However, when a mutually satisfactory solution cannot be worked out at the first level, the faculty member or other aggrieved party should be given an opportunity to appeal the decision without fear of prejudice. At each level of appeal a decision made supersedes a decision made at lower levels.
The procedure outlined herein is designed to provide a method of dealing with faculty grievances in a prompt and equitable manner without placing an unreasonable burden on the University's resources and personnel. The proceedings are informal in nature. Procedural due process in this context does not require many of the features of the formal judicial proceedings employed by the courts of law, such as a public hearing, representation by counsel, cross-examination of witnesses, warning as to self-incrimination, compulsory production of witnesses, and adherence to rules of evidence. Thus, emphasis is placed on a method of getting at the facts, assuring that they are reported accurately to the proper authority, and providing a decision which is fair to all concerned.
All time periods specified in the grievance policy shall be strictly adhered to by the University. However, the President of the University has the discretion to extend any time period set forth herein where compliance with the time period is impossible or would otherwise impose a hardship (e.g. Christmas vacation period, semester breaks, spring vacation period, etc.) on University personnel (i.e. faculty, staff, and administration). In such instances, the President shall notify the grievant of the extension of time and the day on which the appropriate stage of the procedure shall commence. The extension shall be no longer than the time period which can be justified reasonably under the circumstances which make the extension necessary.
Grievances which could be lodged by a faculty member against other parties (faculty, staff, administrators, and/or students) include, but are not limited to, inequities in assigned duties, violations of academic freedom (see section 2.9.1), or any of the complaints listed below which are suffered by a faculty member. Generally, routine decisions and/or actions of Deans, Directors, Chairpersons, and other administrators which are in accord with published University policy are not grievable offenses. However, if these decisions and/or actions are discriminatory or unfair in nature, they are grievable offenses. This particularly includes decisions and/or actions that cause professional harm or personal hardship to a faculty member.
Grievances which may be filed against a faculty member include deviations from expected professional behavior (as outlined in the section on Faculty Responsibilities in the Faculty Handbook and/or below) and/or charges regarding the violation of law. Generally, routine decisions and/or actions of faculty members that are in accord with published University policy are not grievable offenses.
Examples of grievances involving unacceptable professional behaviors which could be lodged against a faculty member by other parties (faculty, staff, administrators, and/or students) include, but are not limited to, plagiarism; violations of academic freedom, unfairness and/or inconsistency in the evaluation of a student, staff member, or a colleague; discrimination as a factor in the learning process; sexual harassment; misuse of faculty status to promote personal gain or other causes related to instruction; and neglect of University service assignments and professional duties. In addition to
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