Faculty Handbook - Fairmont State University

More documents

Recommendations

Info

97 6.3. While on sabbatical leave, a faculty member may not accept remunerative employment without the written consent of the President or his/her designated representative. Fellowships, grants, assistantships, and similar stipends shall not be considered remunerative employment. 6.4. Upon completion of a sabbatical leave, a faculty member shall file with the President of the University a written report of his/her scholarly activities while on leave. 6.5. A faculty member is obligated to return for a full year of full time service immediately upon completion of the leave. Failure to return will obligate the faculty member to fully reimburse the institution for salary received during the period of the leave. If the period of employment after the leave is less than one year, repayment will be prorated accordingly. SECTION 7. OBLIGATIONS OF THE INSTITUTION 7.1. A faculty member's institutional position, status, and rank shall not be adversely affected solely by his/her absence while on sabbatical leave. SECTION 8. PROCEDURES AND CRITERIA 8.1. Applicants for sabbatical leave will initiate the procedure by obtaining application forms from their administrative head(s). 8.1.1. Applications will include: (1) personal professional data; (2) a typewritten proposal detailing the activity to be pursued; and (3) relevant supporting documents. Completed application forms will be submitted by applicants to their administrative head(s) on or before December 1 for a sabbatical leave to begin the fall or spring semester of the following academic year. 8.1.2. The administrative head(s), in recommending the applicant for sabbatical will verify that: 8.1.2.1. The applicant's professional performance merits this award; the benefits to be derived from the sabbatical are of value to the academic unit and/or to the University; and the applicant meets the eligibility requirements. 8.1.2.2. The teaching load of the applicant will be provided by the following: appointment of part-time personnel, temporary suspension of one or more classes and/or coverage by colleagues. 8.1.2.3. It is possible to replace the applicant without additional cost to Fairmont State University and without modifications of scheduling that would adversely affect students' normal progress toward degrees. 8.2. Sabbatical leave applications, recommendations and supporting documents will be presented by the administrative head(s) to the Provost of the University and Vice President for Academic Affairs on or before December 1 for a sabbatical leave to begin the fall or spring semester of the following academic year. 8.3. The Provost of the University and Vice President for Academic Affairs will forward the sabbatical leave file to the Faculty Personnel Committee.
98 8.4. After thorough review, the Committee will make its recommendations through the Provost of the University and Vice President for Academic Affairs to the University President for final approval. TITLE: SEXUAL HARASSMENT FAIRMONT STATE UNIVERSITY BOARD OF GOVERNORS POLICY 9 SECTION 1. GENERAL 1.1. Scope – This rule defines sexual harassment, provides guidelines for filing sexual harassment complaints and explains what action will be taken against those found to have engaged in sexual harassment. 1.2. Authority – West Virginia Code § 18B-1-6. A policy statement issued by the Office for Civil Rights of the U.S. Department of Education on the interpretation of the following: Title IX of the Education Amendments of 1972 and Equal Employment Opportunity Commission (EEOC) interpretative guidelines issued in March, 1980; and subsequent federal court decisions on the subject of sexual harassment. 1.3. Effective Date: July 1, 2002 SECTION 2. POLICY 2.1. It is the policy of the Fairmont State University Board of Governors to maintain a work and educational environment free from all forms of sexual harassment of any employee, applicant for employment or student. Sexual harassment in any manner or form is expressly prohibited. It is the responsibility of Fairmont State University to provide educational opportunities to create this free environment and to take immediate and appropriate corrective action when sexual harassment is reported or becomes known. Supervisors at every level are of primary importance in the implementation and enforcement of this rule. SECTION 3. DEFINITION 3.1. Sexual Harassment Definition - Sexual harassment is intended to be defined consistent with EEOC and United States Department of Education guidelines. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: 3.1.1. submission to such conduct is an explicit or implicit condition of employment; 3.1.2. submission to or rejection of such conduct is used as the basis for employment decisions; or 3.1.3. such conduct has the purpose or effect of unreasonably interfering with an individual's work or educational performance, or creating an intimidating, hostile or offensive work or educational environment.
Page 1 and 2:
2013-2014 Faculty Handbook
Page 4 and 5:
i A MESSAGE FROM THE PROVOST Dear C
Page 6 and 7:
iii Faculty Meetings ..............
Page 8 and 9:
v FOREWORD The Fairmont State Unive
Page 10 and 11:
1 ADMINISTRATIVE STRUCTURE The foll
Page 12 and 13:
3 Director of Procurement is respon
Page 14 and 15:
5 Advisory Council of Faculty The F
Page 16 and 17:
classified employees duly elected b
Page 18 and 19:
9 EDUCATIONAL PERSONNEL PREPARATION
Page 20 and 21:
Section 4. The Faculty may review a
Page 22 and 23:
Section 4. The Fairmont State Unive
Page 24 and 25:
FAIRMONT STATE UNIVERSITY FACULTY S
Page 26 and 27:
Senate may direct the President of
Page 28 and 29:
f. If the vote fails to resolve the
Page 30 and 31:
a. Publicize and solicit applicatio
Page 32 and 33:
23 N. PRESIDENTIAL PERCEPTION SURVE
Page 34 and 35:
The Faculty Personnel Committee eva
Page 36 and 37:
EXPERIENCE: 27 1) six years of coll
Page 38 and 39:
FACULTY 8 (For Faculty Whose Initia
Page 40 and 41:
to that professional and scholarly
Page 42 and 43:
Primary consideration will be given
Page 44 and 45:
(2) Merit Evaluations for a minimum
Page 46 and 47:
the Office of the Provost before th
Page 48 and 49:
Classroom Equivalencies The 12-hour
Page 50 and 51:
41 The reviewer will submit a memor
Page 52 and 53:
AUTHORITY TO RELEASE PERSONALLY IDE
Page 54 and 55:
45 Faculty Meetings Faculty meeting
Page 56 and 57: New Faculty Enrollment Period for P
Page 58 and 59: 49 Dependent Care FSA Set aside fun
Page 60 and 61: 2 days of accrued leave = 100% of t
Page 62 and 63: Military Caregiver under FMLA entit
Page 64 and 65: Fairmont State University Board of
Page 66 and 67: An eligible employee, spouse, or de
Page 68 and 69: 59 SUPPORT SERVICES Advertising Fai
Page 70 and 71: other related support functions. Al
Page 72 and 73: 63 Electronic Reserves Electronic r
Page 74 and 75: The Supply operation provides servi
Page 76 and 77: Publicity The Office of Public Rela
Page 78 and 79: BLACKBOARD LEARN AT FAIRMONT STATE
Page 80 and 81: should be noted that "approved" in
Page 82 and 83: will be away from campus for an ext
Page 84 and 85: Fairmont State University’s Core
Page 86 and 87: speak or write as citizens outside
Page 88 and 89: 3.4. Faculty appointed to clinical-
Page 90 and 91: 4.3.1. The appointee shall render f
Page 92 and 93: 7.2. Promotion shall not be granted
Page 94 and 95: 10.10. Following receipt of the not
Page 96 and 97: SECTION 16. INFORMAL PROCEDURES FOR
Page 98 and 99: 2.6. A recognized institutional hol
Page 100 and 101: as they or other employees would be
Page 102 and 103: coverage pursuant to Section 13, Ar
Page 104 and 105: 13.3. Absences from work due to wea
Page 108 and 109: 99 SECTION 4. FILING of COMPLAINTS
Page 110 and 111: 101 responsible for encouraging and
Page 112 and 113: 103 8.2. Institutional Support. Per
Page 114 and 115: 105 student may be academically dis
Page 116 and 117: 107 employees. This plan shall addr
Page 118 and 119: 109 5.2. Merit Pay Recipients: The
Page 120 and 121: 111 Important Note: Since gifts of
Page 122 and 123: 113 (2) He/she will meet with the c
Page 124 and 125: When a consensual relationship ends
Page 126 and 127: 117 II. The responsibility for unde
Page 128 and 129: 119 clarifying or interpreting a ma
Page 130 and 131: 121 the Conduct Discipline and Grie
Page 132 and 133: 123 STATEMENT ON SEXUAL HARASSMENT
Page 134 and 135: 125 aspect of campus life and emplo
Page 136 and 137: 127 III. IV. maintenance. Personal
Page 138 and 139: 129 2. In identifying faculty whose
Page 140 and 141: 131 agenda item shall be submitted
Page 142 and 143: 133 leave of absence, and available
Page 144 and 145: 135 (2) The nominee must have attai
Page 146 and 147: 137 absence of the Dean or Associat
Page 148 and 149: 139 APPENDIX A ADDITIONAL CERTIFICA
Page 150 and 151: 141 by this examination include sit
Page 152 and 153: 143 INDEX Absence Policy Faculty, 3
show all

Faculty Handbook - Fairmont State University

Create successful ePaper yourself

Delete template?

Save as template?