Faculty Handbook - Fairmont State University

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117 II. The responsibility for understanding and respecting diversity is campus-wide, not the sole responsibility of any one office or person. Emphasis is given to supporting an environment which values students, faculty and staff of diverse backgrounds and encourages the fulfillment of educational objectives and potentials free from harassment. Every incident of harassment undermines the mission and goals of this institution. Conduct which tends to degrade or demean the self-worth, dignity or character of any individual or group is an offense against the whole campus community. Fairmont State University's harassment policy unequivocally deplores any and all forms of intolerance. The policy prohibits acts of written and/or physical abuse and harassment, which deny, prohibit, or violate the human rights or civil rights of any member of Fairmont State University's community of employees and students. The policy also prohibits verbal harassment that would tend to incite an immediate breach of the peace or provoke violent reaction, and is directed at the hearer. Fairmont State University prohibits conduct intentionally directed toward any individual or group of individuals with the intent to harass, intimidate, or demean an individual or group of individuals, and/or have the effect of creating a hostile working, living, educational, academic, or social environment. Administrators, faculty, and staff shall respect the rights of others. Employees of Fairmont State University shall avoid extraneous considerations in the evaluation of peers or students, or in the assignment of duties and responsibilities. Campus personnel shall promote the ideals of a learning environment which foster individual rights and encourage the acceptance and affirmation of differences. In some cases, the "harasser" may not realize that his or her actions are offensive. Employees and students who believe they have been subjected to harassment are encouraged to make it clear to the harasser that such behavior is offensive to them. Definition of Harassment For the purposes of this policy, the term harassment is defined as any verbal, written, or physical conduct directed toward an individual or group of individuals which a person knows or has reasonable grounds to know would intimidate, demean, or degrade the individual's or group's character, self-worth or dignity. Harassment is further defined as that conduct which has the effect of limiting or denying equal opportunity or treatment and is conducted in disregard for that individual's or group's human or civil rights and which may result in their mental, emotional, or physical discomfort, ridicule or harm. Offensive language or behavior which interferes with a person's employment, educational status or performance or otherwise creates a hostile environment shall fall within the meaning of harassment. Threats of other forms of intimidation or retaliation against complaining witnesses, other witnesses, any reviewing officer, or any review panel shall constitute a separate violation of this policy which may be subject to direct administrative action or judicial action. Examples of Harassment Examples of harassment which are subject to sanctions under the Harassment Policy include but are not limited to the following: a. Physical or verbal attack upon or interference which prevents a person from conducting his/her customary or usual Fairmont State University-related
118 III. IV. affairs; additionally, conduct which is intended to, or by inference can be construed as intended to, interfere with a person in the conduct of his/her customary or usual affairs, i.e., threatening letter, use of threatening language, vandalism of a person's room or property by graffiti, etc. b. Conduct or expressive behavior that puts the person in fear for his/her safety and/or causes the person to suffer actual physical or mental injury or harm, c. Intentionally or inadvertently creating an intimidating, hostile or demeaning environment for education, Fairmont State University-related work, or other Fairmont State University-authorized activity, d. Utilizing an actual or implied position of authority or power to exclude or deny an individual or group equal access or equal opportunity to compete in or avail themselves of Fairmont State University facilities or resources, e. Utilizing an actual or implied position of authority or power to intimidate, or otherwise subject or cause to be subjected to acts of harassment, or otherwise cause an individual or group to be subjected to adverse causes of action which are directed on the basis of the individual's or group's race, national origin, color, ethnicity, age, veteran status, disability, religion, sexual orientation, gender, or association with persons different from oneself, f. Physical aggression directed by one individual toward another, related to the individual's dating relationship or association with a person or persons different from oneself, g. The issue of a verbal threat of possible physical violence or designed to restrict access to any program, facility, activity, or Fairmont State University official on the basis of any of the characteristics listed in (e) above, or h. Foreclosure of promotions or other career opportunities to certain individuals because of any of the characteristics listed in (e) above. Educational Efforts Related to Harassment The Harassment Policy and the two clarifying statements alone will not accomplish elimination of harassment. Policy efforts must be coupled with proactive educational efforts throughout the Fairmont State University community. Such educational efforts are a shared community responsibility. See the clarifying statements on sexual harassment and racial harassment for specifics regarding institutional responsibility for development of educational efforts related to teaching tolerance for and valuing of differences. Complaint Procedures Confidential consultation mechanisms are provided to enable accusers to assess their options and decide upon alternative action mechanisms prior to following through on an accusation. Both informal resolution mechanisms as well as formal judicial procedures are available to enforce the harassment policy. These informal and formal mechanisms protect the rights of and afford due process to all parties involved, including the accuser and the accused. Any member of the Fairmont State University community (student, faculty, staff, or administrator) may initiate contact with one of the designated persons for the purpose of
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2013-2014 Faculty Handbook
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i A MESSAGE FROM THE PROVOST Dear C
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iii Faculty Meetings ..............
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v FOREWORD The Fairmont State Unive
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1 ADMINISTRATIVE STRUCTURE The foll
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3 Director of Procurement is respon
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5 Advisory Council of Faculty The F
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classified employees duly elected b
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9 EDUCATIONAL PERSONNEL PREPARATION
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Section 4. The Faculty may review a
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Section 4. The Fairmont State Unive
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FAIRMONT STATE UNIVERSITY FACULTY S
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Senate may direct the President of
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f. If the vote fails to resolve the
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a. Publicize and solicit applicatio
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23 N. PRESIDENTIAL PERCEPTION SURVE
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The Faculty Personnel Committee eva
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EXPERIENCE: 27 1) six years of coll
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FACULTY 8 (For Faculty Whose Initia
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to that professional and scholarly
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Primary consideration will be given
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(2) Merit Evaluations for a minimum
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the Office of the Provost before th
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Classroom Equivalencies The 12-hour
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41 The reviewer will submit a memor
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AUTHORITY TO RELEASE PERSONALLY IDE
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45 Faculty Meetings Faculty meeting
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New Faculty Enrollment Period for P
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49 Dependent Care FSA Set aside fun
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2 days of accrued leave = 100% of t
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Military Caregiver under FMLA entit
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Fairmont State University Board of
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An eligible employee, spouse, or de
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59 SUPPORT SERVICES Advertising Fai
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other related support functions. Al
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63 Electronic Reserves Electronic r
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The Supply operation provides servi
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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
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Page 98 and 99: 2.6. A recognized institutional hol
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Page 104 and 105: 13.3. Absences from work due to wea
Page 106 and 107: 97 6.3. While on sabbatical leave,
Page 108 and 109: 99 SECTION 4. FILING of COMPLAINTS
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Page 112 and 113: 103 8.2. Institutional Support. Per
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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
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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
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Faculty Handbook - Fairmont State University

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