VCOM Faculty Handbook

Committee are charged to recognize diversity and inclusion as an essential component of health, to promote equity and fairness on our campus, and to engage our faculty, staff, and students in a manner that all feel engaged, valued, and productive. As an osteopathic medical school, the committees also support the need to address health disparities as they relate to diverse populations that become disadvantaged. The committees’ charge goes beyond addressing areas of concern on campus and encompasses a culture of inclusion in serving our communities and patients, engaging our faculty, students, and staff to recognize these needs, and to advocate for equal access to quality healthcare. As VCOM campuses are in four states, which have varying laws related to DEI, the above structure allows VCOM to offer DEI support in a meaningful way while also adhering to the laws of each state. American with Disabilities Act VCOM complies with the Americans with Disabilities Act (ADA) and applicable state and local laws providing for nondiscrimination in employment against qualified individuals with disabilities. VCOM also provides reasonable accommodation for such individuals in accordance with these laws. VCOM’s management team will evaluate the feasibility of any requested accommodation considering these guidelines, determine whether such accommodation will create an undue hardship on VCOM and, if not, establish a corporate budget for accommodation. VCOM’s policy is to: 1. Assure that qualified individuals with disabilities are treated in a non-discriminatory manner in the pre employment process and that qualified employees with disabilities are treated in a non-discriminatory manner in all terms, conditions, and privileges of employment. 2. Administer medical examination (a) to applicants only after conditional offers of employment have been extended, and (b) to employees only when justified by business necessity. 3. Keep all medical-related information confidential in accordance with the requirements of the ADA and other applicable law, and retain such information in separate confidential files. 4. Provide qualified applicants and employees with disabilities, reasonable accommodation, except where such an accommodation would create an undue hardship on VCOM. 5. Notify individuals with disabilities that VCOM provides reasonable accommodation to qualified individuals with disabilities by including the policy in the handbook, and by posting the Equal Employment Opportunity Commission’s poster and other postings regarding non-discrimination against individuals with disabilities and other protected groups conspicuously in VCOM facilities.

VCOM has a commitment to non-discrimination against any individual or group of individuals. VCOM has zero tolerance to inappropriate behavior exhibited as an act of discrimination.

Faculty Recruitment, Hiring, and Appointment

Approval for Filling a Position The request defining the need for additional faculty when initiating a new program or direction for the College may come from a Course Director, Discipline Chair, Associate Dean, Vice Provost, Campus Dean, Provost, or President. The process then begins by the Provost and Campus Dean presenting the need for additional faculty, in writing, with duties toward fulfilling VCOM’s Mission and budgetary impact to the President. Once the position is approved, the requisition form for a new faculty member is finalized, along with the job description, and submitted to the Human Resource Department, who will post the position and the recruitment process begins. The Provost and Campus Dean (with approval of the position from the President) have the ability to appoint interim faculty or administrators until the appropriate candidate is identified and hired. Recruitment follows the VCOM

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