VCOM Faculty Handbook

be considered as violations of professional ethics, as long as the faculty member publicly informs all he or she is not speaking for the institution, assures it is known to the public that he or she is representing only his/her views, and that such views do not interrupt the programs of VCOM or threaten student well-being.

Misconduct may include, but is not limited, to the following:

1. Violations of professional ethics, to wit:

a. Intellectual dishonesty, e.g., plagiarism or falsified research data or research activities. b. Use of professional authority to exploit others. c. Purposeful abandonment of general duties. d. Other such purposeful actions that fall outside of the professional and ethical conduct faculty expect of each other and that impair the intellectual integrity or academic environment for which the institution strives. e. Proof of sexual harassment or sexual assault as determined by due process. f. Inappropriate relationships with students of an intimate or sexual nature or those that give the appearance of or result in an unfair advantage or disadvantage to students. g. Use of professional position as a representative of VCOM to damage the reputation of VCOM or its affiliates. h. Violations of federal, state, or local laws. i. Failure or refusal to perform reasonable assigned expectations, including regular and reliable attendance, as described within one’s contract, position description, or as assigned by the Campus Dean or Division Officer, and/or within this Handbook . j. Failure on the part of any faculty member to cooperate with the appropriate Campus Dean, Provost, President, or other administration in connection with routine policies, procedures, or assignments. k. Failure to follow the AOA or VCOM Code of Professionalism and Ethics. l. Receiving salary or any form of compensation from any pharmaceutical company, biomedical device company, or other company that would potentially financially benefit from the faculty member’s research. m. Receiving salary or any form of compensation from any pharmaceutical company, biomedical device company, or other company that would potentially influence the faculty member’s instruction of students or provision of CME. n. Failure to abide by the ethical standards for research as set forth by the college. o. Other violations considered as unprofessional or unethical or which are in general disruptive to the business of the college. It should be noted that certain misconduct may be covered by other policies of the College, such as the VCOM Discrimination, Harassment, and Violence Policy and Procedures, and the College reserves the right to proceed under the policy it deems appropriate and/or required. Misconduct Disciplinary Action When reason arises to consider disciplinary action of a faculty member during a contract period, the appropriate Associate Dean, the Campus Dean, and Director for Human Resources will arrange a personal conference with the faculty member. The legal counsel for the institution must be made aware of all misconduct disciplinary actions. For certain misconduct, initial disciplinary actions may be provided through a verbal statement regarding the corrective measure. The verbal statement will serve as a warning that if the misconduct occurs again, further action will be taken.

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