VCOM Institutional Policy and Procedure Manual

VCOM Policy and Procedure

Policy #F008

2.1 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. For other misconduct, or repeated misconduct, disciplinary action is most often provided through a written statement by the Campus Dean, or the faculty member’s supervisor, that outlines the misconduct and explicit corrective action(s) that are to be taken. The resolution will delineate performance goals, as well as other specific goals or measures that must be achieved within a specified period and which become permanent expectations. The Campus Dean, in the presence of the Director for Human Resources, may dismiss, temporarily suspend (with or without pay), or request the faculty member’s resignation for issues of misconduct. If the faculty member declines to resign, the Campus Dean may dismiss the faculty member. Upon being disciplined, the Campus Dean shall provide the faculty member with a formal letter setting out the discipline taken and the reasons for the action. Resignation by the faculty member waves all faculty rights for a hearing. In cases where the faculty member is unavailable for a personal meeting, the requirement of this section will be Any faculty member being disciplined by the Campus Dean for misconduct may appeal to the Provost within seven calendar days of the notification of the disciplinary action by the Campus Dean, to request an internal hearing and be provided the right to present evidence during the hearing. The misconduct hearing will be performed to the best of the ability of the administration. The hearing is an internal procedure and not part of legal proceeding. The administration holds the faculty member harmless and the faculty member holds the administration harmless in the event both parties have, to the best of their understanding and ability, followed the processes in a fair manner. The faculty member has the right to consult with legal counsel prior to the hearing; however, legal counsel is not a part of the hearing and is not allowed in the proceedings. The Campus Dean has the discretion to continue the suspension of the faculty member until the time the Hearing Committee has completed its deliberations and a final action has been approved. All hearing procedures are confidential, and any public discussion by the parties must be avoided. Discussion of the details of the hearing outside of the Hearing Committee is prohibited except as required by law. For the protection of all concerned parties, public statements about the case will be avoided as much as possible and will in general be a “no met by distance discussion with the faculty member. 2.2 Misconduct Appeal Process to Request a Hearing

VCOM Faculty Misconduct and Dismissal Policy and Procedures

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