 |
|
| Membership in the academic profession carries with it
responsibilities for the
advancement of knowledge, the intellectual and personal growth of students,
and
the improvement of society. Moreover, the faculty of Seattle Pacific University
undertake a special obligation to understand the nature of Christian higher
education and to appreciate the unique characteristics of this University
and its
special purpose and mission.
The Seattle Pacific University community recognizes that Christians embrace
and display vital faith in a variety of theological expressions, worship
forms, gifts and
ministries. At the same time, a set of shared Christian commitments gives
the
University its distinctive identity. Faculty members are expected to serve
as models
of living, growing Christian faith. Such faith is generally characterized
by trust in the
God of pure, unbounded love as the source and goal of human living; life-centering
relationship to Jesus Christ and life-shaping imitation of his life of
love;
responsiveness to the Holy Spirit's purifying and renewing of life; active
participation
in the life of a community of Christian faith; willingness to be guided
and enlivened
by the belief, worship, and practice of earlier generations of Christians;
and
enthusiasm in witnessing to the good news concerning Jesus Christ in a
world
needing, yet too often indifferent to, the abundant life he offers.
In relationships with students faculty are significant role models of
scholarly
activity, values, and individual and social responsibility based on sound
interpretation of the biblical witness, broad knowledge of the various
Christian
traditions (including the Wesleyan tradition that has most directly shaped
Seattle
Pacific University), vigorous use of God's gift of human reason, and deep
sensitivity
to the experience and practice of Christian faith. Respect for students,
and for the
diversity of their beliefs, entails acceptance of the persons coupled
with thoughtful
expression by faculty of their own beliefs and honest discussion of their
own
responsibilities in the home, the church, the University, and society
at large.
At Seattle Pacific University, the faculty member's overall responsibilities
generally include teaching, as paramount; scholarship and professional
activity
which support teaching; willing participation in University governance;
and service to
the church and the community. Each faculty member is responsible to carry
out
satisfactorily these duties, especially as they are described in the individual
contract/letter of appointment but also as they are more specifically
defined in this
.
Seattle Pacific University considers spiritual formation to be a central,
core
value of the community. A key goal is to be effective and intentional
about the
spiritual growth and development of our students. In doing so, the faculty,
staff,
and board members commit to spiritual formation in their own lives as
well. The
hope is to model, teach, and provide guidance for a vital, authentic commitment
to Jesus Christ. To facilitate this process the following guiding definition
of
spiritual formation has been adopted at Seattle Pacific University:
Spiritual formation at Seattle Pacific University encourages members
of
the community to make Jesus Christ the authentic center and
integrating power of their lives. This transforming and developmental
process enables Christian growth and maturity among all community
members in at least the following ways: by promoting the spiritual
disciplines, including scripture reading, prayer, and worship; by
fostering spiritual mentoring; by modeling a community of love, justice,
reconciliation, support, authenticity, and civility; by encouraging
an
informed and thoughtful faith; and by cultivating and advancing faith
through service.
This purpose lies at the heart of the University. All members of the
community are expected to join this worthy goal.
This section describes additional rights and responsibilities essential
to
professionals in Christian higher education. New or amended policies developed
for
inclusion in this Handbook will be approved by appropriate bodies
of the University
and will be disseminated to the University community. Each faculty member
is
responsible to know these regulations and to make a reasonable effort
to adhere to
them. If questions of interpretation arise before new policies are included
in the
Handbook, the questions shall be directed to the administrative
officer responsible
for framing the policies. |
| 9.1 |
RESPONSIBILITIES OF FACULTY |
|
9.1.1 |
Principal occupation. |
 |
|
Faculty are appointed with the expectation
that they will be principally occupied with the academic and
personal growth and development of students during all terms of
the academic year (Section
11.2). While professional development
and service are encouraged, teaching and advising shall be the
primary concern and occupation of all faculty unless the individual
contract specifies otherwise. |
|
9.1.2 |
Course offerings and content. |
|
|
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 texts and supplemental materials; and grading students'
assignments and course performance. |
|
9.1.3 |
Absence and class-related duties. |
|
|
Historically it has been assumed
that a five quarter credit class meets daily for a 50-minute class
period with the professor present at that time each week in a 10-
week quarter. However, both faculty and students realize that
learning takes place inside and outside the classroom, and that
better learning activities may sometimes be available through
patterns other than the historically accepted one. Faculty members
are at liberty to plan their courses with varying attendance schemes
so long as standards of quality are maintained. |
|
|
9.1.3.1 |
Unusual class sessions. |
|
|
|
Once approval has been received
from the dean for an unusual class session pattern, and the
pattern is described to students in the course outline, the faculty member
is obligated to keep that attendance
"contract" with the students. Tardiness to classes and
dismissal for other than unavoidable reasons (similar to
those acceptable for students) is considered a breach of
that commitment. |
|
|
9.1.3.2 |
Faculty illness. |
|
|
|
Any faculty member who is too ill or for
some other emergency reason unable to attend scheduled
classes will report to the dean. In case of prolonged illness
(more than one or two class sessions), the dean will attempt
to arrange for other members of the faculty to provide
alternative learning experiences for the students. If the
illness or emergency extends more than one week, efforts
will be made to find a substitute (Sections
14.2.3 and 14.2.4
explain disability insurance protection and related University
policy on long-term illness; Section
8.4 details separation
procedures for faculty who are permanently unable to
perform regular duties). |
|
|
9.1.3.3 |
Cancellation of class sessions. |
|
|
|
Any faculty member who
cancels a class session, whether for emergency or other
reason, is expected to report the cancellation as soon as
feasible to the dean or department chair and, if the students
have not been informed in advance, to have notice of
cancellation placed in the classroom. When possible, the
University requests that an alternative use of the scheduled
class time be suggested or assigned by the faculty member.
When a class must be canceled and notice placed in the
classroom, and the faculty member's dean, department
chair or administrative assistant is not available; the
instructor may call the office of Vice President for Academic
Affairs for assistance. |
|
9.1.4 |
Availability and office hours. |
|
|
Each full-time faculty member is
assigned an office space and is expected to be available to
students during posted office hours and/or by special appointment.
The individual faculty member is responsible to post office hours
and to provide the school administrative assistant with a copy of
those hours so that students and others may conduct University
business. |
|
9.1.5 |
Student recruitment, advising, counseling. |
|
|
From time to time, as
appropriate, some faculty might assist the admissions process
directly. One of the most significant services a faculty member can
render in this category is to express sincere personal interest in students.
Occasionally, when faculty members are representing the
University outside the greater Seattle area, the Office of
Admissions may request that students be contacted as a personal
part of the recruitment effort.
All full-time faculty in most disciplines are expected to assist
students in selecting courses for registration each quarter. The
Director for Faculty Advising assigns students to faculty for advising.
|
|
9.1.6 |
Share in governance. |
|
|
Each full-time faculty member is expected to
assume some activities in the operation of the University which are
not directly instructional in nature. Evaluation processes specify
that some of these activities will be evaluated; the individual and
the dean are jointly responsible to assure that the individual is
available for some governance activities and that the individual
does not assume such a heavy load in these areas as to interfere
with the primary tasks of teaching and advising. |
|
|
9.1.6.1 |
School meetings. |
|
|
|
Deans will call regular meetings of the
school faculty and the school curriculum committees, and
will file minutes of the meetings in the Academic Affairs
office. Regular attendance of all full-time faculty of the
school is expected at school faculty meetings. |
|
|
9.1.6.2 |
Service on committees or task forces. |
|
|
|
Faculty serve on
standing committees of the faculty. Other task forces and
advisory bodies may be established from time to time by
Faculty Council, Faculty Senate or administrators. |
|
9.1.7 |
Major academic events. |
|
|
Faculty are required to take part in major
academic events such as faculty retreat, commencement and all-
University convocations. Specific information concerning these
events is distributed by Faculty Council or the office of the Vice
President for Academic Affairs, with provision made for legitimate
excuses (Section 11.6). |
| 9.2 |
ACADEMIC FREEDOM |
|
All members of the faculty, whether tenured or not, are
entitled to academic
freedom. Seattle Pacific University, as an institution of higher learning
within the evangelical, Christian tradition, respects the historical
commitment of the academy to academic freedom. We believe that the
pursuit of truth is an obligation of the Christian scholar and teacher.
In the light of this overall commitment, Seattle Pacific University
endorses
academic freedom. The generally accepted definition of academic
freedom is developed in the 1940 Statement of Principles on Academic Freedom
and Tenure, formulated by the Association of American Colleges
and the American Association of University Professors. That definition,
extended in the AAUP Interpretive Comments of 1970 and amended in
1990, includes the freedoms and responsibilities which we summarize as
follows:
- Freedom in the search for truth, including research and
publication, coupled with the obligation to perform other academic
duties faithfully and to deal responsibly with the institution in
matters of pecuniary return;
- Freedom in the classroom to discuss controversial matters
while avoiding content unrelated to the subject; and
- Freedom to speak or write in the public forum while
maintaining accuracy, restraint, and respect for the opinions of
others, and with care that one’s opinions are seen as individual
and
not as representing the institution.
Beyond this summary, Seattle Pacific University recognizes as
fundamental the following, in accordance with the 1940 Statement of
Principles:
We accept the Holy Scriptures, and the life and teachings of Jesus Christ,
as authoritative in matters of faith, morality, practice, and learning.
The Free Methodist Church has since its inception maintained that biblical
authority is central. In keeping with the teachings of John Wesley, founder
of Methodism, we hold that this central authoritative text is best interpreted
through full exercise of the rational capacity which God has granted to
humans; the collective experience of the Christian church as reflected
in
its traditions; and individual experience. Scripture teaches the importance
of speaking the truth in love. Therefore, Seattle Pacific University fully
supports its faculty in the free search for and expression of truth, always
in
the context of Christian love.
All members of the Seattle Pacific University community are called on
to
seek continually to transform their own scholarship, teaching, reflection,
and service in the light of Holy Scriptures. Christian tradition, as
presented in the ancient ecumenical creeds (e.g. the Apostles’ and
Nicene
creeds), and in current formulations such as the Articles of Religion
in the
Book of Discipline of the Free Methodist Church of North America
also
serves as a guide for our scholarly work. |
|
9.2.1 |
Academic freedom for librarians. |
|
|
Professional librarians are often
present at the point of student contact with ideas. Therefore
librarians are accorded the privileges of academic freedom when:
- selecting publications, particularly when consulting with teaching
faculty. This includes determining what to discard from an existing
collection and what to accept or refuse from donors,
- determining restrictions on circulation or access to library
materials, especially when advised by teaching faculty,
- determining the degree of prominence in shelving selected library
materials,
- issuing bibliographies that may include controversial publications,
and
- advising students what to read or study, particularly when this
advice is given in response to student requests for research
assistance.
|
|
9.2.2 |
Enforcement. |
|
|
Violations of this policy are subject to review, hearing
and/or grievance under the provisions of Section
16 of this
Handbook. |
| 9.3 |
PROFESSIONAL ETHICS |
|
Although no rules or professional code can either guarantee
or substitute for
the faculty member's personal integrity, the 1966 "Statement of Professional
Ethics" of the American Association of University Professors states
the
obligations assumed by all members of the academic profession. That statement,
as amended in 1990 and reproduced here in abbreviated form with
additions, is made a part of the ethical expectations of faculty members
at
Seattle Pacific University.
|
|
9.3.1 |
Members of faculty, 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 they 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
they may follow subsidiary interests, these interests must never
seriously hamper or compromise their freedom of inquiry. |
|
9.3.2 |
As teachers, faculty encourage the free pursuit
of learning by their
students, holding before them the best scholarly standards of their
discipline. They demonstrate respect for the student as an
individual, and adhere to their proper role as intellectual guide and
counselor. They make every reasonable effort to foster honest
academic conduct and to assure that their evaluation of students
reflects students' true merit. They respect the confidential nature of
the relationship between professor and student. They avoid any exploitation
of students for their private advantage and
acknowledge significant assistance from them. They protect
students' academic freedom. |
|
9.3.3 |
As colleagues, faculty have obligations that derive
from common
membership in the community of scholars. They respect and
defend the free inquiry of their associates. In the exchange of
criticism and ideas they show due respect for the opinions of
others. They acknowledge their academic debts and strive to be
objective in their professional judgment of colleagues. They accept
their share of faculty responsibilities for the governance of their
institution. |
|
9.3.4 |
As members of their institutions, faculty seek above
all to become
effective teachers and scholars. Although they observe the stated
regulations of the institution, provided that the regulations do not
contravene academic freedom as described in Section
9.2 they
maintain their right and obligation to criticize and seek revision of
policies. They determine the amount and character of the work
they do outside and inside the institution with due regard to their
paramount responsibilities as faculty. When considering the
interruption or termination of their service, they recognize the effect
of their decision on the program of the institution and give due
notice of their intentions. |
|
9.3.5 |
As members of their community, faculty have the
rights and obligations
of other citizens. They measure the urgency of these
obligations in light of their responsibility to their profession and to
their institution. When they speak or act as private persons, they
avoid creating the impression that they speak or act for their
institution. They recognize that, as citizens engaged in a
profession that depends on freedom for its health and integrity, they
have a particular obligation to promote conditions of free inquiry
and to further public understanding of academic freedom. |
|
9.3.6 |
As scholars and researchers, faculty members are
responsible to
propose, conduct and report research with integrity. This
responsibility includes, but is not necessarily limited to, avoiding
deception at all stages; conducting research on human subjects
only with the highest ethical standards and with appropriate review;
proper care of animals used in research; avoiding plagiarism
(including use of students' ideas without their permission and
without citation of debt to them); and refraining from use of
privileged information. |
|
9.3.7 |
As employees, faculty, in common with all trustees,
officers, and
other employees, acknowledge a fiduciary relationship with the
University based on loyalty, trust, good faith, and candor in
performing job-related duties. In order to avoid conflict of interest
or appearance of conflict of interest, each employee is urged to use
good judgment, high ethical standards, and honesty in all jobrelated
business dealings. Every employee of the University who is
involved in a situation, which may give rise to actual or apparent
conflict of interest, shall advise the President of that situation. The
President will review any perceived conflicts of interest and decide
on their disposition. |
|
9.3.8 |
As Christians. In addition to the normal ethical
standards of the
profession, and because of Seattle Pacific’s commitment to its
Christian mission, faculty are called to a standard that even
exceeds those of the world. Such Christian standards are based
on the authority of Scripture. It is the high calling of the Seattle
Pacific faculty member to search for clarity from the Scriptures in all
matters of ethical behavior and to seek always to live by these
worthy standards. |
| 9.4 |
POLICY ON NONDISCRIMINATION |
|
It is the policy of Seattle Pacific University not to
discriminate on the basis of
race, color, national origin, sex, age or disability in admissions and
access to,
or treatment or employment in its programs or activities, as required
by
section 504 of the Rehabilitation Act of 1973, as amended, the American’s
with Disabilities Act, as amended (to the extent applicable to the University),
Title IX of the Educational Amendments of 1972, as amended, Title VI of
the
Civil Rights Act of 1964, as amended, and the Age Discrimination Act,
as
amended, and their implementing regulations.
As a religious educational institution operating under the auspices of
the Free Methodist Church of North America, Seattle Pacific University
is
permitted and reserves the right to prefer employees or prospective
employees on the basis of religion.
For any questions regarding this policy, please contact the following
persons:
Section 504 Coordinators:
Primary - Assistant Director, Center for Special Populations
Secondary - Vice President for Campus Life
Title IX Coordinators:
Primary - Vice President for University Relations
Secondary - Director of Human Resources
Age Discrimination Compliance Coordinator:
Director of Human Resources
If persons believe they may have been discriminated against in violation
of
this policy, they should immediately contact the Section 504 Coordinators,
the Title IX Coordinators, the Age Discrimination Compliance Coordinator,
the Office of Campus Life or the Office of Human Resources for a copy
of
the University’s Discrimination Grievance Procedures. If, due to
a disability,
persons require reasonable accommodations to perform the essential
functions of their job, they should immediately notify their supervisor
and the
Director of Human Resources
|
| 9.5 |
POLICY ON RACIAL OR ETHNIC HARASSMENT |
|
9.5.1 |
Purpose. |
|
|
Seattle Pacific University is committed to cultivating and
celebrating cultural diversity within the learning community. The
University holds that all persons are created in the image of God
and possess intrinsic dignity and worth. Likewise, the University
respects and values the uniqueness of each racial or ethnic group,
and all University employees and students enrolled in the University
assume the obligation to observe conduct which advances these
ends. |
|
9.5.2 |
Complaints and questions. |
|
|
Violation of or questions regarding this
policy will be reported immediately to one of the Complaint
Reviewers named in Section
9.7 for corrective action or
clarification. The University strictly prohibits any retaliation against
any student or employee who, in good faith, has registered a
complaint under this procedure. Anyone who believes s/he has
been retaliated against for registering a complaint will use the same
complaint procedure. |
|
9.5.3 |
Enforcement. |
|
|
Any student or employee who violates the
University's racial harassment policy is subject to disciplinary action
up to and including expulsion or dismissal. |
| 9.6 |
POLICY ON SEXUAL HARASSMENT |
|
9.6.1 |
Purpose. |
|
|
Seattle Pacific University is committed to maintaining an
environment free of sexual harassment. Members of our
community have the right to work, study, and communicate with one another
in an atmosphere free from unsolicited and unwelcome
communication of a sexual nature. The sexual harassment policy
and procedures are intended to provide fair and equitable treatment
for both the complainant and the alleged harasser. |
|
9.6.2 |
Position of the University. |
|
|
Sexual harassment is in violation of Title
VII of the Civil Rights Act of 1964, as well as of University policy.
The University will not permit such harassment, and will promptly
and aggressively pursue the resolution of any complaint that such
conduct has occurred. |
|
9.6.3 |
Definition. |
|
|
Sexual harassment is defined as any unwelcome sexual
conduct (verbal or physical) or statements which create an
environment encouraging such conduct. Examples of sexual
harassment are:
- making acceptance of unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct of a sexual nature
a
condition (expressed or implied) of the employee's continued
employment or the student's matriculation, or
- making submission to or rejection of such conduct the basis for
employment decisions affecting the employee, or for academic,
employment, or financial decisions affecting the student, or
- stating or implying that a particular employee's advances in
employment, or a particular student's grades, academic awards,
financial aid, scholarships, or other assistance, evaluations, or
recognition received from the University, have resulted from the
granting of sexual favors or the establishment or continuance of a
sexual relationship, or
- stating or implying that a particular employee's or student's
performance is attributable in whole or in part to the gender of the
person, or
- commenting on particular characteristics associated with a
particular sex (e.g. an employee's legs or physique), or
- creating an intimidating, hostile, or offensive working, academic,
or
living environment by such conduct or comments.
|
|
9.6.4 |
Procedure. |
|
|
9.6.4.1 |
Grievance Officers. |
|
|
|
The professionals who have been
designated by the University as grievance officers are the
Dean of Students, the Director of Human Resources, and a
representative of the faculty. Grievance officers do not
serve as legal consultants or advocates for either party.
The role of the grievance officer is to collect information
about complaints of sexual harassment and to facilitate a
fair and equitable investigation process. |
|
|
9.6.4.2 |
General Inquiries. |
|
|
|
Any student or employee who believes
he or she has been the subject of sexual harassment or has
concerns about the appropriateness of the behavior of a
student or employee should report the behavior immediately
to one of the University's grievance officers. |
|
|
9.6.4.3 |
Process. |
|
|
|
If the complainant wishes to proceed, the
investigation will take place according to the following
procedure. The grievance officer will interview the
complainant and request that the complainant prepare a
written complaint. Additionally, the officer will make any
appropriate referrals (e.g. to counseling, rape relief, etc.). |
|
|
|
9.6.4.3.1 |
Consultation with Director of Human Resources. |
|
|
|
|
If the alleged harasser is an employee
and the
grievance officer approached by the complainant
is not the Director of Human Resources, the
grievance officer will consult with the Director of
Human Resources before proceeding further. |
|
|
|
9.6.4.3.2 |
Presentation of Complaint. |
|
|
|
|
If the alleged harasser is a student,
the written complaint will be
submitted to the alleged harasser by the student
discipline officer (as designated by the Vice
President for Campus Life) and the grievance
officer for investigation and action.
If the alleged harasser is an employee, the
written complaint will be submitted to the alleged
harasser by the grievance officer and the area vice
president (or designee) of the alleged harasser for
clarification and resolution. |
|
|
|
9.6.4.3.3 |
Investigation. |
|
|
|
|
If the alleged harasser is a student,
the alleged harasser must provide a written
response to the student discipline officer within
five working days of receipt of the written
complaint. If necessary, further investigation will
be conducted by the student discipline officer and
the grievance officer, and may involve personal
interviews and research.
If the alleged harasser is an employee, the
alleged harasser must provide a written response to
the grievance officer within five working days of
receipt of the written complaint. If necessary, further investigation
will be conducted by the grievance
officer and the area vice president (or designee) of
the alleged harasser, and may include interviews
and research. |
|
|
|
9.6.4.3.4 |
Recommendation. |
|
|
|
|
If the alleged harasser is a student,
after all pertinent data have been
collected, and in consultation with the Associate
Vice President for Academic Affairs/Dean of
Students and the grievance officer, the student
discipline officer will recommend a resolution of
the complaint to the President.
If the alleged harasser is an employee, the
grievance officer will, in consultation with the vice
president (or designee), make a recommendation to
the President for resolution of the complaint. |
|
|
|
9.6.4.3.5 |
Corrective Action. |
|
|
|
|
Corrective action will be
proportionate to the severity of the offense, up to
and including expulsion/dismissal.
The grievance officer or student discipline officer
will relate the approved corrective action to the
complainant and to the alleged harasser. If either
party is dissatisfied with the resolution, that party
may access the University Grievance Procedure
(Section 16) (or the Student
Discipline Appeal
Process, if the alleged harasser is a student). |
|
9.6.5 |
Protections. |
|
|
9.6.5.1 |
Confidentiality. |
|
|
|
Special safeguards will be applied in
handling sexual harassment complaints, in order to protect
(as far as is possible) the privacy of the complainant and
the alleged harasser. However, in order to act on behalf of
all its students and employees, the University cannot
guarantee the anonymity of an individual making or filing a
formal or informal complaint. |
|
|
9.6.5.2 |
False Claims. |
|
|
|
Given the nature of this type of harassment,
the University recognizes that false allegations of sexual
harassment can have serious effects on innocent men and
women. Therefore, the University may take disciplinary
action in cases where frivolous or vexatious complaints are
submitted. |
|
|
9.6.5.3 |
Retaliation. |
|
|
|
The University not only prohibits harassment,
but also strictly prohibits any retaliation, intimidation, or
coercion directed against an employee or student who, in
good faith, has registered a complaint or reported an
incident, or who intends to do so. Any employee or student
who, after appropriate investigation, has been determined to
have retaliated against an employee or student for utilizing,
or expressing the intent to utilize, the complaint procedure
in this policy will be subject to disciplinary action, up to and
including immediate dismissal/expulsion. If any employee
or student believes he or she has been retaliated against for
exercising the procedures under this policy, the employee
or student should directly and immediately contact one of
the grievance officers or the President's Office.
This policy and procedure statement does not interfere
with the right of an individual to seek legal counsel or
representation.
Any deviation from or modification of this policy must be
approved by the President's Office. |
|
9.7.1 |
Responsibilities of all faculty and supervisors. |
|
|
Any faculty member
who has knowledge of an alleged incident of harassment is
required to contact one of the three complaint reviewers
immediately, whether or not a complaint will be filed. Since failure
to act could be interpreted as condoning the prohibited behavior,
prompt action is required. Anyone who has knowledge of an
incident or alleged incident of harassment should strongly
encourage the complainant to seek the counsel of one of the
complaint reviewers and shall personally report the incident to one
of the complaint reviewers immediately. |
|
9.7.2 |
Complaint reviewers. |
|
|
The professionals who have been designated
by the President to hear and expedite resolution of complaints are
the Vice President for Campus Life, the Faculty Ombudsperson,
and the Administration-Staff Ombudsperson. Any individual with a
question or a complaint about possible harassment is encouraged
to contact any of these officers. These persons do not serve as
legal consultants or advocates for either party. The role of the
complaint reviewer is to collect information about complaints of
harassment and to facilitate a fair and equitable investigation
process. |
|
9.7.3 |
Process. |
|
|
If the complainant wishes to proceed, the investigation
will take place in this order:
- Interview. The complaint reviewer will interview the complainant
and request that the complainant prepare a written complaint.
Additionally, the officer will make appropriate referrals (e.g. to
counseling, rape relief, etc.).
- Consultation with Director of Human Resources. If the alleged
harasser is an employee, the complaint reviewer will consult with the
director of personnel before proceeding further. The Director of
Human Resources is responsible to these officers, keeping records
and ensuring that the process proceeds in a timely and orderly
fashion.
- Presentation of complaint.
- If the alleged harasser is a student, the written complaint
will be
delivered to the alleged harasser by the student discipline officer
(as designated by the Vice President for Campus Life) and the
complaint reviewer. Investigation, action and resolution will follow
procedures described in the Student Handbook.
- If the alleged harasser is an employee, the written
complaint
will be delivered to the alleged harasser for resolution, by the
complaint reviewer and the area vice president of the alleged
harasser, or the vice president's designee. Investigation, action
and resolution will follow procedures described in the appropriate
source: for staff, the Staff Handbook; for faculty, the
Faculty
Employment Handbook.
- Investigation.
- If the alleged harasser is a student, the alleged harasser
must
provide a written response to the student discipline officer no
later
than five working days after receiving the written complaint. If
necessary, further investigation will be conducted by the student
discipline officer and the complaint reviewer, and may involve
personal interviews and other research.
- If the alleged harasser is an employee, the alleged
harasser
must provide a written response to the complaint reviewer no later
than five working days after receiving the written complaint. If
necessary, further investigation will be conducted by the complaint
reviewer and the appropriate vice president or designee, and may
involve personal interviews and other research.
- Recommendation.
- If the alleged harasser is a student, after investigation,
the
student discipline officer, in consultation with the vice president
for
student life and the complaint reviewer (if the complaint reviewer
is
not the Vice President of Campus Life), will recommend to the
President a resolution of the complaint.
- If the alleged harasser is an employee, the complaint
reviewer,
in consultation with the appropriate vice president or designee,
will
recommend to the President a resolution of the complaint.
- Corrective action and appeal. Corrective action will be
proportionate to the severity of the offense, up to and including
expulsion or dismissal. The complaint reviewer or the student
discipline officer will relate the approved corrective action to the
complainant and to the alleged harasser. If either party is
dissatisfied with the resolution, that party may appeal to the
appropriate grievance procedure:
- If the alleged harasser is a student, through the Student
Discipline Appeal Process,
- If the alleged harasser is a member of staff, through
the
University Grievance Procedure,
- If the alleged harasser is a faculty member, through
the
provisions of Section 16
of this Handbook.
- Protections.
- Confidentiality. Special safeguards will be applied in
handling
complaints of harassment, in order to protect (as far as is possible)
the privacy of the complainant and the alleged harasser. However,
in order to act on behalf of all its students and employees, the
University cannot guarantee the anonymity of an individual making
or filing a formal or informal complaint.
- False claims. Claims of harassment may, under some
circumstances, have effects on the innocent. Therefore, the
University may take disciplinary action in cases where false or
frivolous complaints are submitted.
- Retaliation. The University prohibits not only harassment,
but
also any retaliation, intimidation, or coercion directed against
an
employee or student who, in good faith, has registered a complaint
or reported an incident, or who intends to do so. Any employee or
student who, after appropriate investigation, is determined to have
retaliated against an employee or student for using, or expressing
the intent to use, the complaint procedure in this policy will be
subject to disciplinary action, up to and including immediate
expulsion or dismissal. Anyone who believes s/he has
experienced retaliation for exercising these procedures should
directly and immediately contact one of the complaint reviewers
or
the President's office.
- Legal rights. This statement does not interfere with
the right of
an individual to seek legal counsel or representation. However,
parties in the University hearing phase of a grievance proceeding
are not allowed to have legal counsel present at the hearing.
Any deviation from or modification of these policies on
discrimination, harassment, and abuse must be approved by the
President, who is prohibited from authorizing unlawful deviations. |
| 9.8 |
AMOROUS RELATIONSHIPS POLICY |
|
9.8.1 |
Definition. |
|
|
The term "faculty" or "faculty member"
means any
person who teaches and/or who holds faculty rank at Seattle Pacific
University, including the President, the Vice President for Academic
Affairs, and all persons who are directly or indirectly responsible to
the Vice President for Academic Affairs. The term “Amorous
Relationships” includes actions that suggest the existence of exclusive
romantic interpersonal commitments. A faculty member
who dated a student, for example, would be entering into an
amorous relationship by virtue of the exclusivity of dating.
Recognizing the possibility of sexual relations in such relationships,
the University lifts up the Christian ideal of marriage and contends
that all sexual intimacy shall be within the bounds of marriage. |
|
9.8.2 |
Rationale. |
|
|
The University's educational mission is promoted by
professionalism in faculty-student relationships. Professionalism is
fostered by an atmosphere of mutual trust and respect. Actions of
faculty members or students that harm this atmosphere undermine
professionalism and hinder fulfillment of the University's educational
mission. Trust and respect are diminished when those in positions
of authority abuse or appear to abuse their power. Those who
abuse or appear to abuse their power in such context violate their
duty to the University community.
Faculty members exercise power over students, whether in
giving them praise or criticism, evaluating them or their work, making
recommendations for their further studies or their future employment,
or conferring any other benefits on them. Such situations greatly
increase the chances that the faculty member will abuse this power
and sexually exploit the student. Voluntary consent by the student in
such a relationship is suspect, given the fundamentally asymmetric
nature of the relationship. Moreover, other students and faculty may
be affected by such unprofessional behavior because it places the
faculty member in a position to favor or advance one student's interest
at the expense of others and implicitly makes obtaining benefits
contingent on amorous or sexual favors. Amorous relationships
between faculty members and students are therefore prohibited when
the faculty member has any level of professional responsibility for the
student. |
| 9.9 |
ACADEMIC INTEGRITY, COMPLAINTS AND APPEALS |
|
9.9.1 |
Academic Integrity. |
|
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A breach of academic integrity occurs when
students receive academic benefits they did not earn through their
own work. In its more blatant forms, academic dishonesty includes,
but is not limited to: copying another’s work on an exam; preparing
for an exam by using test questions from a stolen exam; bringing
concealed answers to an exam; turning in another person’s work as
their own; committing plagiarism, that is, copying portions of
another’s words from a published or electronic source without
acknowledging that source.
It is not dishonest to discuss possible answers to an exam
question as part of a study group, to discuss ideas for a paper with
other members of the class, or to ask a friend to read a draft of a
paper for suggestions to improve it, unless the professor has
prohibited these activities.
It is not dishonest to summarize, paraphrase, or quote the
words of others in a paper so long as the student acknowledges the
sources with appropriate citations.
Guidelines for penalties against academic dishonesty
The penalties for breaches of academic integrity shall be clearly
spelled out in a course syllabus; they may range from no credit for
the work in question to no credit for the course. Both the students
and the instructor have obligations to report and to prevent
cheating, plagiarism or other academic misconduct.
If the instructor suspects academic dishonesty, the following
guidelines apply:
- The instructor arranges a conference with the student to discuss
the incident.
- If, following the conference, the instructor is convinced that the
student violated academic integrity; the instructor may propose
appropriate action. If the student accepts such action as
appropriate, both student and instructor will verify this in writing
and
no further penalty will be necessary.
- If agreement is not reached between the instructor and the
student, the instructor may propose a grade penalty against the
student by notifying the appropriate school dean in writing with
supporting evidence. The penalty imposed will be commensurate
with the degree of offense, from loss of credit for the work involved
in the infraction to loss of credit for the entire course, such penalty
to be determined in consultation with the school dean. The
notification, supporting evidence, and the school dean’s written
concurrence with the penalty will be sent to the Dean of Student
Development and Campus Life for inclusion in the student’s
personal file. The student may appeal this action by following the
process outlined under “Appeals of student academic complaints.”
- In the case of repeated offenses or of flagrant dishonesty that
warrant probation or dismissal from the University, charges will be
made in writing by the instructor through the appropriate school
dean to the Dean of Student Development and Campus Life. The
student may appeal this action through the Campus Life Committee
and then to the President of the University.
- If the act of dishonesty is associated with a criminal act (e.g.,
breaking into a faculty office) or with concerted group effort (all
or part of a class), such cases will be immediately referred to the
Dean of Student Development and Campus Life.
|
|
9.9.2 |
Appeals of student academic complaints. |
|
|
The Student Handbook
details acceptable grounds and processes for student academic
complaints. Expectations and criteria must be faithful to the catalog
descriptions of the course and clearly stated in the course syllabus,
outline, or individual study agreement, and the faculty member is
responsible to correct clerical errors as they occur. The student's
first place of complaint is to the faculty member. Student appeals
of faculty decisions must be in writing; the intent is always to
resolve the appeal at the most immediate level; and academic
appeals are allowed only on grounds of unfair treatment against the
stated standards, not against the professional judgment of the
faculty member. |
|
9.9.3 |
Levels of appeal. |
|
|
For appeals on academic decisions such as
grades on course activities, evaluations, course grades, and
decisions on program admissions, the levels to be followed in order
are:
- Faculty member(s) at the course level
- Department Chair (if applicable)
- Dean (Graduate Director first if graduate student)
- Vice President for Academic Affairs
- President
Academic petitions regarding general University matters such as
decisions on graduation requirements or other Catalog academic
regulations may be made in the following order:
- Office of Student Academic Services (Graduate Director if graduate student)
- UPEC or GPEC
- Dean
- Vice President for Academic Affairs
- President
The decision of the President in any student appeal shall be final. |
|
9.9.4 |
Acceptable evidence. |
|
|
Most academic complaints will be resolved
at the level of conference between the student and the faculty
member. In the exceptional case when the student appeals a
decision, the complaint must be in writing. Before a judgment of
error is made against the faculty member, the faculty member will be informed
of the appeal and given opportunity to respond.
Recollections of advice and agreements can be undependable and
may reflect what the individual intended or expected, rather than
what actually transpired; therefore, formal evaluations from a class,
course syllabi or assignment sheets, the University catalog, or other
forms of written documentation to which both the student and the
faculty member had access at the time, will be the most acceptable
evidence for a student academic appeal. |
| 9.10 |
COMPLAINTS OUTSIDE AUTHORIZED CHANNELS |
|
9.10.1 |
Disposition of complaints received outside specified channels. |
|
|
From time to time, complaints against faculty members by
or on
behalf of students are received which circumvent appropriate
channels. When such complaints cannot be resolved by a simple
explanation of University policy, they shall be referred to the
appropriate persons: academic complaints will be referred to the
dean or the nearest appropriate administrative supervisor; complaints
concerning violations of rights, personal misconduct, and
similar matters to one of the complaint reviewers specified in
Section 9.7.2 of this
Handbook. |
|
9.10.2 |
Whenever a complaint is registered against a faculty member,
the
faculty member shall be informed that the complaint has been
registered and shall be invited to provide an explanation and, if
appropriate, evidence to substantiate the faculty member's position.
When a complaint has been resolved, the faculty member shall be
informed of the disposition of the case. In all cases, the process
outlined in Section 16 shall
be followed. |
| 9.11 |
REPORTING SUSPECTED ABUSE |
|
State law requires certain professionals to make an immediate
oral report to
law enforcement authorities (for example, to Child Protective Services
or
Adult Protective Services) whenever they have reasonable cause to believe
that a person under 18 years of age or a developmentally disabled adult
has
suffered abuse or neglect (Chapter 26.44, Revised Code of Washington).
Persons required to report include those who, in the regular course of
their
employment, are involved in teaching, counseling, or administration.
Reasonable suspicion of abuse will be reported immediately to the
employee's supervisor and one of the complaint reviewers defined in Section
9.7.2. The report to the appropriate law enforcement agency will be
made by
telephone within 48 hours after the individual has formed a reasonable
suspicion of abuse.
For purposes of this mandatory report, "abuse or neglect" means
injury, sexual abuse, sexual exploitation (e.g. allowing prostitution
or obscene
filming of a child), or serious disregard that endangers the victim's
health, welfare and safety. If the abuse apparently has occurred--even
years ago,
so that the victim is no longer in danger of future abuse--reasonable
suspicion must still be reported to the authorities. Reporting forms are
available in the Counseling Center, the Office of Student Life, and the
Office
of Human Resources. Procedures for investigation and response to the
report are detailed in Section
9.7.
The law immunizes employees from legal liability for making such a
report in good faith. |
| 9.12 |
POLICY ON POLITICAL ACTIVITY |
|
The University holds a federal income tax exemption under
section 501(c)(3)
of the Internal Revenue Code of 1986, as amended (Code). As an
organization with this exemption, the University is prohibited from:
- directly or indirectly participating in, or intervening in (including
the
publishing or distribution of statements), any political campaign on
behalf
of (or in opposition to) any candidate for public office; and
- devoting any substantial part of its activities to the carrying on
of
propaganda, or otherwise attempting to influence legislation (except
as
otherwise provided by federal laws or regulations).
The University strictly prohibits any employee from engaging in any activity
that would cause the University to violate any of these restrictions.
These
restrictions in no way prohibit an employee’s individual political
activities, as
opposed to political activities on behalf of the University. However,
any such
individual political activities must be conducted entirely on the employee’s
own time. University resources (for example, facilities, telephones, copiers,
materials, or personnel time) may not be used in connection with those
individual political activities. (See also Section
11.7 for workload
implications of political activity.) |
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