VCOM Faculty Handbook

• For minor infractions, initial disciplinary actions may be provided through a verbal statement regarding the misconduct and requiring a corrective measure. The verbal statement will serve as a warning that if the misconduct occurs again, further action will be taken. • For more serious misconduct, or repeated misconduct, disciplinary action is provided through a written statement by the Campus Dean and/or the Associate Dean who serves as the immediate supervisor, with approval by the Campus Dean. The written statement will delineate performance goals and any other specific measures that must be followed and expectations that are to be achieved within a specified time period. Performance goals will become permanent expectations. The Campus Dean, generally in the presence of the Director for Human Resources and VCOM legal counsel, may temporarily suspend a faculty member (with or without pay), or if the infraction is egregious or a repeated infraction, may request a faculty member’s resignation for issues of misconduct. In addition to the College’s in house legal counsel, the Campus Dean shall also inform the President and the Provost of their actions in advance of the suspension or request for resignation. • If the faculty member declines to resign, the Campus Dean may dismiss the faculty member when the misconduct is such that the Campus Dean believes the risk to the institution, the students, or the employees outweighs the risk to the faculty member. Upon such a dismissal, the faculty member may request a hearing for the misconduct to determine if reinstatement is possible or warranted. • If the faculty member is suspended for the purpose of disciplinary reasons, the Campus Dean shall provide the faculty member with a formal letter setting out the reason for the suspension and the actions that must occur to return from suspension. • If the faculty member resigns, the faculty member waves all faculty rights for a hearing and tenure proceedings. • In cases where the faculty member is unavailable for an in-person meeting, the requirement of this section will be met by distance discussion over videoconferencing and recorded. • In the case of resignation, all facts related to the suspension and/or resignation shall be confidential to the faculty member’s file with the institution, unless subpoenaed in the future. • In the case of dismissal, the distinct facts of the case shall also remain confidential; however, the overarching reason for dismissal may be revealed at the request of and/or signature by the faculty member when applying for a future position. Misconduct Appeal Process to Request a Hearing Any faculty member being disciplined by the Campus Dean for misconduct may appeal to the disciplinary measures to the Provost within seven calendar days of the notification of the disciplinary action by the Campus Dean, and may request an internal hearing be provided, with the right to present evidence during the hearing. The misconduct hearing will be performed to the best of the ability of the College administration. The hearing is an internal procedure to review the faculty member’s performance and as an “at will” employer to determine continued employment. The terms of the faculty contract shall also be considered when dismissal is warranted. The hearing is not considered a legal proceeding. The administration shall hold the faculty member harmless, and the faculty member shall hold the administration harmless in the event both parties have, to the best of their understanding and ability, followed the processes of the Faculty Handbook and contract in a fair manner, The faculty member has the right to consult with legal counsel prior to the hearing; however, as this is not considered a legal hearing, legal counsel is not a part of the hearing and is not allowed in the proceedings. The Campus Dean has the discretion to suspend the faculty member from the time of the misconduct until the time the Hearing Committee has completed its deliberations and a final action has been approved.

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