Common use of Procedures Applicable to Possible Dismissal of a Tenured Faculty Member Clause in Contracts

Procedures Applicable to Possible Dismissal of a Tenured Faculty Member. Except as otherwise provided in Section 11.08, the following two-step procedure shall be applicable in situations involving the possible dismissal of a tenured Faculty member: (1) First, before concluding an investigation of alleged conduct that could result in the dismissal of a tenured Faculty member, the Board will conduct an investigatory interview(s) with the tenured Faculty member at which the tenured Faculty member shall have the right to have an Association representative present in accordance with the provisions of Section 11.05. (2) Second, following the investigatory interview(s) but prior to making a final decision to dismiss a tenured Faculty member, the Board will notify the Faculty member in writing, at least one week prior to the scheduled meeting to discuss the matter, of the reason(s) for possible dismissal and provide the Faculty member with an opportunity to meet and respond. At such meeting, the Faculty member shall have the right to request that an Association representative be present to serve as an advocate on the Faculty member’s behalf and shall be allowed to respond to the reasons for possible dismissal by offering an explanation of his/her position orally and/or in writing. A Faculty member who elects not to attend a meeting scheduled pursuant to the provisions of this paragraph shall forfeit his/her procedural right to respond to the charges; however, it shall not waive the Faculty member’s right to grieve any decision to discipline the Faculty member.

Procedures Applicable to Possible Dismissal of a Tenured Faculty Member. Except as otherwise provided in Section 11.08, the following two-step procedure shall be applicable in situations involving the possible dismissal of a tenured Faculty member: (1) First, before concluding an investigation of alleged conduct that could result in the dismissal of a tenured Faculty member, the Board will conduct an investigatory interview(s) with the tenured Faculty member at which the tenured Faculty member shall have the right to have an Association representative present in accordance with the provisions of Section 11.05. (2) Second, following the investigatory interview(s) but prior to making a final decision to dismiss a tenured Faculty member, the Board will notify the Faculty member in writing, at least one week prior to the scheduled meeting to discuss the matter, of the reason(s) for possible dismissal and provide the Faculty member with an opportunity to meet and respond. At such meeting, the Faculty member shall have the right to request that an Association representative be present to serve as an advocate on the Faculty member’s behalf and shall be allowed to respond to the reasons for possible dismissal by offering an explanation of his/her position orally and/or in writing. A Faculty member who elects not to attend a meeting scheduled pursuant to the provisions of this paragraph shall forfeit his/her procedural right to respond to the charges; however, it shall not waive the Faculty member’s right to grieve any decision to discipline the Faculty member.