FACULTY HANDBOOK July 2009 - Morgan State University

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PAGE 34 * Morgan State University Faculty Handbook2.4 Separation from University ServiceWhenever a University employee leaves University service, he or she shouldcontact the Office of Human Resources to ensure that the employee completesthe necessary paperwork to effect that separation.2.4.1 ResignationIn accordance with professional and ethical procedures, a faculty member isexpected to submit a letter of resignation to the President of the University withcopies to the Provost and Vice President of Academic Affairs, the Dean, and thedepartment chairperson within a specified time frame.2.4.2 Elimination of Teaching Positions Necessitated by Discontinuation of aDepartment, Program, School or UnitThe University’s retrenchment policy sets forth the procedures observed by theUniversity when effective and optimal utilization of University resourcesnecessitates the retrenchment, reallocation, and/or reassignment of faculty. SeeAppendices page 100 Policies and Procedures Relating to the Retrenchment ofFaculty Members, Approved by the Board of Regents June 17, 1992.2.5 Faculty Grievance ProcedureSee Appendices page 104, Faculty Grievance Procedure, Approved by the Board ofRegentson June 17, 1992.2.6 Faculty Review CommitteeSee Appendices page 182, Section II F in the Policy on Termination of Faculty for Cause.2.7 Faculty Duties and Responsibilities2.7.1 Academic Freedom/IntegrityInstitutions of higher learning exist to serve and foster the common good for thepersonal interest of individuals. A vital role of a university is to conduct anintellectual as well as a careful examination of ideologies and institutions. It isessential for the health of an academic institution and for the welfare of societyfor individual(s) to exercise their responsibility and freedom in search of truth,excellence and advancement of knowledge by articulating the discovered truth.It is essential also that faculty members be granted the right to express theirviews in a responsible manner without fear of censorship, reprisal or penalty. Inthe academy, administrators, faculty, staff and students bear a mutualresponsibility to exercise professional competence and to extend to each other thetrust and mutual respect which foster an environment for the exercise ofacademic freedom as well as collegiality. See Appendices page 159. Approvedby the Board of Regents March 20, 1996.2.7.2 Sexual Harassment Policy
PAGE 35 * Morgan State University Faculty HandbookMorgan State University is committed to maintaining the best possibleenvironment for the pursuit of excellence on the part of faculty, staff andstudents. Our goal is to provide a working and learning environment whichpromotes professional, personal, intellectual and social growth. Such anenvironment must be free from intimidation, fear, coercion and reprisal.Harassment of any kind which interferes with a person’s work performance oreducation is prohibited. Sexual harassment and discrimination on the basis ofsex is illegal and does constitute violations of State and Federal law. Sexualharassment is a form of misconduct which undermines the integrity of theemployment relationship and of the teacher/student relationship. No student oremployee should be subjected to unwanted, unwelcomed sexual advances orconduct, either verbal or physical. See Appendix page 111 for the UniversityPolicy on Sexual Harassment Approved by the Board of Regents (7/13, 2004).2.7.3 Conflict of InterestA conflict of interest situation is one in which an employee influences or is in theposition to influence University decisions for personal financial gain or benefit.Morgan State University encourages the development of privately sponsoredresearch relationships among its faculty. It administers federal, private, and statefundedprograms to foster economic development in the state and region,including programs commercializing and transferring University-producedtechnology to the private sector and providing campus affiliations to emergingprivate high-technology firms. Confidence and trust is eroded, however, whenState and University business is subject to improper influence. The MarylandPublic Ethics Law establishes certain conditions for faculty interest in certainsponsored research or economic development activities, as a part of its ethicsrequirements. However, faculty have a continuing obligation to adhere to otheraspects of University policies and to other provisions of the Maryland PublicEthics Law, including restrictions relating to prohibited gifts, misuse of position,and prohibited representation for contingent fees. See Appendix page 151Policy on Conflict of Interest For Faculty Interest in Sponsored. Approved by theBoard of Regents1/17/1996 and Appendix page 162 Policy on OutsideConsultancy. Approved by the Board of Regents (3/20/1996).2.7.4 Conflict of CommitmentWith the acceptance of employment with Morgan State University, one makes acommitment requiring the devotion of a large part of one’s energies to the goalsand mission of the University. External, cultural, civil and other activities, aswell as services to government, industry and other institutions, are important tothe mission of the University, to one’s personal development and to society atlarge. A conflict of commitment situation is one in which outside activitiessubstantially interfere with the employee’s obligations to students, colleagues,and/or the University, to one’s personal development and to society at large.Although external employee involvements enhance the University, they alsobring with them the potential for conflicts of interest and conflicts ofcommitment. As indicated, a conflict of interest situation is one in which anemployee influences or is in the position to influence University decisions forpersonal financial gain or benefit. A conflict of commitment situation is one inwhich outside activities substantially interfere with the employee’s obligations tostudents, colleagues, or the University. See Appendix page 149, Policy onProfessional Commitment of Faculty. Approved by the Board of Regents(3/20/1996).
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