Faculty Handbook - Fairmont State University

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119 clarifying or interpreting a matter about which he/she is concerned, to seek resolution of a harassment matter through informal means, or to seek resolution through the formal complaint procedure. All members of the Fairmont State University community are expected to address observed incidents of harassment and bring them to the attention of the appropriate individuals. Persons wishing to register a complaint about an off-campus incident over which Fairmont State University may not have jurisdiction may approach those listed below for advice and referral to the appropriate municipal authorities, including local law enforcement agencies and the West Virginia Human Rights Commission. A. Consultation Consultation is available for the purpose of providing information about this policy and related procedures. The persons designated as available to provide consultation or to assist in informal resolution are the following: 1. If the person charged is a student: The Vice President for Student Affairs, the Director of Affirmative Action, the Judicial Administrator, the Director of Multicultural Affairs, the Director of International Student Advising, or a campus minister. 2. If the person charged is a faculty member: The Provost and Vice President for Academic Affairs, the President of the Community and Technical College, the Director of Affirmative Action, the supervisor of the accused, the Director of Multicultural Affairs, the Director of International Student Advising, or a campus minister. 3. If the person charged is a classified staff member or administrator: The Vice President, or President to whom the accused reports, the Director of Affirmative Action, the accused's immediate supervisor, the highest level supervisor in the accused's unit, the Human Resources Administrator, the Director of Multicultural Affairs, the Director of International Student Advising, or a campus minister. B. Informal Resolution Mechanisms Any member of the Fairmont State University community may seek an informal resolution of a harassment incident, or may discuss the possibility of filing a formal (written) complaint with any of the above persons. Neither a consultation nor seeking an informal resolution shall be a prerequisite to making a formal complaint. Mediation or conflict resolution approaches may be utilized. If possible or appropriate, the accuser should be assisted in trying to resolve the issue with the individual whose action is being questioned. C. Formal Resolution Mechanisms Formal charges are initiated by consulting with the Director of Affirmative Action and filing a formal (written) complaint with the Director of Affirmative Action. The complaint should specify the behavior which violates the harassment policy, and related details, and name the person(s) charged. A form for filing a complaint is available in the Office of the Director of Affirmative Action, Room 324, Hardway Hall.
120 Response to harassment complaints is to be speedy and confidential. However, Fairmont State University recognizes the right of the accused to face the accuser. The steps in the procedure for processing harassment complaints are as follows. Any person accused by formal complaint of conduct in violation of Fairmont State University’s harassment policy shall be notified by the Director of Affirmative Action that a complaint has been lodged against him/her. A prompt initial investigation of the complaint by the Director of Affirmative Action will be conducted within ten days of receipt of the formal complaint. As a component of this investigation, the Director of Affirmative Action shall explore reconciliation possibilities with the parties involved. If reconciliation efforts are not successful, the Director of Affirmative Action shall then refer the case as outlined below to the appropriate judicial body for a hearing. Written notice of a formal hearing must be provided to the parties involved. Procedures for formal hearings will be as outlined in the respective governing documents. 1. For Students: When the accused is a student, the formal complaint shall be referred by the Director of Affirmative Action to the Vice President for Student Affairs or his/her designee, who will initiate student disciplinary procedures. 2. For Faculty: When a formal complaint is against a faculty member, the complaint should be referred by the Director of Affirmative Action to the faculty member's immediate supervisor and the appropriate President. Following an initial investigation by the supervisor, the Vice President for Academic Affairs, or President of the Community & Technical College, as appropriate, shall convene a conciliation meeting with the supervisor, faculty member, and the complainant. If conciliation results, the matter shall terminate. If conciliation does not result, the matter shall be forwarded for a formal hearing before the Faculty Harassment Complaint Committee, as outlined in the Faculty Senate By-Laws or Faculty Assembly By-Laws, as appropriate. Following the formal hearing, if the claim of harassment is considered to have been verified, the President will impose appropriate sanctions. 3. Faculty grievance procedures set forth in the Faculty Handbook may be used by faculty to appeal imposed sanctions. If the complaint relates to an academic evaluation which the affected student believes to be the result of discrimination, the complainant may appeal the final grade in accordance with grade appeal procedures which are set forth in Faculty Handbooks and the Student Handbook. 4. For Classified Staff and Administrators: When a formal complaint is against a classified staff member, supervisor, or administrator, the complaint should be referred by the Director of Affirmative Action to the staff member's immediate supervisor, who will immediately notify his/her respective vice president that a complaint has been lodged. Following an initial investigation by the supervisor of the accused, the Human Resources Administrator shall convene a conciliation meeting with the supervisor(s) and the employee(s). The procedures to be used in such cases are outlined in
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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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Publicity The Office of Public Rela
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Page 86 and 87: speak or write as citizens outside
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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 120 and 121: 111 Important Note: Since gifts of
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Page 126 and 127: 117 II. The responsibility for unde
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
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Page 146 and 147: 137 absence of the Dean or Associat
Page 148 and 149: 139 APPENDIX A ADDITIONAL CERTIFICA
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Page 152 and 153: 143 INDEX Absence Policy Faculty, 3
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Faculty Handbook - Fairmont State University

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