failure to follow the procedures outlined in the Faculty Handbook). ˃ A reconsideration request may be based on the candidate’s assertion that the committee “failed to adequately assess a component or components of the candidate’s portfolio.” This could include the candidate’s engagement (service), scholarship, collegiality and/or teaching. 

For a reconsideration of the FPTC recommendation: The faculty candidate must ordinarily notify the chair of the FPTC in writing by February 6 that he or she intends to ask for a reconsideration. All three officers of the FPTC will meet with the candidate within seven calendar days of receipt of the request for a reconsideration in order to discuss the basis of the vote. The faculty member will then, if he/she chooses, send a letter formally requesting the reconsideration to the FPTC within 14 calendar days from the meeting with the officers. This letter will provide the faculty member’s arguments for reversing the recommendation. The faculty member has the option to meet with the FPTC within seven calendar days of FPTC’s receipt of said letter. The FPTC will discuss the candidate’s request and forward the FPTC recommendation to the VPAA within seven calendar days, ordinarily.

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The FPTC and the VPAA will send the President all materials from the candidate, the chair’s letter, outside evaluator letters, other evaluator letters, unsolicited letters and a letter from the FPTC which explains the basis for their decision. The President will make her or his decision before the spring Board of Trustees meeting. When the President makes a recommendation that differs from the recommendation of the FPTC or the VPAA and appropriate dean(s), the President will meet with the FPTC and the VPAA and appropriate dean(s), as applicable, to discuss the reasons for the reversal of the recommendation. When the VPAA and appropriate dean(s) makes a recommendation to the President that differs from the FPTC, the VPAA and appropriate dean(s) will meet with the FPTC to discuss the reasons for the reversal of the recommendation.

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In the event of a second negative recommendation by the FPTC, or a negative recommendation by the VPAA and the appropriate dean(s), or a negative decision by the President, then the faculty member may send a letter of appeal directly to the President within two weeks of the negative decision. The President may convene the VPAA and the appropriate dean(s) to review the appeal. The candidate may then meet with the VPAA to discuss the recommendation.

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If the FPTC’s recommendation is positive, but the recommendations of the VPAA and of the appropriate dean(s) is negative, or if the recommendations of the FPTC and the VPAA and appropriate dean(s) are positive but the President’s decision is negative, then the entity denying promotion and/or tenure shall provide the general reasons in a written letter for that decision. These reasons should help the candidate to prepare an appeal, if the candidate wishes to appeal. In providing said reasons for denial, the confidentiality of deliberations, external evaluations, and letters of Emmanuel College Faculty Handbook | August 2014

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reference shall be preserved. The President will then send his or her recommendation, if it is positive, to the Board of Trustees for final approval. After approval by the Trustees, positive decisions shall be communicated by the President, first to the candidate and then to the College community. Ordinarily, the Board of Trustees makes its decisions at the Board of Trustees meeting at the end of the spring semester of the academic year. 

A negative decision by the Board of Trustees on all matters of Promotion and Tenure shall be final.

The Faculty Grievance Procedure and definitions (see page 54) do not apply to the promotion and tenure process. In lieu of that grievance process, promotion and tenure appeals, other than those based on formal claims of discriminatory acts prohibited by law or College policy, will be considered according to the process outlined above.

Claims of discriminatory acts prohibited by law or College policy shall be submitted by the candidate to the Office of Human Resources within 10 working days following the notification to the candidate of the tenure decision. The Office of Human Resources shall investigate and issue findings according to its procedures. A candidate should consult with the Office of Human Resources prior to the decision if s/he believes there has been prohibited discrimination. In order to minimize the potential impact of the alleged discriminatory act(s) on those making recommendations regarding the candidate’s promotion and/or tenure application, it is incumbent on a candidate to raise any allegation of prohibited discrimination with the Office of Human Resources as soon as a candidate believes that a discriminatory act may have occurred. During the promotion and tenure process, if a candidate brings such a claim to the attention of a member of the FPTC or an administrator, but not to the Office of Human Resources, the committee member or administrator must forward the claim of discrimination to the Office of Human Resources, which shall follow its normal investigative procedures. The Director of Human Resources, or her/his representative, shall notify the President and the Vice President of Academic Affairs within five (5) working days of receiving a complaint.

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Separation At times, Emmanuel College or individual faculty members may find it necessary to sever their relationship. To protect the interests of both parties, categories of separation are here defined, and the policies and procedures related to each are set forth.

Types of Separation:  Resignation.  Retirement.  Non-reappointment.  Reduction in force.  Termination for incapacity resulting from prolonged mental or physical illness.

Resignation Resignation is a severance action by which a faculty member voluntarily severs her/his relationship with the College. Because of the extreme hardship to the College community which is often caused by untimely resignations, all faculty members are expected to provide the earliest possible notice of an intent to resign. Except in unusual circumstances, resignation will be effective at the end of the academic year. Ordinarily, a faculty member gives notice to his/her chair and to the Vice President for Academic Affairs not later than April 1.

Retirement There is no mandatory retirement age. Benefits-eligible appointments are not available after retirement.

Non-Reappointment of Non-Tenured Faculty The decision not to reappoint a faculty member is not a dismissal for cause and is made at the sole discretion of the President at the conclusion of a stated appointment. The President shall act after receiving the recommendation of the Vice President of Academic Affairs, who shall have consulted with the appropriate academic dean and/or department chair.

Notice of Non-Reappointment of Ranked Non-Tenured Faculty and Non-Tenure-Track Faculty Notice of non-reappointment will be given in writing as follows:  The College will give notice not later than March 1 in the first academic year of service if an appointment expires at the end of that academic year.  The College will give notice at least three months in advance of its expiration if a one-year appointment expires during an academic year.  In the second academic year of service, the College will give notice not later than December 15 of the second academic year of service, if the appointment expires at the end of the calendar year; or, if the second year of

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service ends during an academic year, at least six months in advance of its expiration.

If the appointment expires at the end of the third or subsequent years, the College will give notice by October 15 or in the case of an appointment expiring at the end of the first semester of an academic year, no later than January 1 of the prior academic year.

When any such deadline is missed by no more than one month by mere inadvertence, the limit of the College’s responsibility is to provide an appointment for the faculty member equal to the time between the missed deadline and the date that the notice of non-reappointment is given. In other cases, the limit of the College’s responsibility is to provide an appointment for one year.

Reduction in Force Reduction in force is an action by which the College terminates the services of a ranked faculty member, either tenured or non-tenured, before the expiration of his or her current appointment for reasons other than the quality of his/her performance.

Reasons for reduction in force are  major changes in curricular requirements, academic program or department; or  decline in major, minor, or program enrollment; or  enrollment emergency; or  financial exigency.

Changes in Curricular Requirements, Academic Programs, or Departments in Whole or in Part Termination of a faculty member, either tenured or non-tenured, may occur as a result of major curricular changes including discontinuation of a curricular requirement, an academic program, or department, in whole or in part. (A “program” is an organized sequence of courses, such as the requirements for a major or special educational projects.)

Faculty terminated for reasons of changes as described here will receive notification in the same manner as described for Notice of Non-Reappointment of Probationary Tenure-Track and non-tenure track Faculty on page 38.

Enrollment Emergency If a sudden decline in enrollment occurs, the President in consultation with the Vice President of Academic Affairs, appropriate dean, and the officers of the Faculty Senate may declare a state of enrollment emergency. In such a situation the President and the Vice President for Academic Affairs in consultation with the appropriate dean shall endeavor to develop a plan to resolve the state of emergency. After an enrollment emergency is declared, the President shall follow the procedures outlined below in implementing any reductions in force.

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Financial Exigency Financial exigency is a rare and serious institutional crisis. Before any faculty member with tenure or without tenure is terminated during the term of appointment because of financial exigency, the Board of Trustees will declare that a demonstrable bona fide financial exigency exists. After a financial exigency is declared by the Board of Trustees, the President shall follow the procedures outlined below in implementing any reductions in force.

General Procedures Regarding Reductions in Force When financial exigency, enrollment emergency, or major changes in curricular requirements, academic programs, or a department in whole or in part necessitates the termination of faculty members with tenure or without tenure during the term of appointment, a serious institutional effort will be made to assist such faculty members to find employment either at Emmanuel College or elsewhere.

If a faculty member is terminated for reasons of financial exigency, enrollment emergency, or major changes in curricular requirements, or academic programs or a department in whole or in part, no replacement for his or her position will be hired within a period of two years unless the terminated faculty member has first been offered re-appointment under the terms and conditions then available and has been given at least one month, after written notice of the offer of reappointment, within which to accept the reappointment. It shall be the duty of a faculty member terminated as a result of a reduction in force to keep the College informed of his or her current address, and notice sent to the address by the College shall be presumed received if sent by registered mail or other carrier with return receipt requested.

Specific Procedures on Reduction in Force The Vice President of Academic Affairs and the appropriate dean shall make the recommendations to the President for the reduction, elimination or reorientation of program(s) or department(s). Where reductions in specific departments are contemplated, the department chair and Curriculum Committee will be consulted.

Termination of specific faculty shall be determined by the President upon recommendation of the Vice President of Academic Affairs. In making such recommendations, the Vice President of Academic Affairs shall safeguard the academic integrity of the College.

In the case of a reduction in force, because short notices and effective action are necessary, the following procedures may be followed: ORDER OF REDUCTION IN FORCE Once the President has determined the department(s) or academic program(s) to be affected, the decision of particular faculty to be terminated shall be made according to the following guidelines.

A. Prior to the Vice President of Academic Affairs making selection of involuntary reduction in force, the Vice President for Academic Affairs shall explore the following options:  Voluntary reductions of workload of faculty members with appropriate salary adjustments.  Voluntary retirement of faculty members.

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Voluntary reassignments of personnel to other college positions with appropriate salary adjustments.

B. In selecting faculty members for reduction in force, faculty members within the affected program(s) or department(s) shall be terminated in the following order unless program integrity would be adversely affected:     

Per-course faculty.

Part-time, non-tenured faculty.

Full-time non-tenured faculty.

Part-time tenured faculty.

Full-time tenured faculty.

Within the above ranked categories, the following order will be followed: lowest rank, lowest degree in rank, lowest seniority in rank.

Notice of reduction in force will be sent by registered mail or other carrier with return receipt requested.

Appeals of Reduction in Force A full-time faculty member who has been notified of reduction in force and who believes that his/her selection for reduction in force was not in accordance with above policies may appeal within 10 calendar days of the issuance of the reduction in force notice using the faculty grievance procedure to review the action for procedural defects (see page 54).

Termination for Incapacity Resulting from Prolonged Mental or Physical Illness Termination of a faculty member with or without tenure because the faculty member is and will be unable to perform the terms, conditions, and normal duties of his or her position due to prolonged medical or physical illness despite reasonable accommodation will be based upon substantial evidence.

Where the College has a reasonable basis for it, the College may request a faculty member to undergo medical and/or mental examination by an appropriate professional selected by the College, at the College’s expense. A copy of the report on whether or not the faculty member is fit for duty and will specify any accommodations that might enable the faculty member to perform the essential functions of the position will be furnished both to the faculty member and the College.

Dismissal for Cause Dismissal for cause at Emmanuel College is defined as a decision to terminate for the causes specified below a tenured faculty member or to dismiss a tenure-track or non-tenure-track appointment faculty member or other faculty member prior to the expiration of the appointment term.

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Adequate cause for dismissal at Emmanuel College shall be defined as either a violation or pattern of violations of the terms of the appointment, of the contractual portions of the Faculty Handbook, or of the individual’s other obligations to the College. Such violation(s) must be related, directly and substantially, to the fitness of the faculty member in his or her professional capacity as a teacher or researcher.

Cause for dismissal may be misconduct or dereliction of duty such as, but not limited to, neglecting regular and punctual performance of work, failure to maintain the level of training, knowledge, experience and contacts necessary to keep pace with developments in the individual‘s field, failure to observe academic or professional ethics, violations of the legitimate rules and regulations of the College, and violations of law constituting a felony or any incident involving moral turpitude.

Dismissal Procedure Cases of proposed termination by Emmanuel under the preceding paragraph, which cannot be resolved by mutual consent between the faculty member and the administration, will be considered by a committee of three tenured faculty members. One member will be chosen by the Faculty Senate, one by the Vice President of Academic Affairs, and one by the President. Before such a hearing, the faculty member involved shall be informed by the administration in writing of the reasons for the proposed dismissal. The faculty member shall have the opportunity to be heard in his or her own defense and shall be permitted to choose a faculty advisor who may act as counsel. Attorneys will not be allowed to attend the hearing. A record shall be made of the hearing and a copy filed in the Office of Human Resources. The committee, after due consideration of the matter, shall make recommendations for action to the President. The President’s decision will be final.

Temporary Suspension During the course of the dismissal procedure, the President may deem it advisable to suspend the faculty member with pay until final action is taken on the case.

Progressive Discipline Policy Dismissal for cause may, depending on the circumstances, be preceded by a written admonition by the appropriate administrative officer describing the alleged problem and warning that the faculty member’s employment is in jeopardy. The warning should also specify a period of time within which correction of the alleged problem is expected. If the problem persists or recurs, further discipline, up to and including dismissal, may be imposed.

The President may impose suspension for up to a full year, the total or partial discontinuance of all salaries and benefits, the suspension of all promotion and salary increments, and the temporary suspension or withdrawal of all faculty privileges.

In unusual circumstances, the President may take disciplinary action or initiate dismissal proceedings without previous citation or warning.

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Policies Regarding Faculty Obligations and Rights Faculty Responsibilities General Statement Membership in the academic profession carries with it responsibilities for the advancement of knowledge, the intellectual growth of students, and the improvement of society. Faculty must order and evaluate their activities in terms of their commitment to these goals, as well as in terms of their own personal and professional development.

Moreover, the faculty of Emmanuel College have a special obligation to understand the mission of this institution of higher learning, and to appreciate its unique characteristics and its philosophy and objectives. They should want to be associated with such an institution and should strive to improve the intellectual and practical effectiveness of the College.

A faculty member shall be responsible for carrying out his/her duties satisfactorily. The faculty member should also seek to improve his/her education and teaching, seek professional achievement in his/her academic discipline, and continue to support a liberal arts education.

As an educational institution, Emmanuel College does not wish to impose a rigid body of codified rules upon the members of its faculty. The College does, however, have certain legitimate expectations concerning the conduct of professional academics. The following statements outline in a general way the obligations incumbent on faculty members of Emmanuel College.

Adherence to College Regulations It is the responsibility of faculty members to adhere to College regulations and policies.

Principal Occupation A full-time faculty member is appointed with the expectation that he or she will be principally employed at Emmanuel College.

Course Offerings and Content All course offerings should be in accordance with the general requirements of Emmanuel College, the needs of the department majors and minors and the needs of students.

Faculty members are expected to conduct their classes in accordance with the college catalog at a level appropriate to the level of the assigned course. Each instructor is responsible for planning and presenting the assigned course material; establishing course objectives and requirements and making them known to students; providing a syllabus; selecting and ordering texts and supplemental materials; preparing, administering, and grading papers and examinations; and assigning grades.

Absence and Class-Related Duties Faculty are expected to hold the classes for the requisite period of time and to meet their classes punctually. If for a valid reason a faculty member is unable to meet this expectation, the faculty member shall make arrangements to offer alternate instruction to satisfy students’ expectations in a manner convenient to students. The method to be adopted shall be subject Emmanuel College Faculty Handbook | August 2014

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to approval by the program chair. If more than one week’s classes are affected, then the Vice President for Academic Affairs or the appropriate dean must approve the arrangements.

A faculty member must conduct his or her classes in accordance with the College’s nondiscrimination policy (see page 45). When grades or other evaluations of academic performance are required, a faculty member shall provide the College with such grades or evaluations of each student in terms of academic performance within the time specified by the Registrar. A faculty member shall return tests and required papers to students within a reasonable time with appropriate comment and/or grade.

Availability and Office Hours A full-time faculty member shall be regularly available on campus at least four (4) days a week during the academic year. A part-time faculty member shall regularly be available on campus in proportion to the percentage of time for which he or she is employed. Each fulltime faculty member should establish, post, and include in all syllabi at least four (4) office hours per week, distributed to be of maximum convenience to the students. Faculty will normally hold additional office hours during registration and examination periods. Office hours schedule is posted on the ECLearn course site.

Student Advising A fundamental objective of Emmanuel College is to assist students to develop their interests in order to reach their full personal and professional potential. The College emphasizes the role of its faculty in the academic advising of students. Each faculty member should consider the advising of students in academic matters a normal part of academic duties.

The central element in advising is a genuine and sustained concern for students as persons and for their academic growth. It is the duty of department chairs to allocate such responsibilities and to inform the individual faculty member of what is expected in the discharge of such responsibilities. No faculty member, administrator or other representative of the College shall make any representations to, enter into any agreements with, or act toward any student or other person in any manner that is not in conformity with established policies, practices and procedures as expressed in the Faculty Handbook, the Student Handbook, the Policies and Procedures for Human Resource Management and Development, as amended from time to time, or other published College documents.

Share in Governance In accordance with this Handbook, a faculty member shares responsibility for the governance of the College. Fundamentally, this governance is reflected in curriculum development and implementation, peer recruitment and review, and awarding of degrees. In addition, faculty participate in the governance of the institution through college committees, such as the Curriculum Committee, the Faculty Senate and its sub-committees, and departments; through faculty meetings at all levels of the College and by carrying out their responsibilities as faculty members; and through service in such positions as program or department chair.

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Recruitment of Prospective Students A faculty member shall cooperate with the admissions’ staff in appropriate ways, such as inviting visiting students into the classroom or laboratory, writing letters, calling prospective students and attending admissions events whenever possible Research Faculty conducting or supervising research with animal or human subjects will adhere to the applicable federal and state regulations, to the relevant teachings of the Catholic Church, to College policies, and to the ethical standards established by the major professional organization in one’s discipline for such work and as determined by the appropriate institutional review boards of the College.

Community Service The College encourages faculty members to apply their professional talents and unique capabilities in such areas of community service as consultant, resource person, lecturer and appointed or elected board member in political, religious, educational, arts, social and charitable organizations, in a manner that supports the mission and brings positive recognition to the College.

Code of Professional Ethics Although no set of rules or professional code can either guarantee or take the place of the faculty’s personal integrity, Emmanuel College believes that the “Statement on Professional Ethics” promulgated by the American Association of University Professors in April of 1966 and revised in June 1987 and 2009 may serve as a reminder of the variety of obligations assumed by all members of the academic profession.

Since all faculty members should strive to make these recognized standards of the profession an integral part of their professional and personal lives, the Statement is included in Appendix B on page 63 of this Handbook.

Emmanuel Policy on Sexual Harassment Emmanuel College is committed to a working and learning environment that is free of discriminatory intimidation. Sexual harassment will not be tolerated on campus. Therefore, Emmanuel College issued and distributed a policy of sexual harassment to all persons employed at the College as of January 2001 and to all new employees thereafter. Employees must acknowledge receipt and reading of this policy. This policy can be found on the HR website.

Discrimination Complaints or Harassment Emmanuel College is committed to a working and learning environment that is free of discriminatory intimidation. Any adverse action or personnel action or other act of discrimination based on race, color, gender, sexual orientation, age, creed, religion, national origin, marital status, Vietnam-era veteran status, disabled veteran status, or disability may be Emmanuel College Faculty Handbook | August 2014

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the basis for filing a complaint of discrimination. Claims of discriminatory acts prohibited by law or College policy shall be submitted to the Office of Human Resources. The Office of Human Resources shall investigate and issue findings according to its procedures.

Violations of Faculty Rights, Academic Freedom and Professional Ethics Disputes involving a charge that a faculty member’s rights or academic freedom has been abrogated or that professional ethics have not been maintained are to be settled through the established grievance procedures (see page 54).

Academic Freedom The College adheres to principles of academic freedom.

Faculty Growth and Development Faculty are responsible for maintaining and updating their knowledge of both the scholarship and the pedagogy of their field(s) and related areas. The faculty’s continuous growth and development help sustain their vitality, which should be apparent in the content and quality of their teaching and scholarship. Moreover, faculty who are aware of new developments in their area are better able to assist their colleagues in curriculum development and improvement.

The VPAA, the appropriate dean and the department chair have the principal obligation to recommend and guide faculty development plans and programs and to support faculty development.

Faculty development programs include: teaching improvement activities, research, formal or informal study, publication, consulting, travel, leaves of absence, sabbaticals, grants for faculty-student research, participation in conferences and institutes, and such other activities as may be reasonably expected to assist faculty growth and development. Faculty development programs affect reviews for tenure and promotion and evaluations of faculty performances.

College Support of Faculty Development The College may support faculty development in the following ways:  Sabbatical leaves for study, travel, research or writing.  Travel allowances for conferences.  Faculty development grants to encourage research, creative activity.  Personal and professional leaves of absence.  Reduced course loads as specified on page 47.  Faculty luncheon seminars.  Faculty development workshops.

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   

A mentoring system for junior faculty.

Annual evaluation of all faculty, including post-tenure review as applicable.

Start-up research funding, if appropriate.

Student-faculty research support through the Faculty Development Committee.

Conference Travel Funds Faculty members are encouraged to attend scholarly and professional conferences, workshops, and consultations as a means of keeping recent in their field, presenting papers, and performing or showing works. Emmanuel College provides some funds for travel to conferences through the department budget and through the Faculty Development Committee for which the individual faculty member may apply. Faculty must adhere to the Emmanuel College Travel Policy regarding traveling with students (link to travel policy).

Faculty members attending professional activities must adhere to the expectations regarding absence from class. (See page 43) Reduced Teaching Load Emmanuel College may provide reduced loads for such activities as chairing an academic program (see page 6) or the Faculty Senate, research, or involvement in special projects. The level of course reduction is determined by the Vice President of Academic Affairs and the appropriate dean in consultation with the faculty member. It is based upon benefit to the faculty member and/or the College.

Full-time ranked, non-tenured faculty may apply for up to two course reductions (one course/semester) during their first five years of teaching to engage in scholarly research with the approval of the department chair and appropriate dean. In considering such applications, the College will recognize the primary responsibility of a department to provide students with access to courses. Full-time ranked, non-tenured faculty wishing to apply for course reduction should discuss their plan with the department chair at the beginning of the semester preceding the requested reduction. Application should be made to the Vice President of Academic Affairs no later than February 15 for fall reductions and October 15 for spring reductions.

Outside Grants Faculty members are encouraged to seek research and study grants from agencies and foundations outside the College. Faculty should seek support for their grant applications through the Office of Sponsored Programs.

Consulting Work Outside the College Emmanuel holds to the belief that its academic mission, education programs and students are best served by faculty who are firmly dedicated to teaching excellence while at the same time actively engaged in their respective fields and deeply committed to continuous scholarly

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and professional growth. Mindful of this, the College encourages active participation of its faculty in research and professional development activities, including consulting, which provide opportunities for sustained professional challenge and growth, or otherwise enhance the effectiveness of a faculty member’s service to the College. Interaction outside the classroom with industry, business, government and other institutions of our society all combine to provide valuable avenues by which faculty can develop both professionally and as teachers.

It is recognized that the potential magnitude of such outside professional activity for faculty is such that orderly procedures must be followed to ensure that ethical and legal conflicts of interest are avoided and that the nature and extent of such activities do not overshadow or otherwise conflict with the faculty member’s full-time responsibilities to the College.

Essential to the effectiveness of such procedures are (a) complete disclosure of outside professional activities and (b) the availability of competent advice and consultation with the appropriate dean and the Vice President of Academic Affairs.

The policies governing faculty outside professional activities and conflict of interest are available in the Office of Human Resources.

Sabbatical Leave Policy Sabbatical leaves are granted for study, research and professional projects that will contribute to the professional development of the full-time tenured faculty members at the College.

The College financially supports sabbatical leaves each year provided that they:  can be supported from designated sabbatical funds without inordinate additional expense to the College; and  do not inordinately harm the quality of the academic program.

Full-time tenured faculty members are eligible for a first sabbatical leave after completion of seven years of full-time teaching at Emmanuel College at the Assistant Professor level or above. After a sabbatical, faculty members are eligible for sabbatical leave after completion of each subsequent five years of full-time ranked service.

A full-time tenured faculty member may apply to take a sabbatical leave for a full year at half salary or for one semester at full salary.

A full-time tenured faculty member who is granted sabbatical leave must continue in fulltime faculty service to the College for at least one academic year immediately succeeding completion of the period of the sabbatical leave or any authorized leave periods. If such return service is not provided in whole or in part, the faculty member shall be obligated to repay all salary and College-paid fringe benefit costs paid during the sabbatical immediately upon demand by the College, unless otherwise agreed by the College. If a faculty member does not return to the College because of a decision of the College, this requirement does not apply.

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An application for sabbatical leave should be made to the Vice President of Academic Affairs on or before October 15 of the academic year preceding that in which the proposed leave would occur. If the faculty member would like input from the Faculty Development Committee, the application must be sent to this committee on or before September 15. The faculty member is responsible for getting feedback from that committee and then submitting the revised application to the VPAA. For both cases the application should include:  a statement concerning the time of the proposed sabbatical leave;  a statement that describes the sabbatical leave project and indicates its value to the scholarship/professional achievement of the applicant and the college;  a statement proposing how courses will be covered during the leave.

The Vice President of Academic Affairs makes the recommendation regarding sabbatical leaves to the President for a final decision.

Workload The assignment of an individual faculty member’s workload is made annually after consultation between the faculty member and his or her chair, the appropriate dean, and the VPAA. This assignment is set forth in the faculty member’s annual letter of appointment.

The individual assignment is intended to reflect the individual member’s capabilities and the College’s needs. As far as possible, the individual assignment should take into account the faculty member’s particular qualifications and his or her program of professional development. Faculty are responsible for carrying out satisfactorily the duties they have undertaken by accepting their annual appointment. Workload includes teaching, scholarship/professional achievement and service to the College.

Teaching Load A full-time ranked faculty member’s teaching load is three four-credit semester long courses per semester. In the case of Lecturers, the full-time teaching load is four four-credit semester long courses per semester. Courses with fewer than four credits (e.g. laboratory, two-credit courses) count toward the teaching load.

The VPAA and the appropriate dean, in consultation with the department chair, will determine the minimum enrollment for courses to run.

Full-time faculty members teaching less than a full load will be assigned alternate academic duties by the VPAA and the appropriate dean, after consultation with the faculty member and the chair.

Presence at the College Members of the faculty are expected to participate in College and departmental activities as needed through May 30.

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Faculty members are required to attend faculty meetings, planning events and commencement exercises. Faculty members are also expected to attend other major academic events and all-College convocations. If faculty are unable to attend, they should notify the appropriate dean in advance.

Working Conditions Classroom Use of Copyrighted Materials All employees of the College are expected to respect the copyright associated with intellectual property which, except under specified circumstances, prohibits the duplication, public display, or performance of such property without permission of the owner of that copyright. Intellectual property includes visual images, software, and other creative expressions, whether fixed electronically or in “hard copy.” The copyright law is a particularly important part of the legal framework governing an academic community.

The most important exception to the prohibition against unauthorized copying is “fair use.”

The meaning of “fair use” has been much litigated, for instance in connection with the production of “course packs”—anthologies of copyrighted materials specially duplicated and sold for particular courses. The courts have been clear, however, that such copying is not fair use, and permission must be obtained for items duplicated as part of such course packs.

Permission to copy items is relatively easy to obtain electronically for the large number of items for which the Copyright Clearance Center manages the copyrights. Usually, the publisher must receive a written request for permission to copy other items.

Members of the Emmanuel College community are expected to be mindful of the restrictions imposed on them by copyright law and comply with copyright policies and laws.

(See www.copyright.gov for further information).

Other College Policies Faculty are responsible for following College policies and rules concerning safety, patents, plagiarism, human subjects and animal subjects research, hazardous waste disposal, copyright, use of alcohol, external relations, and other College policies and rules. Faculty are responsible for administering procedures pertaining to students as reflected in the College’s student handbook, catalogue, and other programmatic publications. The College’s policies for release and disclosure of information from student records (Federal Educational Rights and Privacy Act) can be found on the College website under the Registrar’s page. Faculty are responsible for administering procedures pertaining to employees as reflected in the Policies and Procedures for Human Resource Management and Development, as amended from time to time, and other documents concerning employment and human resource policies, practices and procedures.

Emmanuel College’s intellectual property policy may be accessed through Human Resources.

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Leaves The College grants leaves of absence for a number of reasons. All leave of absence policies and procedures for faculty, with the exception of the paternity/adoption, personal and academic leaves outlined below, are covered under the Policies and Procedures for Human Resource Management and Development, as amended from time to time. These policies and procedures may be accessed in the HR Forms under Emmanuel College Resources on the portal. Leaves covered in these policies and procedures include family and medical leave covered by the Family and Medical Leave Act (FMLA), small necessities leave, maternity leave (other than FMLA), jury duty, military leave and bereavement pay.

Parental Leave Policy for Faculty Purpose: To define the circumstances under which eligible faculty members may be granted parental leave. Parental leave encompasses maternity, paternity and adoption. The Parental Leave Policy runs concurrently with the Family Medical Leave Act (FMLA), the Massachusetts Maternity Leave Act (MML), and the Short-Term Disability Policy Scope: This policy applies to a woman who gives birth, as well as a woman or a man who takes primary responsibility for the care of a newly-adopted child. In cases of adoption, a faculty member who wishes to exercise the benefits of this policy must declare that she or he is the primary caretaker. In cases where both parents are Emmanuel College faculty members, only one parent may be designated as the primary caretaker for the purposes of this policy. This policy depends upon, and assumes, the good faith of its participants.

Secondary caretakers of a newborn or parents of a newly-adopted child shall be granted leave time under the Paternity Leave Policy. The Paternity Leave Policy grants full-time faculty members two weeks without loss of salary. Additional time for secondary caregivers or parents of a newly adopted child may be taken without pay, in accordance with the provisions of the Family and Medical Leave Act policy.

Policy: The faculty member shall be released from all teaching responsibility during the period immediately surrounding the birth or adoption. The paid leave period is generally understood to be eight weeks (or whatever is medically necessary in cases of delivery) when the birth or adoption takes place during the semester. Faculty members shall also be excused from departmental and College committees during this period. Departments shall, in conjunction with the Dean of Arts and Sciences, arrange to replace a faculty member who gives birth or adopts during the semester. For the remainder of the semester (typically eight additional weeks) the faculty member has two options. The first option is to go on an unpaid leave of absence. The second option is for the faculty member to return in a non-teaching capacity at full pay. The faculty member will continue to be released from all teaching responsibility but will be expected to engage in scholarly activity as outlined on pages 24-25 and participate in service to the College as outlined on pages 25-26.

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Procedure: A faculty member who requests a parental leave must provide 30 days advance notice to the department chair, Dean of Arts and Sciences and the Office of Human Resources. Requests for parental leave must be in writing, and must be approved in writing.

The request should contain the reason for the leave, the anticipated length of the leave and the anticipated start date of the leave. The pre-tenure probationary period is suspended during an approved leave of absence for a family or medical leave unless the faculty member requests in writing that it not be suspended.

Personal Leave A leave of absence for personal reasons may be granted to a full-time ranked faculty member without salary for a period of up to two years by the President after consultation with the Vice President of Academic Affairs.

Academic Leave A leave of absence for educational or professional reasons may be granted without salary for a period of up to two academic years by the President after consultation with the Vice President for Academic Affairs and with the department chair.

Fringe Benefits This manual only highlights the terms of the College’s employee benefit plans. The actual terms of the various employee benefit plans are stated in and governed by the formal plan documents. A participant and/or beneficiary, including retirees, shall not have any right to benefits under the plans that in any way interfere with Emmanuel College’s right to terminate or amend any plan. Emmanuel College makes no promise to continue plan benefits in the future and benefits vest only as stated in plan documents.

Mandatory Benefits Emmanuel College provides Social Security, Unemployment and Worker’s Compensation in accordance with the applicable law. For details, please contact the Office of Human Resources.

Retirement Benefits The College participates in the retirement annuity operated by the Teachers Insurance and Annuity Association (TIAA/CREF). Both the eligible individual faculty member and the College make contributions on behalf of the individual faculty member who participates in the program. Further information may be obtained from the Office of Human Resources.

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Health Insurance The College offers optional health insurance programs for eligible full-time faculty. For complete details please consult the Office of Human Resources.

Life Insurance The College provides life insurance coverage for all full-time faculty. Please consult the Office of Human Resources for details.

Long-Term Disability The College provides long-term disability coverage for all eligible full-time faculty. Please consult the Office of Human Resources for details.

Liability Insurance For information on the policy, consult with Human Resources.

Tuition Remission The College provides certain tuition remission benefits for the spouses and dependent children of full-time ranked faculty members in accordance with the College’s general tuition remission policy, which may be found in the Policies and Procedures for Human Resource Management and Development, as amended from time-to-time. For further information, please contact the Office of Human Resources.

Short-Term Disability Upon proper notice and receipt of medical evidence satisfactory to the College that a faculty member is disabled from working due to personal illness or injury, the College provides short term disability pay for up to three months. Leave taken with short-term disability pay will normally count as leave taken under the provisions of the Family and Medical Leave Act policy. For further information, please contact the Office of Human Resources.

Compensation Payroll Deductions The College must withhold from each faculty member federal and state income tax and Social Security tax. At the beginning of employment, one must complete a W-4 certificate for the College. At any time when there is a change in the number of dependents one wishes

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to declare, the faculty member must notify the Office of Human Resources and complete a new certificate, 30 days in advance of the affected payroll.

Fringe benefits in which the faculty member shares the cost with the College are handled on a payroll deduction basis. In addition, donations to Emmanuel College may be made by a monthly payroll deduction. Arrangements for deductions must be made at least 30 days in advance of the affected payroll.

Faculty Grievance Procedure for Full-Time Faculty Introduction Preamble  The majority of faculty concerns can be settled informally through effective communication with colleagues. Therefore, before filing a grievance, faculty must have exhausted the other avenues available to them. That is, they must first have gone through the “appropriate channels.” They must have attempted to resolve the issue with the individual decision maker/actor, and then appealed the decision to the individual’s superior (e.g., the program chair or dean). If these attempts fail, then the faculty member may turn to the grievance process.  The following grievance procedure is provided to serve as the means for the resolution of grievances experienced by faculty.

Grievable Issues A grievance shall be defined as a charge alleging a violation or incorrect application of a College policy, procedure or practice that is not covered under another College grievance or appeal mechanism (e.g., promotion and tenure, sexual harassment, discrimination). Some examples of “grievable issues” include infringement of academic freedom, salary adjustment and disputes among faculty over intellectual property.

Non-Grievable Issues The following issues are not grievable issues: (1) promotion and tenure; (2) nonreappointment; (3) Affirmative Action and EEO complaints; (4) sexual harassment; (5) retirement and employee benefit issues that are covered by Massachusetts and Federal laws or by the terms of the plan documents; (6) any matters falling within the jurisdiction of other College appeal procedures as defined in the Faculty Handbook; and (7) decisions resulting from other College appeals procedures.

The Grievance Procedure If the informal attempts to resolve a grievance have failed, the aggrieved may choose to file a formal grievance. At this time, the grievant shall inform the Vice President of Academic

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Affairs that he/she is filing a formal grievance with the Executive Committee of the Faculty Senate.

Filing a Grievance  The grievant will submit a written complaint to the Faculty Senate officers.

The grievance must be filed within one (1) month after the event or action that is being grieved. No concurrent legal action is allowed. If such action is started, the grievance process will be immediately terminated. The complaint will include the following: (a) the date that the grievant discovered the decision/action that resulted in the problem; (b) the name of the person alleged to have made the decision or action in question (the “decision maker”); (c) the nature of the grievance; and (d) evidence of any measures that have already been taken to resolve the problem. 

The Executive Committee of the Faculty Senate will inform the decision maker and the Department of Human Resources of the complaint and will provide them with a copy of the grievance. The decision maker will provide a written response to the complaint to the Executive Committee of the Faculty Senate and the grievant within ten (10) working days of receiving the notice from the Faculty Senate. The Faculty Senate officers will then decide whether or not the grievance appears to warrant further consideration. If the grievance does not warrant further consideration, the matter will be ended. If it does warrant further consideration, the grievance will move to the mediation step. In either case, the Executive Committee of the Faculty Senate will notify the grievant and decision maker of its decision within fifteen (15) working days of receiving the response from the decision maker.

Mediation A grievance that is considered by the Executive Committee of the Faculty Senate to warrant further consideration of the Faculty Senate will be turned over to an ad hoc Grievance Subcommittee of the Faculty Senate. The Grievance Subcommittee will be composed of three tenured members of the Emmanuel faculty. The Grievance Subcommittee will make an effort to mediate the dispute before it proceeds to a hearing. The Grievance Subcommittee also will be responsible for making an attempt to informally and confidentially resolve the matter. The Grievance Subcommittee will make a recommendation to achieve a voluntary resolution of the dispute, but will not be allowed to make a binding decision. The Grievance Subcommittee should, when possible, begin the mediation process within 10 working days of receiving their charge. It is expected that most grievances will be resolved through this informal process. Before beginning the mediation process, the Grievance Subcommittee will receive a briefing from the Chair of the Faculty Senate.

This briefing will include dissemination of a copy of the complaint as well as the response of the decision maker. The Chair of the Faculty Senate will also review the grievance procedure, clarify time limits, and answer questions regarding the procedure. The Chair of the Faculty Senate will not be allowed to discuss specific aspects of the complaint or express personal opinions concerning its merits.

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The Hearing  If a dispute cannot be resolved through mediation, a hearing may be requested by the grievant. An ad hoc Hearing Committee composed of three tenured members of the faculty, not previously involved in the case, shall be appointed by the Executive Committee of the Faculty Senate. The grievant, the decision maker and the Vice President of Academic Affairs may veto one member of the Committee. If this veto power is exercised, another tenured faculty member(s) will be appointed by the Executive Committee. Individuals who have had previous involvement with the grievance (e.g., at the mediation stage or through the informal resolution process followed prior to filing the grievance) will not be allowed to participate as a member of the Hearing Committee. The Hearing Committee will elect a chairperson from among its own members, who will be allowed to vote. Before beginning the hearing, the Hearing Committee will receive a briefing from the Chair of the Faculty Senate. This briefing will include dissemination of a copy of the complaint as well as the response of the decision maker. The Chair of the Faculty Senate will also review the grievance procedure, clarify time limits, and answer questions regarding the procedure. The Chair of the Faculty Senate will not be allowed to discuss specific aspects of the complaint or express personal opinions concerning its merits. 

The hearing will be presided over by the ad hoc Hearing Committee. If possible, the hearing shall be held within thirty (30) calendar days of the day that the hearing was requested.



The hearing is not a legal proceeding, and formal rules of evidence do not apply. The Hearing Committee may admit and consider any evidence that it deems relevant. Human Resource information, including salary data, performance evaluations, and student evaluations, will not be available unless released by the individual faculty member.

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Both the grievant and the decision maker may have an Emmanuel College colleague to advise in the presentation of their case, however, the colleagues may not serve as legal advocate or have direct participation during the hearing.

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The hearing will be private. Individuals present will include the Hearing Committee, the decision maker, the grievant and their chosen colleagues and any witnesses as requested by the parties and directed by the Hearing Committee. A representative of the administration may also be allowed to attend the hearing if the Hearing Committee determines the administration may have information relevant to the grievance. Attorneys will not be allowed to attend the hearing.



Under directions from the Hearing Committee, each party shall give to the other party such advance notice of its intended witnesses, and such advance copies of or a list of its intended exhibits, as may be practicable. The goal

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shall be to expedite the proceedings and to minimize the element of surprise as an advantage to either party. 

During a hearing, both parties shall have the following rights: ˃ To call and examine witnesses; to introduce written evidence. ˃ To cross-examine any witnesses on any matter relevant to the grievance. ˃ To challenge any witness; and to rebut any evidence.

The grievant and decision maker may testify and may be requested to answer questions posed. The personal appearance of each witness normally will be required to assure the opportunity for cross-examination and examination by the Hearing Committee. In extraordinary circumstances, the Hearing Committee may receive an individual’s sworn written statement or other form of proof in lieu of a personal appearance.

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A copy of each exhibit reviewed by the Hearing Committee shall be supplied to the other party by the offering party.

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After all oral and written evidence and argument has been presented, the hearing shall be closed. The Hearing Committee shall conduct its deliberations privately.

Hearing Committee Report Within a reasonable time after the closing of the hearing, but in no event to exceed sixty (60) calendar days, the Hearing Committee shall make a written report, based on evidence presented during the hearing, with findings and recommendations, to the President of the College.

Decision of the President of the College The President of the College or her/his designee shall consider the report of the Hearing Committee, however the President shall make the final decision. The President’s written decision shall be sent to each party and the members of the Hearing Committee and the Executive Committee of the Faculty Senate within sixty (60) calendar days of receiving the Hearing Committee’s report.

Confidentiality and the Right to Privacy  The work of the Committees described above requires a high level of sensitivity to the privacy of all concerned. Thus, all members of the Grievance Subcommittee, Hearing Committee, Executive Committee of the Faculty Senate, grievant, decision maker, and College colleagues are required to maintain confidentiality with respect to all oral proceedings and written documents produced during the case. 

After the proceedings have concluded, the Hearing Committee shall forward all records and documents produced in the case to the Department of Human Resources for storage in a confidential file.

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

If during investigation of the grievance, individuals are questioned about the complaint, they shall be informed of the confidentiality of the information provided and of their obligation to maintain confidentiality about their participation in the investigation.



Any violations of the confidentiality obligation will be subject to appropriate disciplinary action.

General Provisions The filing or pendency of any grievance under the provisions of this section shall not prevent the College from taking the action complained of, or any other action, subject, however, to the final decision on the grievance.

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APPENDIX A | Faculty Senate Constitution

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Article I Scope Section 1.

The Senate shall be the official voice of the Faculty and, as a deliberative body, shall have the power to initiate and recommend proposals to the administration and, through the President of the College, to the Board of Trustees.

Section 2.

The Senate shall serve as a liaison through which the administration or the Board of Trustees shall obtain a representative faculty opinion on any matter of college policy.

Section 3.

The Senate shall provide a forum for investigating any matter of concern to the faculty and for the formulation of official faculty opinion.

Section 4.

Senate decisions shall ordinarily become effective one week after their announcement, unless a petition is submitted according to the provisions of Article IV, Section 5.

Section 5.

Upon a petition by five members of the Senate or fifteen members of the voting faculty, a Senate decision must be submitted to a vote of the faculty.

Section 6.

The Senate shall establish and publish policies it deems necessary to fulfill its responsibilities, subject to a majority vote of Senate members.

Section 7.

The Senate must approve recommendations from standing and ad hoc Senate committees.

Article II Officers Section 1.

At its first meeting each Senate shall elect, by majority vote, a chair, a vice chair, a secretary, and a treasurer. These four offices shall constitute the Executive Committee of the Faculty Senate. The past Senate chair shall preside over this meeting.

Section 2.

The chair shall, whenever able, preside over all meetings of the Senate and the faculty in assembly, and shall exercise such powers as are delegated by the Senate in its policies. The chair serves as one of the two faculty representatives to the Board of Trustees.

Section 3.

The vice chair shall exercise all the powers of the chair in the case of the chair’s absence. The vice chair shall also create the agenda for all meetings of the Senate and the Faculty Senate Forums, and shall exercise the powers delegated by the Senate.

Section 4.

The secretary shall exercise all the powers of the chair, should both the chair and vice chair be absent. In addition, the secretary will: take the minutes of all meetings of the Senate and the Faculty Senate Forums, keep a permanent record of the minutes of all meetings of the Senate and the Faculty Senate Emmanuel College Faculty Handbook | August 2014

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Forums, be responsible for posting approved Senate minutes and decisions to the full faculty, act as notary for petitions submitted to the Senate and refer verified petitions to the Senate president, keep a current list of voting and nonvoting faculty members, write an annual report summarizing the actions of the Senate, and exercise the powers delegated by the Senate.

Section 5.

The treasurer shall exercise all the powers of the chair if the chair, vice chair, and secretary are absent. In addition the treasurer will: take responsibility for all funds, keep a permanent record of all financial transactions, make an annual report and submit all records to the chair at the April meeting, and exercise the powers delegated by the Senate.

Article III Meetings Section 1.

The Senate shall meet at least once a month during the academic year, and as deemed necessary. These meetings shall be open to the faculty and conducted according to Robert’s Rules of Order.

Section 2.

A quorum of the Senate shall consist of 11 voting members. Decisions shall be determined by a majority of the voting members present except in cases involving constitutional amendment as provided by Article V.

Section 3.

The Senate shall meet with the faculty in general assembly (Faculty Senate Forum) at least once each semester. A simple majority of all voting faculty members shall constitute a quorum for regular Faculty Senate Forums. A simple majority of the voting members present shall suffice for decisions except in cases of constitutional amendment.

Section 4.

Notice of all Senate meetings shall ordinarily be given to the administration and faculty one week in advance. This notice will include the agenda for the Senate meeting. Typically, the vice chair will be responsible for sending out meeting notifications and agendas.

Section 5.

Any subject submitted for Senate consideration must be added to the agenda upon petition of at least eight members of the voting faculty, so long as the submission is made at least one week prior to the meeting.

Section 6.

The Senate chair can call special meetings of the Senate or a Faculty Forum with at least one week’s notice.

Section 7.

An Executive Session of the Senate, consisting of voting Senate members only, shall be called by the chair of the Senate at the written request of three or more Senate members.

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Article IV Committees Section 1.

The Senate has three standing Senate committees: Academic Affairs, Faculty Affairs, and Faculty Development.

Section 2.

The Senate may establish permanent and ad hoc committees as necessary.

Faculty Affairs will run the elections as needed.

Section 3.

The Senate appoints one member to each standing faculty committee.

Section 4.

All committees shall submit reports and recommendations to the Senate for publication to the faculty.

Article V Amendments Section 1.

Petitions for constitutional amendments must be signed by eight Senate members or twenty-five voting faculty members, and presented to the Senate chair at least one month prior to the Faculty Senate Forum.

Section 2.

Constitutional amendments shall be enacted only after discussion in a Faculty Senate Forum.

Section 3.

Constitutional amendments shall require that  the faculty vote by secret ballot;  a simple majority of the voting-eligible faculty (i.e. full-time faculty with more than one semester of service to the College) vote in favor of the amendment; and  the election be held during the regular academic year (Amendment, December 12, 1976).

Senate Policies 1. Policies become effective by a majority vote of the Senate, subject to the conditions of Article I, Sections 4 and 5.

2. All Senate records must be maintained on a central server. Senate members must have access to these records.

3. Absence from three consecutive Senate meetings or a formal resignation shall constitute a Senate vacancy.

4. All members of Senate ad hoc committees shall be elected by the Senate. Ad hoc committees will be dissolved after reporting to the Senate.

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APPENDIX B | AAUP Statement on Professional Ethics

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The statement that follows was originally adopted in 1966. Revisions were made and approved by the Association’s Council in 1987 and 2009.

1. Professors, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end professors devote their energies to developing and improving their scholarly competence.

They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although professors may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.

2. As teachers, professors encourage the free pursuit of learning in their students. They hold before them the best scholarly and ethical standards of their discipline. Professors demonstrate respect for students as individuals and adhere to their proper roles as intellectual guides and counselors. Professors make every reasonable effort to foster honest academic conduct and to ensure that their evaluations of students reflect each student’s true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation, harassment, or discriminatory treatment of students.

They acknowledge significant academic or scholarly assistance from them. They protect their academic freedom.

3. As colleagues, professors have obligations that derive from common membership in the community of scholars. Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of associates, even when it leads to findings and conclusions that differ from their own. Professors acknowledge academic debt and strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty responsibilities for the governance of their institution.

4. As members of an academic institution, professors seek above all to be effective teachers and scholars. Although professors observe the stated regulations of the institution, provided the regulations do not contravene academic freedom, they maintain their right to criticize and seek revision. Professors give due regard to their paramount responsibilities within their institution in determining the amount and character of work done outside it. When considering the interruption or termination of their service, professors recognize the effect of their decision upon the program of the institution and give due notice of their intentions.

5. As members of their community, professors have the rights and obligations of other citizens.

Professors measure the urgency of these obligations in the light of their responsibilities to their subject, to their students, to their profession, and to their institution. When they speak or act as private persons, they avoid creating the impression of speaking or acting for their 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.

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