2.9 FACULTY RIGHTS AND RESPONSIBILITIES
2.9.1 FACULTY RESPONSIBILITIES
2.9.1.1 GENERAL STATEMENT
Membership in the academic profession carries with it responsibilities for the advancement of knowledge and the intellectual growth of students. Moreover, faculty at Roanoke College have a special obligation to understand the nature of this institution of higher learning and to appreciate its unique characteristics and its philosophy and objectives. They should strive to improve the intellectual and practical effectiveness of the College.
A faculty member's overall responsibilities generally include teaching and advising, which are paramount, and scholarship and service that support the academic purposes of the College.
As an educational institution, Roanoke College does not wish to impose a rigid body of codified rules upon the members of its Faculty. The College does, however, have certain legitimate expectations concerning the conduct of professional activities.
2.9.1.2 ADHERENCE TO COLLEGE REGULATIONS
Failure by a faculty member to observe the policies and procedures in Section 2.9.1 will be considered as failure to perform assigned duties.
2.9.1.3 COURSE OFFERINGS AND CONTENT
All course offerings should be in accordance with the general requirements of Roanoke College and the needs of majors and the student body.
Faculty members are expected to conduct their classes at a level appropriate to the level of the assigned course. Each instructor is responsible for planning and presenting the assigned course material; establishing course objectives and requirements and making them known to students; selecting and ordering texts and supplemental materials; preparing, administering, and grading papers and examinations; and assigning grades.
All instructors are required to administer student evaluations in all regular courses they teach in fall and spring terms.
2.9.1.4 ABSENCE AND CLASS-RELATED DUTIES
2.9.1.4.1
Absences from class should be cleared with the department chair. Faculty should also arrange for someone else to teach the class or make other arrangements for students to continue working during his/her absence.
2.9.1.4.2
In an emergency, an effort should be made to contact the department chair and the Registrar's Office.
2.9.1.4.3
Faculty should begin and conclude class on time.
2.9.1.5 AVAILABILITY AND OFFICE HOURS
Each faculty member should establish and make known regular and adequate office hours so distributed throughout the week as to provide reasonable access to the students. Additional office hours will normally be needed during registration advising and examination periods. A copy of the office hours schedule is to be turned in to the Dean of the College for filing.
2.9.1.6 STUDENT ADVISING
Full-time faculty members have a responsibility to advise students as directed by their department chair. Declared majors are normally advised by full-time faculty.
2.9.1.7 SHARE IN GOVERNANCE
A faculty member shares responsibility for the governance of the College. This responsibility shall be exercised by regularly attending Faculty and departmental meetings and by being available for service on Faculty bodies.
2.9.1.8 ACADEMIC INTEGRITY
Each faculty member has an obligation to enforce and support the Academic Integrity System at Roanoke College.
2.9.2 STATEMENT ON ACADEMIC FREEDOM
Faculty are entitled to full freedom in research and in publication of the results, subject to the adequate performance of other academic duties; but research for pecuniary return shall be based upon an understanding with the authorities of the institution. Faculty are entitled to freedom in discussing the subject matter of the course.
The faculty member is a citizen, a member of a learned profession, and a professional member of an educational institution. Remembering that the public may judge the profession and the institution by the words and deeds of any member, the faculty member should strive at all times to be accurate and forthright, should exercise appropriate restraint, should respectfully allow for the opinions of others, and should take care to indicate whether the views expressed are those of the individual or the institution.
2.9.3 CODE OF PROFESSIONAL ETHICS
Although no set of rules or professional code can either guarantee or take the place of the faculty's personal integrity, Roanoke College believes that the "Statement on Professional Ethics" promulgated by the American Association of University Professors in April of 1966 and revised in June of 1987 may serve as a reminder of the variety of obligations assumed by all members of the academic profession. Roanoke College endorses the Association's "Statement" and includes it in its abbreviated form below (2.9.3.1).
2.9.3.1 AAUP STATEMENT ON PROFESSIONAL ETHICS
1. “Professors, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end professors devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although professors may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.”
2. “As teachers, professors encourage the free pursuit of learning in their students. They hold before them the best scholarly and ethical standards of their discipline. Professors demonstrate respect for students as individuals and adhere to their proper roles as intellectual guides and counselors. Professors make every reasonable effort to foster honest academic conduct and to ensure that their evaluations of students reflect each student’s true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation, harassment, or discriminatory treatment of students. They acknowledge significant academic or scholarly assistance from them. They protect their academic freedom.”
3. “As colleagues, professors have obligations that derive from common membership in the community of scholars. Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of associates. In the exchange of criticism and ideas professors show due respect for the opinions of others. Professors acknowledge academic debt and strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty responsibilities for the governance of their institution.”
2.9.4 EQUAL OPPORTUNITY
2.9.4.1 STATEMENT OF POLICY
It is the responsibility of each member of the College administration, including department chairs, to ensure that significant equal employment opportunity exists in the recruitment, hiring, and promotion for all job classifications at Roanoke College.
2.9.4.2 STATEMENT OF OBJECTIVES
a. The College's employment practices will conform with all applicable federal, state, and local laws and regulations regarding nondiscrimination in employment. Such employment practices include, but are not limited to, promotions, upgrading, demotions, transfers, lay-offs or terminations, compensation, leaves of absence, employment of relatives, job descriptions, posting of notices of openings and opportunities for any training the College may offer.
b. The College will ensure that applicants and employees are treated without regard to their race, gender, color, creed, religion, sexual orientation, marital status, national or ethnic origin, physical or mental disability, or veteran status.
2.9.5 CIVIL RIGHTS COMPLAINTS OR HARASSMENT
Roanoke College is committed to maintaining an atmosphere in which the race, gender, color, creed, religion, sexual orientation, marital status, national or ethnic origin, physical or mental disability, or veteran status of an individual or group are respected and not disparaged.
If faculty believe they have been the object of discrimination or harassment in any of the above areas, they should inform the Vice President and Dean of the College. Faculty Grievance Committee procedures for investigation and appeal will be followed.
2.9.6 VIOLATIONS OF FACULTY RIGHTS, ACADEMIC FREEDOM, AND PROFESSIONAL ETHICS
Disputes involving a charge that a faculty member's rights or academic freedom have been abrogated or that professional ethics have not been maintained are to be settled through the established Grievance Procedures (see Section 2.16).
2.9.6.1 FACULTY RIGHTS AND STUDENT COMPLAINTS
The AAUP Statement on Professional Ethics includes a statement of the obligations of faculty to students. Should students believe that they are not being treated by faculty members as the statement indicates, they may bring complaints following the procedure outlined in the Policy for Student Complaints Involving Faculty Members (see 5.4)
Note that such concerns or complaints may include but are not limited to complaints about grades and evaluation procedures. Sexual harassment complaints, however, are addressed to the Affirmative Action Officer (see 2.9.7)
2.9.7 SEXUAL HARASSMENT
It is the policy of Roanoke College to provide employees a work environment free of any form of discrimination, including harassment. This institution reaffirms the principle that its faculty, staff, and students have a right to be free from sexual discrimination in the form of sexual harassment by any member of the academic community.
In addition, Title VII of the 1964 Civil Rights Act prohibits discrimination on the basis of race, color, gender, national origin, religion and pregnancy. Under both our policy and the equal employment law, it is improper for an employee to engage in unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, or any other verbal conduct that might be construed as a racial, sexual, ethnic or religious slur. In general, any behavior which could reasonably be perceived to be sexually offensive is under the purview of this policy. Sexual harassment is understood to include a wide range of behaviors, from the actual coercing of sexual relations to the unwelcomed emphasizing of sexual identity. This definition will be interpreted and applied consistent with accepted standards of mature behavior, academic freedom, and freedom of expression.
Such behavior, whether committed by a supervisor or co-worker, is grounds for disciplinary action, up to and including termination. Individuals who believe they have been sexually harassed may obtain redress through the established informal and formal procedures of the institution. Complaints about sexual harassment will be responded to promptly and equitably. The right to confidentiality for all members of the academic community will be respected in both informal and formal procedures. This policy explicitly prohibits retaliation against individuals for bringing complaints of sexual harassment. However, it is also improper to bring unwarranted charges of sexual harassment, and those who do so may be subject to disciplinary actions. Formal procedures will not be initiated without a written, signed complaint. An individual found guilty of sexual harassment is subject to disciplinary action for violations of this policy, consistent with existing procedures.
Any questions regarding corporate policy, state or federal fair employment laws, or complaints regarding any form of harassment should be addressed to the Affirmative Action Officer.
2.9.8 POLICY STATEMENT ON SUBSTANCE ABUSE
The College's substance abuse policy, as it applies to faculty members, is as follows:
1. Comprehensive health care benefits are available through our health insurance policy for treatment of alcohol and drug problems.
2. The Employee Assistance Program (EAP) provided by the College offers free, confidential short-term counseling and referrals for substance abuse problems, both for the abuser and for family members dealing with the abuse problem of a loved one. Employees are encouraged to seek help voluntarily through the EAP.
3. When an employee's job performance or behavior reasonably suggests a substance abuse problem, the employee may be directed to seek help either through the EAP or through a personal physician.
4. Any employee who seeks rehabilitation through an inpatient program will receive the support of the College, including an unpaid leave of absence for up to twelve weeks. Although an employee's rehabilitation efforts will be supported, participation in any program will not serve as protection against the normal disciplinary process associated with job performance and behavior.
5. Employees under the influence of alcohol or illegal drugs while on the job may be subject to disciplinary action, up to and including dismissal (also see Section 2.8.1.5).
6. Employees using prescription medication capable of impairing job performance must advise their supervisor immediately of such use. The substance involved and the duties of the employee will be reviewed (also see Section 2.8.4).
7. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance while on College premises or during the conduct of College business is prohibited and will result in appropriate disciplinary action (also see Section 2.8.1.5). Law enforcement authorities will be notified of the facts and circumstances concerning any illegal activity.
8. It is the policy of the College to maintain a drug-free work place. As a condition of employment, employees must abide by the College policy on substance abuse and must report any conviction under a criminal drug statute for conduct in the work place within five days after conviction.
9. A complete statement of Roanoke College's Drug-Free Workplace statement can be found in the Appendix.
2.9.9 SMOKING POLICY
Smoking is not permitted inside non-residential buildings. Individuals wishing to smoke must go outside these buildings.
2.9.10 SAFETY AND SECURITY POLICY
College policies pertaining to the safety and security of employees are as follows:
Accidents Occurring on the Job - All job-related accidents and injuries involving employees, no matter how minor they may seem, must be reported immediately to the employee's immediate supervisor and to Personnel Services so the necessary incident report may be completed. Prompt reporting of accidents expedites processing of claims. Benefits may be lost unless accidents are reported promptly. Employees are expected to be safety conscious, to work safely, and to report safety hazards to their immediate supervisors without delay. Further information on worker's compensation benefits may be found in Section 2.14.10.
Accidents to Visitors - Accidents involving visitors should be reported immediately to the nearest supervisor. If emergency medical services are needed, dial extension 0 and report the need to the switchboard operator. He/she will contact the Salem Rescue Squad for you. Do not attempt to move an injured person yourself; wait for assistance. Be alert to conditions causing an accident and to any unusual circumstances which might aggravate an injured person's condition. Listen carefully to the injured person's report of the accident but avoid any statements concerning cause, fault, or liability. An accident report should be prepared by the supervisor in charge or by the department head or supervisor in the vicinity.
Fire and Disaster Plan - Fire is always a potential hazard, and the importance of fire prevention cannot be overemphasized. Each employee is responsible for adhering to the basic rules of fire prevention. All requests for fire or rescue assistance should be placed by dialing the College switchboard operator. The College has developed a comprehensive safety, fire, and disaster plan to instruct employees in their responsibilities. This plan is available for review in each department and in Campus Safety. Fire exit routes and alarms are posted in every building. It is the duty of every employee to become completely familiar with these regulations and with his or her individual responsibilities for the area in which he or she works. Fire and disaster drills are conducted at regular intervals. Failure to comply with established fire, safety, and disaster rules and standards, as well as carelessness affecting personal safety is considered a serious offense.
Motor Vehicle Policy - It is the combined responsibility of the College and its employees to ensure that all College vehicles are operated in a safe manner. Any employee operating a College vehicle must possess a valid Virginia driver's license. A motor vehicle record’s check is required on all employees operating college vehicles. Contact the Office of Campus Safety for a Release Form. This is done by the Director of Campus Safety. Should an employee have his/her license suspended or revoked, that employee may not operate a College vehicle under any circumstances. An employee who routinely operates a College vehicle in the course of his/her job duties must advise his/her supervisor immediately of any license suspension or revocation. The College will make every effort to relieve the employee of driving responsibility; however, the College reserves the right to terminate an employee whose job requires the operation of a College vehicle should that employee lose his/her license.
Guidelines for the operation of College motor pool vehicles are outlined in the College Motor Pool Guidelines, available from the Director of Campus Safety or on-line at www.roanoke.edu/safety. Employees using motor pool vehicles are expected to adhere to the procedures and regulations contained in these guidelines. Any misdemeanor or criminal conviction resulting from an employee driving a College motor pool vehicle will be evaluated and may be grounds for disciplinary action (see Section 2.8.1.5). Employees driving large college vans must complete a van safety program sponsored by the Office of Campus Safety. Contact the Director of Campus Safety for further information.
2.9.11 CONFLICT OF INTEREST