Revised: January 2013
Iona College
Ofce of Academic Affairs
Iona College
Faculty Handbook
TABLE OF CONTENTS
Page
MISSION STATEMENT
............................................................................................................................. 1
CHAPTER
1
FACULTY
...............................................................................................................
2
1.1
The Faculty
.........................................................................................................
2
1.2
Regular Faculty
Status
.........................................................................................
2
1.3
Faculty
Ranks ......................................................................................................
2
1.4
Clinical
Faculty....................................................................................................
3
1.5
Library Personnel with Faculty
Status.................................................................
4
1.6
Adjunct Faculty
...................................................................................................
5
1.7.1
Visiting Faculty
...................................................................................................
5
1.7.2
Temporary
Appointm
e
nts
....................................................................................
5
1.8
Emeritus
Faculty
..................................................................................................
5
1.9
Professional Responsibility
.................................................................................
7
1.10
Faculty
Performance ............................................................................................
7
1.11
Patent Policy
........................................................................................................
8
1.12
Online Ownership
Policy
.....................................................................................
8
1.13
Conflict of Interest and Conflict of
Commitment................................................
8
1.14
Academic
Freedom
..............................................................................................
9
CHAPTER
2
CHAIRS OF DEPARTMENTS
2.1
Term
..................................................................................................................
10
2.2
Qualifications.....................................................................................................
10
2.3
Election of Department
Chair
............................................................................
10
2.4
Duties and
Responsibilities................................................................................
11
2.5
Compensation ....................................................................................................
13
2.6
Assessment of
Chairs.........................................................................................
14
2.7
Support Services for
Chairs
...............................................................................
14
CHAPTER 3 PROCEDURES FOR RENEWAL OF FACULTY APPOINTMENTS AND
3.1
FOR ADVANCEMENT IN FACULTY
RANKS
.................................................
16
The Committee on Rank, Tenure, and Awards
.................................................
16
3.2
Renewal of Faculty
Appointm
e
nt
......................................................................
16
3.3
Advancement in Faculty
Rank...........................................................................
19
CHAPTER
4
ACADEMIC
TENURE..........................................................................................
20
CHAPTER
5
PROCEDURES FOR THE GRANTING OF
TENURE........................................
23
CHAPTER
6
TERMINATION OF A FACULTY APPOINTMENT
.........................................
26
6.1
Terminating Faculty Appointment
....................................................................
26
6.2
Termination of Appointment for
Cause.............................................................
26
6.3 Termination of Appointment Because of
Financial
Exigency ...............................................................................
29
6.4 Termination of Tenure Appointment because of
Change in an Academic
Program .........................................................
30
TABLE OF CONTENTS Page
CHAPTER 7 GRIEVANCE
PROCEDURES..............................................................................
31
7.l Grievance Procedures in Cases of
Denial of Promotion in Rank, Denial of
Tenure or
Reappointment ................................................................... 31
7.2 Grievance Procedures in Matters Other Than
Denial of Promotion in
Rank,
Denial of Tenure or
Reappointment ................................................... 32
7.3 Grievance Procedures in Matters of
Equal Employment
Opportunity......................................................... 32
7.4 Grievance Procedures on Matters of Harassment and Discrimination
..............
35
CHAPTER 8 LEAVES OF ABSENCE, FELLOWSHIP, GRANTS
..........................................
34
8.1 Academic Leaves of
Absence
..............................................................................
34
8.2 Fellowship
Leave
.................................................................................................
34
8.3 Dissertation
Leave................................................................................................
35
8.4 Other Grants and
Awards.....................................................................................
36
8.5 Medical Leave of
Absence...................................................................................
36
8.6 Maternity/Paternity Leave for Faculty
Personnel ................................................
36
CHAPTER 9 DUTIES, PRIVILEGES AND PROCEDURES FOR
INSTRUCTION
................
38
9.1 Teaching
............................................................................................................
38
9.2 Teaching
Schedules ...........................................................................................
38
9.3 Admission to
Class ............................................................................................
39
9.4 Classroom Management
....................................................................................
39
9.5 Student Attendance
Policy.................................................................................
39
9.6 Assignments, Tests, Examinations and Proctoring,
and
Grading .......................................................................................... 40
9.7 Grading Standards
.............................................................................................
42
9.8 Reporting of
Grades...........................................................................................
42
9.9 Field
Trips..........................................................................................................
42
9.10 Cancellation of
Classes......................................................................................
42
9.11 Off-Campus
Speakers
........................................................................................
42
9.12 Student
Advisement...........................................................................................
42
9.13 Service to the College
Community
....................................................................
43
9.14 Membership in and Attendance at Professional and
Learned
Societies.................................................................................. 43
CHAPTER
10
10.l
10.2
10.3
10.3.2
10.3.3
10.3.4
10.3.5
10.3.6
10.3.7
10.3.8
10.3.9 Workers'
Compensation ....................................................................................
47
10.3.10 Fringe Benefit Coverage for Retired Personnel
...............................................
48
10.3.11 Tuition Remission
Policy..................................................................................
48
10.3.12 Admission to College
Events
............................................................................
50
10.3.13 Iona College’s Employee Benefits
...................................................................
50
10.3.14 Tuition Exchange Program
...............................................................................
50
10.3.15 Academic Federal Credit
Union........................................................................
50
10.3.16 Direct Deposit of Payroll
Check
.......................................................................
51
10.3.17 Flexible Spending
.............................................................................................
51
10.3.18 Long Term
Care
................................................................................................
51
CHAPTER
11
11.l
11.2
11.3
11.4
11.5
11.6
11.7
11.7.l
11.7.2
11.7.3
11.7.4
11.7.5
11.7.6
11.7.7
11.7.8
11.8
11.8.1
11.8.2
11.8.3
11.8.4
APPENDIX I POLICY STATEMENTS
1. Equal Employment Opportunity/Affirmative Action
2. Policy Statement on Harassment and Discrimination
3. Guidelines on Student Participation in Established
Religious
Observance
4. Drug and Alcohol Policy
5. Smoking Policy
6. Family Educational Rights and Privacy Act (FERPA)
7. Title IX Amendment of 1972
8. American with Disabilities Act
9. Immigration and Naturalization Act
APPENDIX II ACKNOWLEDGEMENT
Iona College
Mission Statement
Iona College is a caring academic community, inspired
by the legacy of Blessed Edmund Rice and the Christian
Brothers, which embodies opportunity, justice, and the
liberating power of education.
Iona College's purpose is to foster intellectual inquiry,
community engagement, and an appreciation for diversity.
In the tradition of American Catholic Higher Education,
Iona College commits its energies and resources to the
development of graduates recognized for their ethics,
creativity, and problem solving abilities; their independent
and adaptable thinking; their joy in lifelong learning; and
their enduring integration of mind, body, and spirit.
(Adopted May 2, 2012)
2
CHAPTER 1 FACULTY
1.1 The Faculty
All appointments to the faculty are made by the President of the College through his designee, the
Provost/Vice President for Academic Affairs, who receives recommendations from the appropriate dean
and the respective departmental head. Before making any recommendation, the departmental head must
consult with the tenured members of the department, or, if there are no such, the more senior members of
the department.
In any given year the faculty consists of:
- Those with regular faculty status.
- Those with clinical faculty status.
- Those with adjunct status who have a part-time teaching assignment.
- Those who have visiting faculty status for that year.
- Those with emeritus status who are teaching part-time that year.
1.2 Regular Faculty Status
The term "regular faculty status" refers to that special standing in the College community of those who
are assigned the rank of professor or associate professor or assistant professor or instructor, and who are
subject to review by the Committee on Rank, Tenure, and Awards for contract renewal or promotion, and
who hold a current full-time faculty contract with the College.
Faculty appointed to tenure-track positions at the College will, ordinarily, be appointed at the rank of
Assistant Professor in accordance with section 1.3.1.
Ordinarily, only those with full-time teaching responsibilities are eligible to hold a faculty contract. In
special cases, the President may offer a faculty contract for a position in which the person will perform a
mixture of administrative and teaching responsibilities (ordinarily, this should include teaching at least
two sections in an academic year), after consultation with the Committee on Rank, Tenure, and Awards.
Faculty status gives the person active and passive voice for purposes of Faculty Senate membership or
departmental actions, and eligibility for tenure.
1.3 Faculty Ranks
1.3.l Criteria
The basic criteria for being granted the various academic ranks are as follows:
Instructor: The master's degree or its equivalent in academic or professional
accomplishment is required. Unless such degree or its equivalent is considered terminal by
professional or accrediting agencies, the faculty member should be enrolled in a program
leading
to
terminal qualification or a degree in the area of specialization.
3
Assistant Professor: Ordinarily, the attainment of the doctoral degree or its equivalent
qualifies one for appointment or promotion to the assistant rank. In those professional fields
where the attainment of a doctoral degree is uncommon, appointment or promotion to this
rank presupposes a superior record of research, experience or achievement. Also to be
considered are the terminal qualifications for undergraduate teaching (as stipulated by the
appropriate national agencies) which are normally required in professional fields. In special
circumstances, an individual who has impressive qualifications may be appointed or
promoted to this rank without having met the formal requirements. The rank of Assistant
Professor will be retained throughout the pre-tenure probationary period.
Associate Professor: The following qualifications are normally required for appointment or
promotion to this rank: an earned doctoral degree or its acceptable equivalent in the field of
specialization; an established record of proficient teaching; evidence of scholarly research,
publication and creative work; committee work, and significant service to the College
community. In those professional fields where the attainment of a doctoral degree is
uncommon, appointment or promotion to this rank presupposes superior service as assistant
professor and a suitable record of research, experience or achievement. Faculty members
hired on a tenure-track as Assistant Professors will receive automatic promotion to
Associate Professor upon a favorable tenure decision. This promotion will become
effective at the beginning of the following academic year. Ordinarily, promotion to
Associate Professor will not occur
prior
to
the tenure decision.
Professor: Full professors are required to be teachers and scholars of outstanding ability and
achievement who have normally completed at least ten years of full-time college teaching
with a minimum of four years in the rank of associate professor at the time of application.
A professor should possess and be able to demonstrate in an exceptional manner the
requirements of the rank of associate professor and should have a substantial and continuing
record of academic growth that includes both teaching and scholarly contributions.
1.3.2 In addition to meeting the basic criteria for appointment and promotion to the various academic
ranks, candidates are expected to have fulfilled the duties and services of a full-time teaching faculty
member in a collegial fashion as detailed in Chapter 9 of the Faculty Handbook. Other factors that must
be considered are professional degrees and licenses; evidence of sincere interest in the objectives of the
College and its programs; interest in the general welfare of its students; active participation in activities of
learned and professional societies; participation in departmental affairs; work with student organizations;
directing students to noteworthy achievements; serving on various school and College committees when
appointed or elected; and, in the senior ranks, reputation and recognition among professional colleagues
and in academic circles.
1.3.3 Academic and/or professional achievements that had led to the appointment or promotion to the
present rank may not be claimed when applying for promotion to a higher rank.
1.4 Clinical Faculty
A limited number of full-time faculty may be hired on non-tenure track, long-term renewable contractual
appointments. Time in this position will not be transferable to a tenure track line. Faculty who have been
originally hired on a tenure track appointment will not be eligible for this position.
4
1.4.1 Term of Appointment
The initial term of appointment is two years.
After the initial appointment, the faculty member may be offered renewable contract extensions.
The term of each extension shall not exceed three years.
1.4.2 Evaluation
The dean and department chairperson will evaluate the faculty member yearly.
The basis of the evaluation will be teaching, scholarship/professional activity, and service.
- Scholarship/Professional Activity evaluation will be based upon a Professional
Development Plan filed with the Dean.
- Service will be defined at the time of hire and may be revised at contract renewal.
RTA will evaluate the faculty member for contract renewal.
1.4.3 Rank
Lecturer
Senior Lecturer
Initial rank will be determined at the time of hire. Promotion to the rank of Senior Lecturer usually
requires five years at the Lecturer rank. The application for promotion in rank will be reviewed by
RTA.
1.4.4 Committee Membership
Committee membership will be determined by the by-laws of the College Council. Clinical Faculty
serving on the Academic Affairs Committee may not serve on grievance subcommittees that arise out
of RTA decisions.
1.5 Librarians with Faculty Status
1.5.1. Librarians may hold faculty status and rank and may be classified as Instructor, Assistant
Professor, Associate Professor or Professor.
1.5.2 The basic criteria for holding the various academic ranks by librarians are as follows:
Instructor: For appointment to this rank a master's degree from an American Libraries
Association accredited program is required. By the end of the fourth contract year, the
librarian must be enrolled and actively pursuing studies toward a second graduate degree in
the professional or an academic area.
Assistant Professor: In addition to the aforementioned master's degree, on-going study
toward a second graduate degree in the professional or academic area is required. The
candidate should have three to five years of successful library experience, or full-time
college teaching, or some satisfactory combination of both, and should show proficiency in
performing library assignments.
Associate Professor: In addition to the requirements for the rank of assistant professor,
the
candidate
must have a doctoral degree with seven years of satisfactory professional library
experience, or full-time college teaching, or any combination of both; or must have a
5
master's degree in library science supported by a master's degree in some other field with
nine years of professional library experience, or full-time college teaching, or any
combination of both. There must be evidence of sustained competency in performing
library assignments and the capacity to deal with the more complicated problems of
librarianship.
Professor: For this rank the librarian should possess and be able to demonstrate in an
exceptional manner the requirements of the rank of associate professor. A doctoral degree
is required; not less than ten years of professional library experience or full-time college
teaching or any combination of both is required; also, there must be evidence of superior
competency in library assignments and the capacity to deal with the most complicated
problems of librarianship.
1.6 Adjunct Faculty
Based upon the individual's professional qualifications and, where appropriate, ranking at another
institution of higher education, academic titles such as lecturer, adjunct assistant professor, adjunct
associate professor and adjunct professor will be awarded. Adjunct faculty may be promoted in rank
upon the recommendation of the departmental head to the dean, subject to the approval by the
Provost/Vice President for Academic Affairs. Adjunct faculty are ineligible for tenure, for participation
in the College fringe benefit program, or for voting rights within academic departments or programs.
1.7.1 Visiting Faculty
Individuals may be appointed as Visiting Faculty with appropriate rank, to teach full time. Visiting
faculty normally hold rank at another collegiate institution to which they will return at the conclusion of
their stay at Iona. Such appointment is for a one year period or less. Visiting faculty are not reviewed by
the Committee on Rank, Tenure and Awards, nor do they have voting rights. Should Visiting Faculty be
appointed to regular faculty
status,
a full year spent as Visiting Faculty counts toward tenure and time in
rank for promotion.
1.7.2 Temporary Appointments
For a variety of reasons, including lack of time to complete a thorough search, uncertainty about the
viability of a program, etc., individuals may be appointed to the faculty on a temporary basis. Such status
is clearly stated in the letter of appointment. Temporary status is for one year or less. It may not be
extended beyond a third year. Should faculty on temporary status be appointed to regular faculty status,
full years spent on tem
porary
appointm
e
nt
count toward tenure and time in rank for promotion. When a
faculty member on temporary appointment is not continued past the time period for which the faculty
member is appointed, the reason given is that the time of appointment has expired as stated in the letter of
notification.
1.8 Emeritus Rank
The title of Emeritus is a distinctive title conferred by the College, awarded for exceptional performance
in teaching, scholarship and service. Ordinarily, nominees for this rank should be those who intend to
pursue in retirement continued involvement in academic life. This rank may be awarded to retiring/retired
full-time faculty members through the process outlined below:
6
i. A retiring/retired full-time faculty member must be nominated by the appropriate Dean,
departmental head, or tenured member(s) of the departmental faculty, ordinarily within one year
of retirement. The nomination must be presented to the department chair and to the Committee on
Rank, Tenure, and Awards, and must explain the reasons for awarding the title. Such nominations
must be made to the Committee on Rank, Tenure, and Awards by 15 September each year.
ii. The Committee on Rank, Tenure, and Awards will then determine whether the nominated faculty
member qualifies for consideration and, further, agrees to be considered. The nominated faculty
member will ordinarily hold the rank of full professor and will ordinarily have completed at least
twenty years of full-time service at Iona College. The faculty member will supply the Committee
with a current vita.
iii. The above criteria being met, the Committee on Rank, Tenure, and Awards will then invite the
Dean,
the
departmental head, and tenured members of the department to comment on the
candidate's
record
of scholarship, teaching and service, and to judge whether that record merits
the award of this distinct honor. Such evaluations must reach the Committee by 15 October.
iv. Having considered all responses and judgments, the Committee on Rank, Tenure, and Awards
will make its own judgment and, by 15 November, forward its recommendation to the
Provost/Vice
President
for Academic Affairs.
The holder of the Emeritus rank shall have the following rights:
i. having his or her name listed in the College catalog and in published faculty rosters.
ii. access to the same research, supportive and recreational facilities as the College is able to provide
to its active faculty, on identical terms. This includes library services, mail-room and parking
privileges, information technology services, and, where feasible, use of departmental offices.
iii. participation as a faculty member in convocations and commencements.
iv. participation in College, school or departmental meetings, without voting rights.
The holder of the Emeritus rank has further the privilege to teach on a part-time basis course(s) of his or
her
choice
if such teaching is in the interest of the appropriate department and if approved by the
departmental head and the dean or director. Emeritus Professors will be compensated at the overload rate
paid to full-time faculty teaching at that rank. Further, the Emeritus Professor may be invited to serve as
a consultant on an ad hoc basis to various committees.
It is emphasized that the rank of "Emeritus" is a privilege and is based solely on the merit of the
individual who has retired, as judged by the Committee on Rank, Tenure, and Awards, the Provost/Vice
President for Academic Affairs, and the President.
7
1.9 Professional Responsibility
At Iona there exists a strong tradition concerning the importance of teaching and of service to students
and to the College overall. The faculty are urged to strive towards excellence in the profession of
teaching, and to seek the counsel of colleagues and the evaluations of their students on a regular basis.
Concern
for
the students and availability to them outside of class have long been hallmarks of the Iona
College faculty.
Faculty members are expected to profess their ideas and guide their actions in such a manner as to
command respect for their character, their scholarship, and their objectivity. When they speak or write
publicly,
they
should
leave no doubt as to whether they speak as private citizens exercising their
constitutionally
guaranteed
freedom of speech, or as members of a learned profession, or as
representatives of the College, as detailed in 1.14.
They should devote themselves to scholarship and to the interest of the students' intellectual welfare by
striving for the highest level of scholarly achievement and by keeping abreast of developments in their
particular fields.
They must remember that the maintenance of good academic standards demands a very high level
of
preparation
and teaching. Only then can the requirements imposed upon the student be administered
fairly.
The
placing of high ideals and standards before the minds of the students stimulates them to
greater accomplishment and redounds to the advantage of each student, faculty member and the College.
Tenured faculty members have a unique obligation to participate in the evaluation and mentorship of their
junior colleagues.
Faculty members are expected to maintain the highest standards of ethical conduct.
1.10 Faculty Performance
In order for Iona College to ensure that professional responsibilities, as outlined in Section 1.9, are being
met by all faculty, the deans have the authority and responsibility to collect and evaluate information
annually from all faculty. This information is to include, but not be limited to, the annual activity reports
submitted by faculty to the deans and department chairs, student evaluations conducted in all classes, and
letters of commendation or complaint (excluding those which are submitted anonymously).
If a dean becomes aware of unusual circumstances, behaviors or omissions involving a faculty member,
the dean and department chair have the authority and responsibility to investigate and to assist the faculty
member, when warranted, to improve his/her performance relative to the expectations outlined in the
Faculty Handbook. In such instances, the dean, chair and faculty member will work together in a collegial
and constructive manner to
prepare
a faculty development plan outlining performance improvement
goals, strategies, and a timeline.
Such
strategies
may include, but are not limited to, mentoring by
colleagues and the dean’s discretionary use
of
faculty
development funds.
Should performance improvements fail to be realized, the dean may seek remedies available under the
Faculty Handbook.
8
1.11 Patent Policy
All patents granted as the result of institutionally supported research and developed on the work schedule
program
of
all salaried employees become the property of the College. If the College waives this right in
writing, the patent becomes the property of the faculty member.
Patents awarded for projects developed in institutional facilities but under the support of an outside
agency become jointly the property of the institution and supporting agency; if either of them waives the
right to the patent as mentioned above, the other agency will become the sole owner of the patent. If both
waive the right, the developer(s) may retain it. Patents awarded for work and development done on
faculty's own time and expense become the property of the individual faculty member(s).
1.12 Online Ownership Policy
1.12.1 Scope: The policy applies to all Internet-based materials.
1.12.2 Ownership: Ordinarily, any videotaped, audiotaped, or otherwise electronically captured
performances of a faculty member’s instruction shall remain under the sole ownership of the faculty
member. Faculty will also retain, as intellectual property, sole ownership of any instructional materials
created explicitly
for
use on the course site, including video, audio, PowerPoint, or textual materials. Joint
ownership between the faculty member and the College does not exist unless the product is prepared as a
work for hire under a mutual and signed written agreement between a faculty member and the College.
1.12.3 Rights of Use: Faculty members are encouraged, in the spirit of collegiality, to share the materials
and courses they develop with their colleagues at the College. While employed at the College, the faculty
content developer will have exclusive right to utilize the online course materials. Utilization of these
materials by others will be allowed only with the express written consent of the content developer. The
faculty member who develops an online course, or online modules of a hybrid course, is free to take the
course to another institution if their employment with Iona College ends. When the faculty member who
has been teaching an online course is no longer assigned to teach that course or, for whatever reason,
ceases to be employed by Iona College, he or she can remove or direct to be removed from the online
course site the instructional materials defined above (see Ownership) as being owned exclusively by the
faculty member. Faculty members are free to take this material to another institution if their employment
with Iona College ends. The College does not claim any right to retain or utilize these materials without
the express written approval of the faculty member who develops them.
The College retains ownership and full rights to utilize the course title, syllabus, catalog description, and
links to public sites and library database sources.
1.12.4 Conflict of Commitment: As stipulated in the Iona College Faculty Handbook, 1.13
1.13 Conflict of Interest and Conflict of Commitment
Members of the faculty with a full-time faculty contract are expected to have as their principal occupation
and occupational interest the teaching of their classes and the carrying out of other assigned duties. It is
the responsibility of the faculty member to insure that outside commitments do not interfere with the
fulfillment of his or her responsibility to Iona College. The immediate supervision of this commitment is
the responsibility of the departmental head under the direction of the dean.
9
1.14 Academic Freedom
Iona College subscribes to the AAUP’s statement of principles on academic freedom, which includes the
following:
Teachers are entitled to full freedom in research and in the publication of the results, subject to the
adequate performance of their other academic duties, but research for pecuniary return should be based
upon an understanding with authorities of the institution.
Teachers are entitled to freedom in the classroom in discussing their subject, but they should be careful
not to introduce into their teaching controversial matter which has no relation to their subject. The intent
of this statement is not to discourage what is “controversial.” Controversy is at the heart of the free
academic inquiry which the entire statement is designed to foster. The passage serves to underscore the
need for teachers to avoid persistently intruding material which has no relation to their subject.
College and university teachers are citizens, members of a learned profession, and officers of an
educational institution. When they speak or write as citizens, they should be free from institutional
censorship or discipline, but their special position in the community imposes special obligations. As
scholars and educational officers, they should remember that the public may judge their profession and
their institution
by
their
utterances. Hence they should at all times be accurate, should exercise
appropriate restraint, should show respect for the opinions of others, and should make every effort to
indicate that they are not speaking for the institution.
In accordance with Section 3002 of the Education Law of the State of New York teachers must pledge
that they will support the Constitution of the United States of America and the Constitution of the State of
New York, and will faithfully discharge their duties according to the best of their ability.
10
CHAPTER 2 CHAIRS OF DEPARTMENTS
2.1 Term
Chairs are appointed by the Provost/Vice President for Academic Affairs for a period of three
years, commencing on July 1 and ending June 30. The appointment ceases should the
appointee’s contract with the College be terminated. If for any reason a department chair
resigns or is to be absent from the College for an entire academic year that chair’s term will
be considered expired, and balloting for the chair’s successor is to be conducted as quickly as
possible. If the absence is for less than an academic year, he or she is to be replaced for that
time by an acting chair who will be appointed by the Provost/Vice President for Academic
Affairs after consultation with the department faculty. The department may on a two-thirds
vote of the full-time faculty of the department recommend that the Provost/Vice President for
Academic Affairs consider the
termination
of
a chair’s appointment.
2.2 Qualifications
In all but special circumstances, to be eligible for appointment to the position of departmental
chair a faculty member must have completed three full years of full-time teaching at Iona
before the date of appointment and achieved the rank of assistant professor or above.
Ordinarily, all chairs of departments shall have the training equivalent to that presupposed by
the degree of Doctor of Philosophy or the appropriate terminal degree. Only in very special
circumstances will the Provost/Vice President for Academic Affairs appoint a faculty member
who does not meet these requirements. Ordinarily, no faculty member will serve as
department chair for more than two consecutive terms. Ordinarily, a chair who has served
two consecutive terms is eligible for reappointment provided that one 3-year term has elapsed
since the completion of the two consecutive appointments.
2.3 Election of Department Chair
Full-time faculty members within the department who have completed one year of full-time
teaching at Iona before the date of voting are eligible to vote for department chair. The
members of the department, after consultation with the dean of the school, and review of
performance assessments, if any, are to make their recommendation to the Provost/Vice
President for Academic Affairs according to the following procedure:
(i) The voting for recommendation is to take place at a department meeting. The chair of the
department shall notify in writing all members of the department at least two weeks prior
to the meeting.
(ii) The chair shall have prepared ballots on which are listed the names of all the faculty
eligible for the position of chair.
(iii)
Selection
of the chair by the department members shall be by secret ballot. At the
meeting called for this purpose, each faculty member eligible to vote shall check the name
of the individual he or she considers suitable for the position of chair.
11
(iv) The ballots are to be collected and tabulated by two members of the department faculty
selected by the members of the department. The results are to be announced to the faculty
members present. The Department shall recommend the person receiving a majority of
the votes cast by the full-time voting members of the department. The department’s
recommendation in writing
and
the ballots are to be submitted to the Provost/Vice
President for Academic Affairs as soon as possible thereafter.
(v) Any eligible faculty member who cannot be present at the meeting may submit his or her
vote to the chair prior to the meeting in a sealed envelop(e) which shall bear the faculty
member’s signature.
(vi) Balloting for the department chair should normally take place prior to February 15.
Notification of the appointment will be made during the first week of March, the
appointment to become effective on July 1 of the same year.
(vii) After reviewing the department’s recommendation the Provost/Vice President for
Academic Affairs, in consultation with the Dean of the appropriate school, will appoint
the chair. It is understood that in all but the most extraordinary circumstances the
Provost/Vice President for Academic Affairs shall confirm the choice of the faculty as
chair of the department. Should the Provost/Vice President of Academic Affairs not
confirm the choice of the department, the Provost will meet with the faculty of the
department to inform them of the reasons for this action and a new election will
be
scheduled
immediately.
2.4 Duties and Responsibilities
(i) In all matters of department policy the chair shall consult with the department faculty and
represent the majority opinion and belief of the department.
(ii) Courses and teaching schedules are developed by the chair subject to the approval of the
dean. The chair shall consult with the department and the dean in constructing the
schedule of the department and shall take into consideration the varied talents of the
faculty, the requirements of the majors and other areas of the College served by the
department. At the designated times, the department chair shall submit to the appropriate
administrator faculty schedules for the academic year. The chair should assign these
schedules as efficiently and economically as possible, without diluting the quality of
instruction.
(iii) The chair shall prepare the agenda for and preside at department meetings. He or she
shall forward the minutes of all meetings to the department faculty and upon request to
the
appropriate
administrative offices.
(iv) In matters of contract renewals, tenure, promotion, leaves of absence, Iona College
fellowships, etc., the chair and tenured members shall submit their reports in accordance
with the procedures established by the Committee on Rank, Tenure, and Awards.
(v) The chair shall remind all contractually obligated members of their department of their
responsibility for continued study for the doctorate or its departmental equivalent.
Because the College puts a priority on active membership in learned societies, research,
12
publication and completion of the doctorate (where appropriate), the chair shall endeavor
to give schedules that enable faculty members to engage in such activities.
(vi) The chair shall attempt to provide teaching schedules which permit department members
to participate in department, school, and college-wide committees and other activities.
(vii) The chair is responsible for supervising the hiring process for all department faculty,
tenure-track, clinical-track, non-tenure track, and adjunct. The chair shall consult with
the department faculty and implement the search and selection procedure agreed upon by
the department before making a recommendation to the Dean. Non-faculty hires are
the
responsibility
of the chair who may decide to consult with interested members of the
department
(viii) The chair, with the aid of department faculty, shall supervise the programs of students
majoring and minoring in the subject matter of the department and be available at
scheduled times for academic
advisement.
Additionally, the chair shall take reasonable
steps to consult with students and keep them informed on policies and developments in
the field of study and department.
(ix) The chair shall implement and maintain an assessment program developed and agreed
upon by the department faculty and cooperate with the chairs of other departments and
the deans as required.
(x) The chair shall oversee the revision and development of courses and programs as needed.
The chair shall work with the dean and other appropriate academic offices to implement
these revisions.
(xi) The chair is responsible for maintaining and providing accurate, timely, and complete
course and program descriptions in both print and on-line catalogs.
(xii) The chair shall serve as a member of the Curriculum Committee, Chairs Committee and,
when applicable, the Graduate Council of the school in which the department exists.
(xiii) The chair shall manage the department budget.
(xiv) The chair shall provide information contained in department files to appropriate
administrative offices when needed.
(xv) The chair shall assist the admissions team by providing information and materials when
needed and by assuring department representation at open houses and other events.
(xvi) The chair shall work with the library staff to ensure that the library holdings meet the
needs of the department faculty, programs, and students to the degree budgetary
restrictions allow.
(xvii) The chair
shall
m
a
intain
all appropriate department records. These records should
minimally include: Student records, Personnel folders, Quinquennial reviews, Annual
13
Reports, Budget Reports, Syllabi, Faculty Load Sheets, Course Offerings by
Semester/Trimester, Minutes of Chair/Curriculum/Graduate Council (where appropriate)
Meetings, Minutes of Departmental Meetings. By the end of the third full week of each
semester the chair shall submit updated syllabi and faculty schedules (including office
hours) to the appropriate administrators.
(xviii) The chair shall submit nominations for student awards, medals, and honor societies
when
requested.
(xix) The chair, or representative, shall attend commencement, Fall and Spring convocations,
and Fall and Spring honors convocations.
(xx) During the months of July and August the chair, or representative, shall be available to
accomplish the necessary administrative duties that arise. These duties include
advisement, schedule modification, staffing, placement, and transcript review. The chair,
or representative, shall also be available on the first day of summer sessions.
(xxi) If a faculty member becomes ill for an extended period of time the chair, in consultation
with the dean, will make arrangements for coverage or re-scheduling of the classes.
2.5 Compensation
(i) Compensation for chairs shall begin on the day they assume the responsibilities of the
chair,
July
1 and cease at the end of their appointment.
(ii) The compensation for a chair shall be the equivalent of 12 credits of released time
each
academ
ic year. These twelve credits can be taken in any combination of course remission
and/or stipend. Ordinarily a chair will not teach an extra course for the purpose of overload.
These compensation arrangements are subject to the approval of the dean of the school in
which the department is located. The stipend, if any, shall be paid at the current rate of
compensation for stipend bearing activities. This rate will be reviewed regularly and will
change when the rate for stipend bearing activities changes.
(iii) Chairs will be compensated for their responsibilities during the months of July and
August by receiving a stipend paid at the current rate of compensation for stipend bearing
activities. This rate will be reviewed regularly and will change when the rate for stipend
bearing activities changes.
(iv) Departments with a large number of FTE’s, a large number of majors, a large number
of
programs
administered, or other special responsibilities may be entitled to assistant chairs,
subject to the approval of the Dean.
(v) Each assistant chair or program coordinator of a large department will ordinarily receive
compensation equivalent to two course remissions, or an equivalent stipend, per academic
year. If warranted, in special circumstances, an assistant chair may receive a summer stipend
in an amount to be determined by the Dean.
14
2.6 Assessment of Chairs
(i) An annual review of the chairs will be carried out by the office of the Provost. These
reviews will include input from faculty, students, and administrative offices. The intended
purpose
of
these reviews is to provide the chairs with information, guidance and to ensure the
quality of academic administration.
(ii) The faculty review shall gather information concerning the manner in which the chair has
performed the duties of the office during the previous academic year. This questionnaire will
focus on duties i, ii, iii, iv, v, vi, vii, viii, ix, xi found in section 4, Duties and
Responsibilities, of this chapter of the Handbook.
(iii) The administrative office review shall gather information concerning the manner in
which
the
chair has performed the duties of the office during the previous academic year. The
questionnaire administered to the Dean’s office will focus on duties ii, xii, xiii, xiv, xvi while
the questionnaire administered to the Provost’s office will focus on duties ix, xi, xiv, xv, xvi
found in section 4, Duties and Responsibilities, of this chapter of the Handbook.
(iv) The results of the assessment will be distributed to individual chairs and the deans
and
reviewed
with the Provost. If a chair receives a poor performance evaluation, the Dean and
Provost will discuss the evaluation with the Chair and faculty of the Department, and steps
will be taken by the Office of the Dean to remediate the problem. If after remediation a
second poor performance evaluation is received, the Dean and Provost, after consulting with
the Department Faculty, may petition the Committee on Academic Affairs for the removal of
the Chair.
2.7 Support Services for Chairs
In order to assist the Chairs in fulfilling their roles and responsibilities efficiently and
effectively the following support services will be provided by the administration.
(i) At the beginning of each academic year the chairs shall be provided with a list of dates on
which each of the following will be due:
•
Annual Report of the department
•
Faculty Load sheets for each term
•
Initial list of course offerings for the academic year
•
List of special session course offerings for the year
•
Reappointment/Appointment Forms for each term
•
List of faculty to be reviewed for Reappointment or Tenure.
(ii) At the beginning of each academic year the chairs shall be provided with a list of dates on
which each of the following will occur:
•
Chairs Meetings
•
School Curriculum Meetings
•
Graduate Council Meetings
•
Graduate Open Houses at New Rochelle and Rockland Campuses
•
Undergraduate Open Houses
•
Convocations
15
•
Honors
Convocations
•
In-Person
Registration
(iii) At the beginning of each academic year the chairs shall be provided the following student
enrollment information:
•
List of students majoring or minoring in the department. This list will include:
o student name
o ID number
o number of credits completed in the Major/Minor
o number of overall credits completed
o GPA in Major or Minor (as appropriate)
o overall GPA.
•
List of students that have graduated from the Department in the previous academic year
(February, May, August). The following information will be provided for each graduate:
o Degree Earned
o GPA
16
CHAPTER 3 PROCEDURES FOR RENEWAL OF FACULTY APPOINTMENTS
AND FOR ADVANCEMENT IN FACULTY RANK
3.1 Committee on Rank, Tenure, and Awards
The Committee on Rank, Tenure, and Awards is a standing committee of the College Council. Its
function and membership are described in the Constitution of the College Council. It makes
recommendations through the Provost/Vice President for Academic Affairs to the President of the
College
on
tenure, contract renewals, and promotions; and to the Provost/Vice President for Academic
Affairs on fellowships, leaves of absence, and awards.
The voting which takes place at the meetings of the Committee on Rank, Tenure, and Awards is by secret
ballot.
All
recommendations to, and deliberations by, the Committee on Rank, Tenure, and Awards on
contract renewal, promotion in rank, tenure, and awards are treated as strictly confidential. The
Committee has a recommendatory function only; it transmits all of its recommendations on personnel
actions to the President through the Provost/Vice President for Academic Affairs and on matters of policy
to the College Council and the Provost/Vice President for Academic Affairs. The Provost/Vice President
for Academic Affairs may also make a separate recommendation to the President at the time the
Committee's position is forwarded. The President grants all promotions and contract renewals. (If the
final decision does not concur with the Committee's recommendation, the President, or his designee, shall
present to the members of the Committee the reasons for the decision.)
3.2 Renewal of Faculty Appointment
3.2.1 Ordinarily, in cases of renewal of faculty appointment, the faculty member is evaluated by (i) each
tenured faculty member within the department, by means of a faculty evaluation form; (ii) the department
head, by means of a faculty evaluation form or letter; (iii) the dean (or director) by letter; (iv) classroom
visitors (see 3.2.2). In situations where there is no tenured faculty member in the department other than
the department head, the
dean
and
the department head will ask a tenured member of the faculty in an
allied discipline to complete a faculty evaluation form and also to perform the classroom visitation
required in
3.2.2.
Those submitting either evaluation forms or letters should bear in mind that the
following criteria will be of particular interest to the Committee on Rank, Tenure, and Awards:
a. Teaching
(i) The faculty member has demonstrated the ability to impart information coherently
and interestingly to arouse intellectual curiosity; and
(ii) has assisted formally and informally in the academic advisement of students; and
(iii) has demonstrated a willingness to propose and design new courses, or to revise
existing courses.
17
b. Scholarship
(i) The faculty member is working toward recognition within the field of knowledge
through such activities as membership in professional and learned societies,
lectures or delivered papers in academic or professional circles, publications or
other recognized professional achievements;
(ii) or, in the case of those not holding a doctoral degree, is making adequate progress
toward an appropriate doctorate or equivalent terminal qualification from an
accredited institution; in the case of librarians, they are working toward a second
graduate degree in the professional or academic area.
c. Service
(i) The faculty member has demonstrated a willingness to cooperate with colleagues
on departmental matters, a willingness to accept difficult assignments,
inconvenient teaching hours, or substitution for absent faculty; and
(ii) has demonstrated a willingness to accept the task of advisor or moderator of
co-curricular or extracurricular activities of students; and
(iii) has manifested a willingness to serve on departmental, school or College
committees when asked; and
(iv) has complied with the regulations of the College and with the procedures for
effective and orderly conduct of College affairs; and
(v) has made appointment to the College the primary occupation, and has complied
with the provisions of 1.9 and 1.13.
In all of these, consideration must be given to the spirit of collegiality with which these responsibilities
and academic activities have been carried out.
In every completed form or letter of evaluation, those submitting an evaluation should include the
following specific statement: "I do (or do not) recommend the contract renewal of this faculty member
for the following reasons. . . ."
3.2.2 Ordinarily, classroom visitations will be made by the dean or the dean's designee, the department
head, and a tenured faculty member (appointed by the department head and approved by the dean). The
faculty member to be evaluated may choose to have classroom visitations by an additional faculty
member of professorial rank approved by the dean. Each classroom visitor completes a classroom
visitation sheet, a copy of which is given to the faculty member concerned, to the departmental head, to
the dean, and to the chair of the Committee on Rank, Tenure, and Awards.
3.2.3 The departmental head’s evaluation must include a summary of the student evaluations of the
faculty member.
18
3.2.4 Faculty members who do not hold a terminal degree will submit a doctoral progress report form.
3.2.5. In a faculty member’s first year of their initial two-year appointment to full-time regular faculty
status employment, he or she will be evaluated by the department chair and dean for a one-year contract
renewal. The recommendation for contract renewal will be made by the dean, in consultation with the
department chair, and submitted to the Provost/Vice President for Academic Affairs.
3.2.6 In the faculty member’s second year of full-time regular faculty status employment, he or she will
be evaluated for a one-year contract renewal by the Committee on Rank, Tenure, and Awards. The
recommendation of the Committee will be submitted to the Provost/Vice President for Academic Affairs.
3.2.7 In a faculty member's third year of full-time regular faculty status employment, he or she will be
evaluated for a two-year contract renewal (years 4 and 5) by the Committee on Rank, Tenure, and
Awards. The recommendation of the Committee will be submitted to the Provost/Vice President for
Academic Affairs.
3.2.8 In the faculty member’s fourth year of full-time regular faculty status employment, he or she will
be evaluated for a two-year contract renewal (years 6 and 7) by the Committee on Rank, Tenure, and
Awards. The recommendation of the Committee will be submitted to the Provost/Vice President for
Academic Affairs.
3.2.9 In a faculty member's sixth year of full time-tenure service, he or she will be evaluated for tenure.
(Chapters 3 and 4)
3.2.10 If a faculty member has been granted credit towards tenure at the time of hiring, this credit is
applied to the beginning of the tenure calendar.
3.2.11 The deadlines for forwarding the required materials by the candidate and the evaluators are as
follows:
November 1 third one-year contract renewal
November 1 fourth- and fifth-year contract renewal
April
1
sixth- and seventh-year contract renewal
Materials submitted by the candidate, evaluation forms or letters and classroom visitation sheets are to be
submitted directly to the dean and to the chair of the Committee on Rank, Tenure, and Awards. These
will be made available to the members of the Committee.
3.2.12 The faculty member will be notified by the President or his designee of the College's decision no
later than:
December 15 third one-year contract renewal
December 15 fourth and fifth year contract renewal
June 15 sixth and seventh year contract renewal
19
3.3 Advancement in Faculty Rank
3.3.1 Faculty appointed to tenure-track positions at the College will, ordinarily, be appointed at the rank
of Assistant Professor. Promotion to the rank of Associate Professor will be granted automatically upon
a favorable tenure decision. Promotion to the rank of Associate Professor will ordinarily not be granted
prior to the tenure decision (applicable only to faculty receiving tenure after September 1, 2005).
3.3.2 A faculty member seeking promotion should inform the department head by November 15 of the
intention to seek promotion, and should file by that date an application for promotion with the dean or
director of the program with copies sent to the departmental head and the chair of the Committee on
Rank, Tenure,
and
Awards.
The procedures for promotion are identical to those for renewal of faculty
appointment, as outlined in 3.2.1 - 3.2.4.
3.3.3 Ordinarily, a faculty member may not apply for advancement in rank until the minimum length of
time in current rank has been completed. Among the factors considered toward the granting of a
promotion are the following: professional degrees; evidence of sincere interest in the objectives of the
College and its programs
and
the general welfare of its students; demonstrated proficiency in teaching;
and, in the upper ranks, evidence of research, creative work, publications, and reputation and recognition
among professional colleagues in academic circles. Also given weight are such elements as the extent of
teaching or other experience, active participation in learned societies, public addresses, participation in
faculty and departmental affairs and committees, working with student organizations, directing students to
noteworthy achievement, performing assigned administrative
duties,
and
the spirit of collegiality with
which these responsibilities and academic activities have been carried out. (See also 1.3 and 1.4)
3.3.4 The deadline for forwarding the required materials for promotion by the candidates and by the
evaluators is December 15. The faculty member will be notified by the President or his designee of the
College's decision no later than June 1.
3.4 Any faculty member who is being considered for renewal of appointment or who is applying for
promotion has the right to submit any material which, in the faculty member's judgment, might affect the
deliberation of the Committee on Rank, Tenure, and Awards. This includes his or her right to comment
on class
evaluations
subm
itted by class visitors, professional accomplishments which, particularly in the
case of contract renewal, might escape the attention of the Committee, or any other significant
accomplishment.
20
CHAPTER 4 ACADEMIC TENURE
4.l Academic Tenure is understood to be continuing faculty appointment until resignation, death,
voluntary retirement, or termination as provided hereinafter. A faculty member on a tenured appointment
may be subject to dismissal for adequate cause or in compliance with the provisions outlined in Chapter 5
on account of financial exigency, change or discontinuation of institutional programs, or faculty
redundance.
4.2 Tenure is conferred by the Board of Trustees. The two basic considerations that shall guide all
decisions
to
confer tenure are the needs of the College and the qualifications of the faculty applicant.
4.3.1 Tenure may be granted after a probationary period that shall not exceed seven years of service
toward tenure. In computing the years in fulfillment of this seven-year probationary period, credit shall
be given for all complete academic years of full-time teaching service at Iona, on a regular faculty
contract, in the rank of instructor or higher. If a person ceases employment as a faculty member of the
College without being granted a leave of absence by the Provost/Vice President for Academic Affairs,
and later is re-hired as a member of the faculty, the probationary period of seven years begins again,
unless credit is awarded in accordance with 4.3.3. For purposes of computing the probationary period
leading to tenure, an academic year shall mean
consecutive
fall and spring semesters, commencing with
fall.
4.3.2 Full-time teaching shall normally involve 24 credits/year undergraduate or 18 credits/year graduate
in the Fall/Spring semesters or in the trimesters, while holding a faculty contract (this does not include a
visiting faculty contract), reduced if released time has been granted for purposes of fulfilling some
specific service assigned by the College.
4.3.3 Credit toward tenure may be given for full-time teaching in the equivalent rank of instructor or
higher at other fully accredited institutions of higher education up to, but not exceeding, three years. The
extent of such abbreviation, if any, shall be determined by the Provost/Vice President for Academic
Affairs after receiving recommendations from the appropriate dean; this determination shall be stated in
writing at the time of initial appointment to the College. In exceptional circumstances, the President may
recommend tenure at the time of initial appointment.
4.4 No full-time faculty member shall be appointed beyond the seventh year of full-time teaching service
with faculty status at Iona College unless a formal recommendation concerning tenure has been submitted
by the Committee on Rank, Tenure, and Awards to the President, and tenure has been conferred by the
Board
of
Trustees.
4.5 Full-time faculty members who have completed the established probationary period and for whom
there is departmental need will have their record evaluated in the light of the following criteria. It is
understood that the evaluation must also consider faculty members' demonstrated collegiality.
a. Teaching
(i) They have demonstrated excellence in teaching and have shown promise of
continued growth in classroom performance; and
(ii) they have assisted formally and informally in the academic advisement of
students; and
21
(iii) they have contributed to the design of new courses, or to the revision of existing
courses.
b. Scholarship
(i) They have obtained an appropriate doctorate or equivalent terminal qualification
from an accredited institution no later than the date of tenure review by the
Committee on Rank, Tenure, and Awards. In extenuating circumstances, the
College may award tenure to a person who has not completed the terminal degree
at the time the tenure review is conducted, on condition that the terminal degree be
in hand by a specified date always before the date tenure takes effect. In the case
of librarians, they have obtained a master's degree in library science and a second
graduate degree in the professional or an academic area no later than the date of
tenure review by the Committee on Rank, Tenure, and Awards; and
(ii) they have manifested development as scholars by such activities as
conducting,
directing,
or planning research projects, by participating in the activities of learned
or professional societies, by lecturing or delivering papers in academic or
professional circles, by publishing reviews, papers, or books, and by preparing
proposals for grants, projects, or research activities.
c. Service
(i) They have cooperated with faculty colleagues, have regularly attended
departmental meetings, have helped with departmental activities, and have
adequately fulfilled the responsibilities to which they were appointed at the
College; and
(ii) they have accepted, when appointed or requested, the tasks of advisors or
moderators of co-curricular or extracurricular activities of students; and
(iii) they have served, when requested, on departmental, school or College committees;
and
(iv) they have complied with the regulations of the College and with the procedures for
effective and orderly conduct of College affairs; and
(v) they have made their full-time appointment to the College their primary
occupation, and have complied with the provision of 1.9.
Finally, they have shown the potential for fulfilling the qualifications for promotion to the higher ranks.
4.6 Faculty members who do not meet the above criteria for awarding tenure may be granted tenure only
under exceptional circumstances. While, by very definition, exceptional circumstances cannot be spelled
out comprehensively, the following guidelines should be considered:
22
a. a faculty member must have demonstrated a record of superlative teaching and
exceptional service to the College. This is the sine qua non condition for a faculty
member to be considered as an exceptional case.
b. Among the other factors that might be considered would be mitigating
circumstances that might have prevented the completion of a terminal degree such
as bona fide demonstrated problems beyond the control of the individual.
c. The needs of the College must be considered in any application under exceptional
circumstances.
4.7 With regard to the provision of 4.5.b.i, the Provost/Vice President for Academic Affairs upon the
recommendation of the department and dean, may at times hire a person for a faculty position who has
not obtained an appropriate doctorate or equivalent terminal qualifications from an accredited institution,
and who does not expect to pursue such, but who brings other experiences or knowledge that the College
values highly and needs at a particular time, and is willing to accept in lieu of the doctorate. Several
advanced degrees in appropriate fields might be considered tenurable academic credentials. An extensive
record of professional experience, achievement and recognition by peers combined with an appropriate
master's degree(s) and professional certification(s) might also be viewed as evidence of tenurable
academic credentials. In such cases, the faculty member must be informed at the time of appointment as a
member of the regular (non-Visiting) faculty that her or his present credentials, perhaps with stipulated
additional studies over the next years, will be recognized as replacing the requirement of an earned
doctorate.
This provision cannot be applied in cases of a faculty member for whom it was not granted in the original
letter of appointment as a regular (non-Visiting) member of the faculty.
23
CHAPTER 5 PROCEDURES FOR THE GRANTING OF TENURE
5.1 By September 15 of the sixth year of full-time service, each eligible faculty member will be notified
by the Office of the Provost/Vice President for Academic Affairs that during that academic year the
appointment will be reviewed in the context of the possible granting of tenure.
5.2 By November 1, the faculty member will forward to the Chair of the Committee on Rank, Tenure,
and Awards, the Provost/Vice President for Academic Affairs, the dean, and the appropriate
departmental head a completed application form and all relevant up-to-date information that might
support the faculty member's claim that the criteria for tenure, as outlined in 5.5 are met.
5.3 The Provost/Vice President for Academic Affairs shall ask the appropriate departmental head and the
dean or director to establish a departmental tenure committee to consider the application for tenure.
5.4. The departmental tenure committee shall be constituted of all tenured members of the department.
The committee shall be chaired by the departmental head if tenured; otherwise the committee will elect a
chair from the membership of the committee, in which case the dean assumes the responsibility for
convening the first meeting. Administrators who are tenured faculty members in the department may
participate and vote in the tenure committee, provided that they do not have a further role in the decision
on tenure. Members of the Committee on Rank, Tenure, and Awards may not serve on a departmental
tenure committee. Tenured faculty members on leave, who can be reached 30 days before the
departmental tenure committee voting, may participate and vote in the tenure committee. They may not
vote by proxy. They may vote only if they participate in the departmental tenure committee meetings on
campus.
In cases where the tenured faculty in the department number fewer than five, the dean, in concert with the
respective departmental head, shall nominate tenured faculty members to reach the minimum number of
five committee members. In this case, the candidate for tenure shall be notified of the committee
composition and, unless he or she objects to the membership of any of the non-departmental committee
members in writing within five days after such notification, the nominations shall become final. If the
candidate for tenure objects to any of these nominations, he or she may appeal to the Provost/Vice
President for Academic Affairs, stating grounds for such objections. The final appointments in such a
case shall rest with the Provost/Vice President for Academic Affairs.
In cases where the faculty member's appointment is not to a particular department, the academic Dean
and/or the Director of the program responsible for the courses and tasks assigned to the candidate for
tenure will make arrangements for the forming of a Tenure Review Committee.
In the case of library personnel with faculty status, the Director of Libraries will make arrangements for
the forming of a Tenure Review Committee. The Director of Libraries shall convene the first meeting of
the committee at which a chair shall be elected from the committee membership. In cases where the
tenured faculty in the Library number fewer than five, the Provost/Vice President for Academic Affairs,
in concert with the Director of Libraries, shall nominate tenured faculty members to reach the minimum
number of five committee members. In these cases, the candidate for tenure shall be notified of the
committee composition and, unless he or she objects to the membership of any of the non-library
committee members in writing within five days after such notification, the nominations shall become
final. If the candidate for tenure objects to any of these
nominations,
he or she may appeal to the
Provost/Vice President for Academic Affairs, stating grounds for such objections. The final appointments
24
in such a case shall rest with the Provost/Vice President for Academic Affairs.
5.5 The faculty member will be given the opportunity to submit to the head of the departmental
tenure
comm
ittee, the Chair of the Committee on Rank, Tenure, and Awards, the Provost/Vice President for
Academic Affairs, the dean, and the department chair, material which he/she believes to be helpful to full
consideration of his/her case. This material must be submitted by November l of the sixth year of
service. Essential material to be submitted by the faculty member should include an evaluation of
teaching effectiveness, evidence of scholarly work, publications, public or personal statements (with
documentation, if possible) of professional service to the academic community, references from peers and
colleagues both within and outside the College, and a report on student evaluations.
5.6 The Provost/Vice President for Academic Affairs may provide the departmental tenure committee
with other relevant material concerning the qualifications of the applicant for tenured appointment, e.g.
educational background, past classroom evaluations, research, publication record, and service to the
academic community.
5.7 Student opinion will be considered by the departmental tenure committee.
5.8 The head of the committee will inform in writing by February l the respective dean and the Chair of
the Committee on Rank, Tenure and Awards of the departmental tenure committee's recommendation
with an explanation of the pertinent issues considered by the Committee. The head of the departmental
tenure committee shall also include a statement that indicates how the candidate fits into the future needs
of the department. In addition, each faculty member who has participated in the vote will forward
independently a written recommendation for or against granting tenure and give reasons therefore.
5.9 The respective dean shall render his or her written evaluation to the Chair of the Committee on Rank,
Tenure, and Awards. The evaluation should include information on the departmental faculty profile and
needs as it relates
to
the candidate.
5.10 The Chair of the Committee on Rank, Tenure, and Awards will present the materials to
the
Comm
ittee on Rank, Tenure, and Awards for consideration. The committee will vote by secret ballot and
make a recommendation to the President by April 15. If the President decides against the
recommendation of the Committee on Rank, Tenure, and Awards, he, or his designee, will present to the
committee the reasons for his decision.
5.11 The President shall submit to the Board of Trustees the names of those faculty members who have
been considered for tenure, along with his recommendations. The President, or his designee, shall inform
the faculty member, the appropriate dean and department head, on behalf of the Board of Trustees, of the
Board's decision no later than May 15.
5.12 Each case involving the transfer of a tenured faculty member from one department to another
involves unique circumstances. The following guidelines cover only those circumstances where the
transfer involves a tenured faculty member and where the transfer is not occasioned by the
discontinuation or
curtailment
of
an academic program by the College.
In these cases, it is presumed that circumstances are such that the accepting department has concluded
after interview and observation that the faculty member has the needed expertise and that it would be
beneficial were a transfer to take place.
25
There will be an interim period of three years during which time the faculty member will be assigned full
teaching responsibilities in the new department, and during which time both the faculty member and the
department can regularly evaluate the experiment. During the interim period, the faculty holds voting
privileges in the new department, but does not participate in evaluation of colleagues for contract renewal,
tenure or promotion in either department. The faculty member may not apply for promotion during this
period.
During the three-year transition period, the original department should maintain sufficient flexibility in its
hiring to enable the faculty member to return to his or her tenure position should the transfer not be
effected. If the experiment is continued into a third year, a faculty transfer committee will be formed
during the fall semester of that third year, whose membership, procedures and calendar will be similar to
that of a departmental tenure committee. This committee will make a recommendation to the Committee
on Rank, Tenure, and Awards which will in turn make its recommendation to the President who makes
the final decision.
The faculty member transferred to a new department is assigned the rank and seniority held at the former
post.
These procedures do not cover cases of a faculty member without tenure who wishes to teach in a
different department. In such a case, should an opening occur in the desired department, he or she applies
for the position and is considered by the department as a candidate according to its usual procedures for
hiring. If selected, a rank will be assigned at the time of appointment upon the recommendation of the
chair and the dean. No credit toward seniority will be assigned. The person may be granted up to three
years towards tenure.
These procedures do not cover cases in which there has been a discontinuation or curtailment of an
academic program by the College when the responsibilities of the College towards its faculty may require
different procedures.
26
CHAPTER 6 TERMINATION OF A FACULTY APPOINTMENT
6.l Terminating Faculty Appointment
6.1.1 Tenure is understood to be a continuing faculty appointment until resignation, death, voluntary
retirement, or termination as provided below.
6.1.2 Employment of the non-tenured full-time faculty is ordinarily terminated by non-renewal of the
contract in force.
6.1.3 Ordinarily, an employee who wishes to resign or retire by the end of the academic year should
make such an intention known to the President or the President's designee by no later than December 15
of the current academic year.
6.1.4 Termination of a tenure appointment for cause, or due to financial exigency, or due to substantive
changes
in
an academic program, will be effected in accordance with 6.2, 6.3 and 6.4.
6.2 Termination of Appointment for Cause
6.2.1 Termination of a tenure appointment or a probationary appointment before the end of the specified
academic year, will only be effected for sufficient cause such as, but not limited to, the following: neglect
or breach of duty, incompetence, incapacity to teach, unprofessional or immoral conduct. Only the Board
of Trustees may
term
inate
the
appointment of a non-tenured faculty member before expiration of his or
her contract, or terminate the appointment of a tenured faculty member. A tenured faculty member or one
whose appointment has not
expired
shall
be disciplined, suspended or dismissed only after charges have
been filed.
6.2.2 Charges against a non-tenured faculty member before the expiration of the current employment
contract,
or
against a tenured faculty member shall be initiated by filing with the President a written
petition seeking dismissal of the faculty member. The petitioner may be the Provost/Vice President for
Academic Affairs or an academic dean. The petitioner shall forward in sufficient detail to the President
and to the faculty member involved (hereafter referred to as the "Member Charged") the specifics that
form the potential basis for employment termination. The petition shall be accompanied by copies of
relevant documentation then in the possession of the petitioner.
6.2.3 The President may suspend a member of the instructional staff pending the investigation of charges
presented. Suspension of the faculty member during proceedings involving him/her is justified only if
immediate harm
to
the
faculty member, the institution or others is threatened by the continuance of
employment. Unless legal considerations forbid, such suspension will be with pay.
6.2.4 When charges have been filed against a faculty member and before the procedures outlined
hereunder have been instituted, the President or the President's designee shall discuss the matter with the
faculty member in a personal conference. If the matter is concluded by mutual consent at this point, the
faculty member shall receive by registered mail a letter signed by the President or the President's
representative setting forth the disposition thereof.
6.2.5 When the informal procedure in 6.2.4 has failed to resolve the issue, the following procedures and
machinery shall be expeditiously invoked for the purpose of determining the validity of the charges and
27
the decision to be reached in regard to them.
6.2.6 Within 30 days of receipt of the petition, the President shall send to the Chair of the Committee on
Academic Affairs a copy of the Petition and the accompanying documentation, if any. The Chair of the
Committee shall convene the Committee within 10 (ten) days for the purpose of setting up an ad hoc
"Faculty Termination Committee."
6.2.7 This committee shall consist of five tenured faculty members selected in the same way as outlined
in 6.1.4 and continue in existence for the duration of the grievance procedure. The head of the Academic
Affairs Committee acts as the convenor of the first meeting of the Faculty Termination Committee, which
elects its own head.
6.2.8 Within three days of this election, the head of the Faculty Termination Committee will inform the
member charged of the election, and of the names of the members of the committee. The member
charged shall
also
be
notified of the place, time and date--no less than 10 days and no more than 20 days
following such notice--when a hearing before the Faculty Termination Committee shall be held to deal
with the petition and accompanying documentation, if any. Simultaneously with the written notice to the
member charged, the head of the Faculty Termination Committee shall arrange to distribute to each of the
members of the Committee copies of the petition and the accompanying documentation, if any. No
member of the Faculty Termination Committee shall permit any other person, except the member charged
or the advisor of the member charged with a written authorization from
the
member charged, to examine
the petition or accompanying documentation, if any.
6.2.9 If the member charged fails to answer the charges or states that he or she desires no hearing to be
held, the Faculty Termination Committee shall consider whether the stated charges constitute adequate
cause for dismissal and, in its discretion, may (a) request that the President or the President's
representative present proof of the charges, and/or (b) independently investigate the truth of the charges.
In any event, the Faculty Termination Committee shall forward its recommendation by registered mail,
with or without giving reasons for its judgment, to the President and to the faculty member.
6.2.10 The member charged shall have a right to attend the hearing before the Faculty
Termination
Comm
ittee or to be represented thereat by an advisor and/or counsel of his or her own choosing with the
right to question witnesses for or against the member charged and with the right of the member charged to
produce evidence to the contrary. The petitioner or petitioners and the Administration of the College may
also be represented by an advisor and/or counsel of its or their individual selection. If the member
charged, the College
Adm
i
nistration
or
the petitioners elect to be represented by an advisor acting as
counsel, written notice of such election shall be given to the head of the Faculty Termination Committee.
Such a notice shall set forth the name and address of the advisor.
6.2.11 A stenographic or, with the permission of the parties concerned, a taped record shall be made of
all hearings held. The cost of any transcript of such stenographic or taped record shall be paid for by the
party requesting such transcript. If the cause or causes for termination as set forth in the Petition include
a charge or charges of professional incompetence, testimony may be offered from teachers and other
scholars either from the College or from other academic institutions. The member charged, petitioner or
petitioners, and the College administration shall be afforded an opportunity to produce relevant rebuttal
evidence at such hearing or at an adjourned session of such hearing if the right to do so is requested by
any of the parties concerned prior to a vote being taken by the Faculty Termination Committee.
28
6.2.12 Upon the closing of the hearing, the Faculty Termination Committee shall consider the petition,
the documentation accompanying such petition if any, and the evidence adduced at such hearing, and
after secret vote shall make a written recommendation to the President on the action requested in the
petition. A written copy of the Faculty Termination Committee's recommendation shall also be given to
the member charged and
to
the
petitioner or petitioners. The President may consult with the Committee
on Rank, Tenure, and Awards before the final resolution. The President shall send to the Board of
Trustees copies of all documentary evidence presented at the hearing and also the recommendation of the
Faculty Termination Committee, and when applicable, of the Committee on Rank, Tenure, and Awards.
The President shall also forward his own recommendation.
6.2.13 The final decision of the Board of Trustees shall be in writing. If the final decision of the Board
of
Trustees
is to terminate the appointment of the member charged, such decision shall set forth the issues
considered
for
the termination. It shall be sufficient for the Board to state that it has relied upon the
recommendation of the Faculty Termination Committee, or the recommendation of the President, or both.
6.2.14 Proceedings of the Faculty Termination Committee shall be closed to the public and no public
statements concerning the case shall be issued by either side until the final adjudication has been made.
Any release to the public shall be made through the President's Office.
6.2.15 On the recommendation of the Faculty Termination Committee, the Board of Trustees may assign
a penalty which is less than dismissal to a faculty member against whom the charges have been
substantiated.
29
6.3 Termination of Appointment Because of Financial Exigency
6.3.1 Termination of an appointment with tenure may be effected in cases of financial exigency.
For
termination
of this kind to occur, a state of financial exigency must be officially declared by the Board of
Trustees. As the College's primary educational purposes should govern all major policies related to its
programs and teaching personnel, decisions affecting the reduction of the teaching staff and academic
personnel should
be
based
on early, meaningful, and careful faculty involvement through the Faculty
Senate and the College Council’s standing committees on Budget and on Academic Affairs. For the
purposes of meaningful discussion, necessary data relating to financial and academic issues should be
made available to these committees.
In considering how to deal with the financial situation, the maintenance of a sound academic program
must
be
the
primary goal. All recommendations of necessary economies must be in consonance with the
mission and goals of the College and the faculty must not bear an undue proportion of such economies.
6.3.2 In cases of termination due to financial exigency, after giving due consideration to the diversity of
faculty,
the
expertise of full-time faculty and the academic needs of the department and schools, the
following criteria--in their listed order of priority--will be utilized in determining the relative retention
priority within a department:
i. Tenured faculty members shall have priority over all untenured faculty members.
ii. Among faculty members with tenure, the faculty member with the greatest number
of years on tenure shall have the highest retention priority.
iii. Among faculty members with equal tenure, the faculty members with the highest
rank have the highest retention priority.
iv. Among faculty members with equal tenure and rank, the faculty member who has
the greatest seniority in rank shall have the highest retention priority.
v. Among faculty members with equal tenure, equal rank, and equal seniority in rank,
the faculty member who has obtained the highest academic degree or accepted
equivalent appropriate to his or her academic duties shall have the highest
retention priority.
vi. Among faculty members with equal tenure, rank, seniority in rank, and academic
degree, the faculty member who has the greatest total seniority shall have the
highest retention priority.
vii. Among faculty members of equal tenure, rank, academic degree, seniority in rank,
and greatest total seniority, the faculty member who has the greatest seniority in
the highest academic degree appropriate to his or her academic duties shall have
the highest retention priority.
viii. Should application of the foregoing norms and criteria still leave the issue of
relative retention priority in doubt, a final retention priority recommendation will
be made by the Committee on Rank, Tenure, and Awards.
Termination of tenured faculty will be considered as a last resort and only after eligibility, retraining
and
assignment
in an allied field are considered. The faculty member's place will not be filled by a
replacement within a period of two years unless the released faculty member has been offered
reappointment and a reasonable time within which to accept or decline the offer.
Due notice of termination of employment shall be given as early as possible.
30
A tenured faculty member whose position in the department has been judged to be terminated shall be
given an adequate advance notice and the possibility of obtaining qualification in another (preferably
related) field by retraining shall be considered.
6.4 Termination of Tenure Appointment Because of Change in an Academic Program
Termination of an appointment with tenure may be necessary because of substantive changes in academic
programs. Such changes in academic programs may be the elimination or reduction of a department, a
major discipline, or area of specialization caused by insufficient enrollment, cost effectiveness, or changes
in the educational goals
of
the
institution. If these changes involve terminating the appointments of
tenured faculty, the President, in consultation with the appropriate academic administrators, must
authorize these changes. Due regard must be given to departmental needs and to the effects of such
termination on the strength of the overall College curriculum and institutional objectives. Departmental
enrollment may be considered insufficient if
the
appropriate
student/faculty ratio, based on full-time
equivalence for the department for a period of two consecutive years, is 30 percent below that ratio
needed by the College to sustain its financial viability.
The provisions of 6.3.2 will be applied to these situations.
31
CHAPTER 7 GRIEVANCE PROCEDURES
7.l Grievance Procedures in Cases of Denial of Promotion in Rank, Denial of Tenure or
Reappointment
7.1.1 A faculty member whose application for advancement in rank has been denied will receive upon
request a written summary of the reasons for denial from the Provost/Vice President for Academic Affairs
and/or the
dean.
The
faculty member may submit to the Committee on Rank, Tenure, and Awards any
information that he or she thinks might lead to a reversal of the negative recommendation or decision.
Such information should
be
subm
itted within thirty days after the faculty member has received notifi-
cation of the decision.
7.1.2 A faculty member whose application for tenure or renewal of appointment has been denied will
receive at that time a written summary of the reasons for denial from the Provost/Vice President for
Academic
Affairs.
The
faculty member may submit to the Committee on Rank, Tenure, and Awards any
information that he or she thinks might lead to a reversal of the negative recommendation or decision.
Such information should
be
subm
itted within thirty days after the faculty member has received the
notification of the decision.
7.1.3 If a faculty member alleges that his or her case, whether it involves promotion, the awarding of
tenure, or renewal of appointment, was not handled according to College policies and procedures, he or
she has the right to petition the Committee on Academic Affairs to initiate a grievance procedure.
The petition to the Committee on Academic Affairs must be filed in writing, with a copy to the President,
and to the Committee on Rank, Tenure, and Awards, within thirty days after the mailing by the President
of the notice
of
denial
of promotion, of tenure or reappointment. The faculty member shall also submit to
the President, the Committee on Rank, Tenure, and Awards, and the Committee on Academic Affairs, in
writing, the reasons why he/she believes that his/her case was not handled according to College policies
and procedures.
7.1.4 If the Committee on Academic Affairs is of the opinion that the grievance warrants review, it will
establish an ad hoc Faculty Grievance Committee. This Committee shall consist of five tenured faculty
members and shall continue in existence for the duration of the grievance procedure. No member of the
Academic Affairs Committee and no current or previous year's administrator or current or previous year's
member of the Committee on Rank, Tenure, and Awards shall be a member of this ad hoc committee.
Departmental heads are not excluded
under
this
clause. No more than one member of any department
shall serve as a member of the ad hoc committee.
The
ad
hoc committee shall elect its own head.
7.1.5 The ad hoc Committee may interview the faculty member. It may, further, interview any faculty
me
mber
or
administrator who, by judgment and recommendation, was involved in the original decision.
It may, further, meet with the Committee on Rank, Tenure, and Awards in order to ascertain more
accurately the procedures leading to the decision to deny promotion, reappointment or tenure. The
deliberations of the ad hoc committee are strictly confidential.
7.1.6 The aggrieved faculty member must present all grievances in writing at the time of filing of his or
her petition. Any additional information could be accepted by the ad hoc committee only if the petitioner
could show that such pertinent information was not available at the time of the filing of the petition, or
was unknown, or was necessary to refute allegations made against the aggrieved faculty member during
32
the committee proceedings.
7.1.7 The ad hoc committee will vote by secret ballot, and a majority vote will be considered as the
committee's recommendation to the President. This recommendation should be sent to the President and
signed by all members. The President will consult with the Committee on Rank, Tenure, and Awards
prior to taking action. A copy of the Committee report should be sent to the faculty member.
7.2 Grievance Procedures in Matters Other Than Denial of Promotion in Rank, Denial of Tenure
or Reappointment
7.2.l A faculty member who alleges a cause for grievance in matters other than denial of promotion,
reappointment, or of tenure may petition the Committee on Academic Affairs for redress. In order for a
grievance to be considered it must be filed by the faculty member in writing no later than thirty days
following
the
incident.
7.2.2 The petition should state in detail the nature of the grievance and the person against whom the
grievance is directed. It should contain any factual and other information deemed pertinent to the case.
The Committee on Academic Affairs will take up the grievance and, if it deems the grievance to be of
merit, will discuss with the appropriate officer of the administration. The faculty member will also be
notified in writing of the action taken and of the results.
7.2.3 If the grievance is of such a nature that an early disposal of the issue which could be
found
satisfactory
to all parties concerned cannot be achieved, the Committee on Academic Affairs may initiate
the formation of an ad hoc grievance committee as outlined in 7.1.4.
7.2.4 If the Committee on Academic Affairs, or the grievance committee, can arrive at a resolution
acceptable to all parties concerned, the Committee on Academic Affairs or the grievance committee will
so inform all parties concerned. If a resolution acceptable to all parties concerned can be reached, the
grievance committee will
m
a
ke
its report and recommendation to the Provost/Vice President for
Academic Affairs, with whom
the
final
decision rests, or, if the subject matter falls in areas beyond the
jurisdiction of the Provost/Vice President for Academic Affairs, to the President of the College.
7.3 Grievance Procedures in Matters of Equal Employment Opportunity
Iona College, on a voluntary basis, subscribes to the equal opportunity concept as a matter of moral and
civic responsibility as well as a matter of sound administrative policy. Among Iona College's objectives
in the appointment and advancement of faculty is the commitment to promote equal opportunity for all
qualified individuals.
To provide prompt and equitable resolution of complaints alleging unlawful discrimination, a separate
procedure for grievance is provided at the College, and is outlined herein.
The grievance of a faculty member must be filed in writing either within 45 days of the alleged discrimi-
natory act, or within 15 days of the date on which the grievant first knew or reasonably should have
known of such act. A grievance must be filed with the Director of Human Resources.
33
The original written grievance shall include the following:
A. Grievant's name;
B. Grievant's home address;
C. Grievant's telephone number;
D. Grievant's status;
E. Names of all parties whom grievant accuses of discrimination;
F. Information as to whether the charge has been filed with any Federal, State or
Local
Agency
;
G. A brief description of the act and grievant's reasons for concluding that act to be
discriminatory;
H. A signed affirmation of the truth of the allegations contained in the grievance.
Within 14 calendar days of receipt of a grievance, the Affirmative Action/Equal Employment
Opportunity Officer will attempt to resolve the grievance informally by meeting with the grievant and
with appropriate administrators and/or supervisors. If the officer is unable to resolve the grievance in this
manner, the officer shall so notify the grievant in writing (by certified mail, return receipt requested).
At this point, the grievant must file a written appeal with the Affirmative Action/Equal Employment
Opportunity Officer within seven calendar days after such notice. The Affirmative Action/Equal
Employment Opportunity Officer will, within seven calendar days thereafter, notify the Executive
Committee of the Faculty Senate which will form an Equal Employment Opportunity Appeals Committee
to review the case within 21 days of receipt of such notification. The Affirmative Action/Equal
Employment Office shall also notify the grievant that a review of the matter shall be undertaken by the
Equal Employment Opportunity Appeals Committee.
This Committee shall, within 21 calendar days of selection, review the matter and submit its decision to
the President to determine whether discrimination has occurred.
After reviewing the Committee's recommendations, the President will decide either:
A.
to dismiss the charge for lack of evidence, or
B. to discuss appropriate redress with the grievant.
All the above time limits, with the exception of the initial 45-day filing period, may be extended by
mutual written agreement.
Failure by the grievant to respond within the time limits provided shall constitute withdrawal of the
grievance.
7.4 Grievance Procedures in Matters of Harassment and Discrimination
The full policy and details of filing a grievance in matters of harassment and discrimination are available
in Appendix I and on the College web site at:
http://www.iona.edu/ombuds/docs/HarassmentandDiscrimationPolicy.pdf
34
CHAPTER 8 LEAVES OF ABSENCE, FELLOWSHIPS, GRANTS
8.l Academic Leaves of Absence
8.1.1 Academic leaves of absence, whether unpaid leaves, fellowship leaves, or dissertation leaves, may
be
granted
provided that the College does not suffer undue academic inconvenience. Leaves will be
granted with due regard to the claims of all faculty members applying for such leave and within the
framework of the College's financial ability to meet the needs of the entire college community. Final
approval of all leaves and fellowships is reserved to the Provost/Vice President for Academic Affairs
following the study and the recommendation of the Committee on Rank, Tenure, and Awards.
8.1.2 An application for a leave of absence must be submitted on the form provided by November 15
preceding the academic year for which the leave is requested. Copies of the application must be sent to
the departmental head, the dean and to the head of the Committee on Rank, Tenure, and Awards. The
dean will forward the recommendation of the departmental head as well as his/her own recommendation
to the head of the Committee on Rank, Tenure, and Awards.
8.1.3 A leave of absence is granted ordinarily for one semester or for one year. For compelling reasons,
a leave may be extended or granted for another year. The College may grant a faculty member recurring
leaves of absence which exceed the ordinary limits when the purpose for the absence centers on service to
the disadvantaged. (See 8.4.1)
8.1.4 Time spent on an unpaid academic leave, such as an academic fellowship or dissertation leaves
recommended by the Committee on Rank, Tenure, and Awards, either paid, paid by an outside source
(e.g., Fulbright), or unpaid, counts as time of service when applying for tenure or for advancement in
rank. Faculty on such academic leaves remain eligible for salary increments during the period of leave.
8.1.5 During an unpaid leave of absence, the faculty member will be entitled to the following fringe
benefits: (a) Health Insurance (b) Long Term Disability program, (c) Family Allowance Supplement for
newborn children, (d) Group Life Insurance, and (e) Tuition Remission for spouses and dependent
children as provided in 10.3.11 for an academic year or any part of the academic year.
8.1.6 A non-tenured faculty member is reviewed for renewal of contract and tenure at the stipulated times
even if such non-tenured faculty member is on an approved academic leave of absence. It is the
responsibility of the faculty member to have the required classroom visits completed in the semester prior
to the one during which the leave occurs.
8.2 Fellowship Leave
A Faculty Fellowship is an academic leave of absence, awarded to tenured members of the faculty,
freeing them from teaching responsibilities, usually for one or two semesters, and enabling them to carry
out research or other academic projects found deserving of the support of the College. Grants are made
on the basis of
the
seniority
and rank of the faculty member; on the research competence of the applicant;
and on the inherent
value
of
the project and its presumptive contribution to the College or to the
professional development of the applicant. Ordinarily, full-time tenured faculty are eligible for a Faculty
Fellowship every seventh year (i.e., six years must elapse between the end of one Fellowship leave and
the beginning of another). Full-time faculty members who have been awarded tenure may apply in their
final year of non-tenured service for a Faculty Fellowship effective during their first year of tenured
35
service.
An application for a Faculty Fellowship must be made on the form provided by November 15 of the
preceding academic year for which the Faculty Fellowship is requested. Copies of the application must
be sent to the departmental head, the dean or director, and the head of the Committee on Rank, Tenure,
and Awards. The
dean
or
director will forward the recommendation of the departmental head with his/her
own recommendation to the head of the Committee on Rank, Tenure, and Awards.
Grants and fellowships from other sources may be accepted during a Faculty Fellowship. A faculty
member, however, may not accept during a Faculty Fellowship a remunerative position at another
institution unless it is required by the nature of the work and by contribution to the professional
development of the teacher,
and
such acceptance is agreed to by the College, ordinarily at the time of
application. If a faculty member finds it necessary to significantly alter the nature or scope of the
research or academic program for which a fellowship leave was granted, a request to the Committee on
Rank, Tenure, and Awards, outlining the nature and scope of the revised research or project, and seeking
the authorization of the Committee, should be submitted at the earliest opportunity. Within six months of
return to the duties at the College, the faculty member is expected to submit
to
the
head of the Committee
on Rank, Tenure, and Awards a report on the work accomplished. In conjunction with this report, the
faculty member is expected to make a presentation to the Iona Community in an appropriate forum.
Compensation will be at the rate of three-quarters of the annual salary, if the Faculty Fellowship is taken
for a year, or eighty-five percent of one-half the annual salary, if the leave is taken for one semester. The
faculty member will be entitled to the fringe benefits indicated in 8.1.5 and to participate in other fringe
benefit programs to which the faculty member may be entitled. Time on Fellowship counts as time of
service when applying for advancement in rank.
8.3 Dissertation Leave
A dissertation fellowship is an academic leave of absence awarded to faculty members at the College in
order to enable them to complete their doctorates. Faculty members may apply for a dissertation
fellowship during one of their first four years of full-time service.
If the dissertation fellowship is for a full year, the grant will be one-half of the annual salary; if it is for
one semester only, the grant will be three-quarters of the salary for one semester. The faculty member
will be expected to return to Iona College for two years upon the termination of the fellowship or else to
refund
the
College
the full amount of the grant received. This requirement will be waived if the faculty
member's contract is not renewed.
The academic year during which the fellowship is used will count as service for purposes of tenure or
advancement in rank. The faculty member will be entitled to the fringe benefits indicated in 8.1.5, and to
participate in other fringe benefit programs to which the faculty member may be entitled.
An application for a dissertation fellowship must be made on the form provided by November 15
preceding the academic year for which the leave is requested. Copies of the application must be sent to
the departmental head, the dean and to the head of the Committee on Rank, Tenure, and Awards. The
dean will forward the recommendation of the departmental head with his/her own recommendation to the
head of the Committee on Rank, Tenure, and Awards.
The faculty member is required to supply evidence, usually in the form of a letter from the dissertation
36
mentor, that there are substantial grounds to assume that the dissertation can be completed by the close of
the Dissertation Leave.
An awarded dissertation fellowship becomes invalid in the case of non-renewal of contract.
8.4 Other Grants and Awards
The College may from time to time offer awards for research, summer study and faculty enrichment.
Conditions governing application for and the awarding of such grants will be detailed for each such
award.
8.4.1. In an effort to deepen and intensify Iona's commitment to a curriculum enriched by
mu
lti-cultural
dim
e
nsions
and to a service orientation of our faculty and students, the College has established a
"Humanitarian Service Award." This award enables the faculty member who receives it to be on a leave
of absence for a length of time, or for a number of times, which exceeds ordinary limits (8.1.3). Upon the
recommendation of the department and the dean, the Committee on Rank, Tenure, and Awards may grant
this award that enables the faculty member to offer service to the underprivileged in areas that are
economically under developed, without breaking tenure or losing the fringe benefits provided for in 8.1.5.
(with the additional benefit of continuous enrollment in TIAA/CREF, the recipient's contribution to be
funded by the College.)
8.5 Medical Leave of Absence
Full-time faculty on medical leaves of absence documented by a licensed medical doctor will receive full
salary for not more than six months, after which time the faculty member may be eligible for long-term
disability insurance. Time spent on medical leave that involves more than one semester is not counted in
computing years of service when applying for advancement in rank, for granting tenure, or for salary
increments. If the medical leave falls within one semester, the academic year does not count toward
advancement in rank, or toward tenure, but does count toward salary increments.
8.6 Maternity/Paternity Leave for Faculty Personnel
In accordance with Workers Compensation Law, physical inability to perform work as a result of
pregnancy shall be treated as an illness for the purpose of determining eligibility for a medical leave.
Full-time administrators and faculty members on medical leave of absence for pregnancy are eligible to
receive full salary for a period up to eight weeks after the birth of the baby, if there are no medical
complications. Under the Family and Medical Leave Act an employee (male or female) may take up to a
total of 12 workweeks of unpaid leave in a 12 month period for one or more of the following reasons: for
the birth of a son or daughter, and to care for the newborn child; for the placement with the employee of a
child for adoption or foster care, and to
care
for
the newly placed child. Leave to care for a newborn or
newly placed child must be concluded within 12 months after the birth or placement. All leaves run
concurrently. The employee may be eligible to apply
for
Long
term Disability if out for six consecutive
months on medical leave.
Since each professor develops a personal and unique basis for conducting classes and a consistent basis
for evaluating students, a faculty member who will be unable to complete the major part of the semester's
or trimester's assignment because of the birth of the child, should request that the Dean either assign her
37
non-teaching responsibilities or that the College grant her an unpaid leave of absence for the period prior
to the birth or after the maternity/paternity leave.
At the faculty member’s request time spent on maternity/paternity leave that involves more than one
semester
is
not counted in computing years of service when applying for advancement in rank, for
granting of
tenure,
or
for salary increments. If the maternity/paternity leave falls within one semester, the
academic year does
not
count
toward advancement in rank, or toward tenure, but does count toward
salary increments.
38
CHAPTER 9 DUTIES, PRIVILEGES AND PROCEDURES FOR INSTRUCTION
9.1 Teaching
The primary responsibility of the faculty is to prepare and teach courses, bringing to bear research which
is current and in depth, utilizing the best of teaching and learning techniques to motivate and lead the
students.
The
College
assigns for each course a certain number of contact hours, in accordance with the
requirements of the State of New York, and faculty are expected to carefully meet with classes for the full
time stipulated. Iona hires individuals for faculty positions with the purpose of providing learners with
good classroom experiences.
9.2 Teaching Schedules
9.2.l The ordinary annual teaching schedule of a full-time faculty member shall consist of no more than
twenty-four undergraduate academic hours or eighteen graduate academic hours of classroom work. In
cases where a faculty member is required to teach both graduate and undergraduate courses, the total
number of classroom hours in the annual teaching schedule shall be prorated so as to equate three
graduate hours with four undergraduate hours.
9.2.2 It is to be understood and agreed that the number of courses assigned may be greater or less in one
semester than the number assigned in the other semester, as long as the aggregate amount of academic
hours does not exceed the maximum number of hours specified. Any additional academic hour will be
compensated
according
to
the overtime pay schedule. Courses may be assigned in the day or in the
evening sessions or at the main or branch campus sites.
9.2.3 An academic hour consists of fifty-two minutes of classroom work. In compliance with the New
York State Education Law, a credit hour consists of an academic hour meeting for the minimum of fifteen
weeks per semester. In programs that meet for less than fifteen weeks, such as summer sessions,
intersession, or trimesters, the class periods are extended accordingly or supplemented by equivalent
BlackBoard-based instructional units.
9.2.4 All classes are to meet for the full length of time designated; punctuality in beginning
and
concluding
class periods is essential. Student attendance at class and laboratory sessions is to be recorded
from the first day of class. Such records involve legal and financial considerations.
9.2.5 When a faculty member becomes ill or is unable to attend classes, he or she should notify the office
of
the
dean
and departmental head. If the absence is for cause known ahead of time, such as a meeting or
convention, the department head should be notified well in advance. The faculty member should arrange
for coverage or re-scheduling of the classes to be missed and inform the dean and departmental head of
the arrangements. If the faculty member is incapacitated and cannot make these arrangements, the
departmental head will do so.
Classrooms for make-up classes are assigned by the Office of the Registrar.
If a faculty member becomes ill for an extended period, the departmental head in consultation with the
dean will make arrangements. The faculty member will be granted sick leave in compliance with the
provisions set forth in 8.5.
39
9.2.6 Teaching faculty are expected to conduct classes for absent colleagues, if called upon to do so by
the
dean
or
the departmental head, and if notified in advance in reasonable time. If substitution for more
than six consecutive classes is required, faculty members will be compensated on an hourly basis.
9.2.7 The College prefers that the majority of courses in all sessions be taught by full-time faculty
members. When the number of students and/or courses necessitates, or when specific needs require, the
College utilizes outside, part-time adjunct faculty.
Unless there is a shortage of suitable faculty members interested in teaching, a faculty member should not
carry a teaching load of more than two courses in any given summer session or more than one course
during intersession. The compensation of the faculty will be according to the over-time or part-time
faculty schedule, according to the faculty member's rank.
9.2.8 The College has the right to impose a minimum number of students needed to carry a course, and if
it is unlikely that this condition will be met, to cancel the course. The final decision rests with the dean.
The compensation of the faculty will be according to the over-time or part-time faculty schedule,
according to the faculty member's rank.
9.2.9 Evaluation of laboratory hours will be determined, according to circumstances, by the
departmental head in consultation with the departmental faculty, the respective dean and the Provost/Vice
President for Academic Affairs.
9.3 Admission to Class
Before the first class of each course, the faculty member can look up the class roster in PeopleSoft.
PeopleSoft training is provided by CELTIC. Late registrants must present a class admit card. No other
student shall be admitted. Faculty members are expected to review their class rosters to ensure that all
students are properly registered.
Shortly after conclusion of late registration and change-of-program period, the faculty members should
check PeopleSoft for an updated class roster. Any student not listed on this roster shall be sent to the
Registrar's
Office
immediately to clarify his or her status and shall not be admitted hereafter without a
written statem
ent
from
the Registrar.
9.4 Classroom Management
Faculty members are responsible for effective classroom management in their classes at all times. This
responsibility includes the enforcement of College regulations such as those relating to the behavior in
class and to local ordinances such as those prohibiting smoking in defined areas. Serious violations of
discipline should be reported to the Vice Provost for Student Development.
9.5 Student Attendance Policy
9.5.1 All students must accept personal responsibility for absence and are responsible for fulfilling all the
requirements and completing all assignments made in each course; they will likewise be held responsible
for the entire content of each course. The number of absences from a class may be used as a criterion for
grading; absence may preclude meeting requirements of certain courses, particularly when class
40
participation is essential. Instructors are not required to provide a substitute test or quiz for a student who
is absent from the class session during which the test or quiz is given. Students who absent themselves
from laboratory periods, field trips, and similar class activities cannot expect that any special
arrangements (e.g., setting up laboratory apparatus) will be made for them to complete the work that was
missed.
9.5.2 For all freshmen and sophomores, and for all students on probation, provision for necessary
absences caused by illness, authorized activities, or other grave reasons, is made by allowing absences up
to twice the
number
of credits earned in each course (for example, six one-period absences in a three
credit course).
9.5.3 When such students have reached one less than the tolerated limit of absences in a course, they
should be reported as excessively absent by the instructor to the appropriate academic dean's office.
Students so reported will be given warning and informed of the need to contact the office of their dean to
discuss reasons for
the
absences.
If the tolerated limit of absences is exceeded, the instructor may request
that permission from the dean be required before a student is readmitted to sessions of affected courses.
When the length of a class period exceeds 1 hour, the absences must be counted accordingly, e.g., 1-1/2
absences for a 75 minute period.
9.5.4 All students, regardless of class or standing, who are absent from three or more successive sessions
of a
course
shall be reported to the dean's office. The dean will determine whether such students are still
attending Iona College.
9.5.5 Lateness of fifteen minutes may count as a full absence; of less, as a half absence.
9.5.6 If the student is absent for more than 20 percent of all class hours (i.e., nine for a three credit
course)
and
if his or her performance is deemed unsatisfactory (i.e. "D" or "F" at this point) such student
may be assigned a grade of "FA.". If a faculty member wants to assign a grade of "FA", the proper form
must first be obtained
from
the
respective deans’ office.
9.5.7 It is the policy of Iona College that students should not experience adverse or prejudicial effects as
a result of their religious beliefs or practices. If a student notifies an instructor in writing within fifteen
days of the beginning of a semester, that he or she will be absent from class on a particular day or days
due to participation in an established religion's observance, there will be no penalty for absence and, if an
examination or other course requirement is missed, an opportunity will be provided to satisfy the
requirement.
9.6
Assignments, Tests, Examinations and Proctoring, and Grading
9.6.1 At the first class meeting of each semester faculty members shall notify their students in writing, by
means of the course syllabus, of the requirements of the course and the method and criteria that will be
used in determining the grade, e.g., class work, quizzes, papers, types of examinations, etc. They shall
file each course syllabus with the departmental head and the dean.
9.6.2 A special period is set aside at the end of each semester for final examinations. All final
examinations must take place during that period according to the schedule prepared by the Registrar.
While testing is prohibited seven calendar days before final examinations, the academic dean may
authorize testing for special subjects during that period on the recommendation of the departmental head.
41
9.6.3 All courses must have written examinations during the formal final examination period. Exceptions
are permitted at the discretion of the academic dean on the recommendation of the departmental head.
9.6.4 The Registrar will publish semester examination schedules at least two weeks before the date of the
first examination.
9.6.5 Each faculty member proctors all his/her own examinations. In the event that a faculty member
gives a common examination to all sections of the course he or she teaches, the departmental head will, if
necessary, assign additional member(s) of the department to proctor. If a departmental examination is
given for all sections of the same course, the departmental head will ascertain that a sufficient number of
proctors is available.
9.6.6 Students failing to appear for the final examination should be considered to have failed to complete
the course requirements. The grade of "N" (not examined) is to be given. As in the case of the
incomplete grade, it will be the responsibility of the student to contact his/her instructor. After reviewing
the student's explanation for missing the regular examination, the instructor will make arrangements, if
warranted by the circumstances, to complete the course requirements. Students will be bound by all dates
and policy statements applicable to the incomplete grade as outlined in the college catalog.
Only those students who have time period conflicts and/or three examinations in the same day as a result
of the published examination schedule may take a deferred examination as outlined in the college
catalog. Students should make arrangements with their faculty for all deferred examinations. Again,
these students will be bound by all dates and policy statements applicable to the incomplete grade as
outlined in the College catalog.
9.7 Students with Special Needs
Adhering to the legal mandates of Section 504 of the Rehabilitation Act of 1973 and the Americans with
Disabilities Act of 1990, Iona College ensures that faculty members provide reasonable accommodations
to all students with documented disabilities through a policy of nondiscriminatory instruction and
evaluation. Accepted accommodations include extended time examinations, special locations for
examinations, taped lectures, note takers, and alternative testing formats. Faculty members are expected to
work with the Samuel Rudin Academic Learning Center (ARC) and the College Assistance Program
(CAP) in the implementation of
this
policy.
42
9.7 Grading Standards
In the matter of grading, as indeed with examinations with which grading is so intimately connected, the
role
of
the
department is critical. It is the professional responsibility of each department and of each
member of a department to see that standards are developed and maintained by an on-going review on a
regularly
scheduled
basis
for such items as course outlines, course requirements, reading lists, tests, etc.
Regular periodic reviews of grade distribution in the department should also be held.
9.8 Reporting of Grades
The Registrar’s Office posts the grade rosters on-line in Peoplesoft at the end of semester. Grades must
be
entered
on-line by the faculty member through PeopleSoft. Training is available at CELTIC. All
faculty members are expected to report grades on-line for all students on their class roster to the Registrar
by the published due date. This includes the reporting of freshman mid-term grades.
9.9 Field Trips
Field trips taken in connection with any course of study should be held on days on which there are no
classes. Any departure from this regulation must have the prior approval of the dean and the department
head.
9.10 Cancellation of Classes
It is the policy of the College not to cancel regularly scheduled classes. Procedures for canceling classes
because of personal emergency or illness of the faculty member are outlined in Chapter 9.2.4. In cases of
emergency such as when transportation is disrupted, faculty members are expected to make every effort to
meet with their classes. In the event a decision is made to cancel classes due to inclement weather or any
other emergency, certain radio stations will be notified. The list of those stations will be published yearly
in the Ionian and in Inside Iona. Notification will also be placed on the College website.
9.11 Off-Campus Speakers
Any faculty member is free to invite an off-campus speaker to his or her course.
Guest speakers may be invited to co-curricular activities provided their names have been cleared by the
faculty advisor of the particular activity. In all cases of doubt, the advisor should consult with the Vice
Provost for Student Development. If the topic to be presented by the guest speaker is of an academic
nature, the
Vice
Provost
for Student Development will discuss the matter with the appropriate dean.
9.12 Student Advisement
Faculty members are contractually obligated to advise students throughout the year, and especially during
pre-registration and registration periods. Faculty members must remove the advisement hold from a
students account to indicate that they have completed advisement for the student and therefore authorize
the student to register on-line.
Time devoted to individual consultations with students is as valuable to their learning as the hours
devoted to classroom preparation and instruction. While it is impossible to quantify the hours that will be
43
spent in student conferences, it is the tradition at Iona that no fewer than 3 (three) scheduled office hours
per week be maintained by full-time faculty. In establishing this tradition, the College by no means wants
to convey the impression that these are the only hours that instructors will spend outside of the class with
students. Notice of regular conference times, which are suited to the students' schedules, should be posted
in the departmental office and outside the individual faculty member's office at the beginning of each
semester.
9.12.1 The official listing of academic offerings, curriculum requirements, academic calendar, and other
information may be found on-line in Undergraduate and Graduate Catalogs. Faculty members are
expected
to
acquaint themselves with the contents of these publications insofar as they pertain to their
work. Knowledge of curricular offerings and academic requirements will enable faculty members to be
competent academic advisors to their students.
9.13 Service to the College Community
9.13.1 Full-time faculty members are contractually obligated to attend departmental meetings and to
participate actively in the work of the department. Efforts should be made to schedule the departmental
meetings so that they do not interfere with class schedules of the faculty, with meetings of committees to
which the faculty members have been appointed, or with outside commitments of the faculty which have
been approved by the College.
9.13.2 Full-time faculty members are expected to serve, when appointed or elected, on departmental or
school committees, on college ad hoc committees, on standing committees of the College Council, and as
advisors or moderators of recognized student organizations.
9.13.3 Full-time faculty members are contractually obligated to attend general faculty meetings, held at
the beginning of the fall and spring semesters of each academic year, and on such other dates as the need
may
arise.
The
full-time faculty are also expected to be present at all ceremonial occasions such as
commencements and special convocations. A faculty member unable to attend on any of these occasions
should inform the appropriate dean well in advance.
9.14 Membership in and Attendance at Professional and Learned Societies
For the purposes of intellectual and professional growth, the College deems it advisable that faculty
members belong to and take part in activities of learned and professional societies in their teaching fields.
Faculty members are expected to pay the first $10 for membership and for participation in learned or
professional societies, and the College will pay an additional amount up to a maximum of $30. All
requests
for
monies for this purpose should be made in writing by the faculty members to their
departmental head for approval by the respective dean, who will forward the said request to the Business
Office. The Business Office will disburse money for membership in learned and professional societies
only with this signed approval.
The College is interested in the attendance of the faculty at national and regional meetings of such
groups. Every faculty member is encouraged to attend meetings which will add to professional growth,
and the
College
will allocate funds for this purpose whenever feasible.
In allocating funds to cover all expenses for travel, the dean will give priority to those requests that meet
44
any one of the following conditions:
i. That the faculty member does so at the special request of the administration;
ii. that the faculty member is an officer of the society;
iii. that the faculty member is a member of a committee other than a nominating
committee;
iv. that the faculty member is chairing or moderating a session at the meeting or
convention;
v. that the faculty member is to read a paper or present a workshop or session as a
part of the program.
Every faculty member is encouraged to attend meetings which will add to professional growth, and the
College will allocate funds for this purpose whenever feasible. After attending such a meeting or
convocation, the faculty member should make an oral or written report to his departmental head or dean.
If the report is judged to be of interest to the departmental or school faculty or to the academic community
of the College, the faculty member should be prepared to make a presentation in the respective meeting.
45
CHAPTER 10 SALARIES AND FRINGE BENEFITS
10.1 Payment of Salaries
During the normal academic year, full-time faculty members receive their salaries on a 12-month basis.
Faculty members are paid on the third Thursday of each month. Payment of summer session work is
made with one check for session I (third Thursday in June) and a second check for session II (third
Thursday in August) for those faculty members working over the summer.
Part-time faculty teaching a semester program are paid in four installments, beginning in September and
February for the Fall and Spring semesters respectively. Adjuncts teaching trimester programs are paid
over the respective term.
10.2 Payroll Deductions
There are two types of payroll deductions, one mandatory and the other voluntary. Mandatory deductions
include withholding taxes and social security. Voluntary deductions include benefits such as dental, life
and medical insurance. Arrangements for voluntary deductions from faculty pay and participation in
fringe benefit plans as outlined below may be made through the Human Resources Department.
10.3 Fringe Benefit Programs
10.3.1 Ordinarily, only regular, full time employees of Iona College are eligible for the fringe benefit
program. The extent of the Visiting Professor's participation in college activities and in the College's
fringe
benefit
program
will be agreed upon prior to each appointment.
The outline of benefit plans listed below is only a brief summary of the Iona College fringe benefits.
Official information detailing these is available in the Human Resources Department and on the Human
Resource
section
of
the Iona website at www.iona.edu.
Pertinent application forms must be completed and returned to the Human Resources Department in order
to ensure enrollment at the earliest eligibility date for each benefit plan. In most instances, there are
deadlines for enrollment imposed by individual insurance carriers.
It should be noted that the filing of an application does not constitute acceptance into a particular program
or plan since individual eligibility is determined by the respective insurance carriers.
10.3.2 Iona College Health Plan
The College offers its full-time employees the opportunity to receive medical coverage through a group
health insurance plan. The College underwrites 80% of the cost of the plan with participating employees
contributing 20% of the plan premium on a pre-tax basis. For detailed information, please consult with
the Human Resources Department.
46
10.3.3 Continuing Health Coverage
Under COBRA, the Consolidated Omnibus Budget Reconciliation Act, all employees and their qualified
beneficiaries covered under an employer's group health plan have the right to elect to continue their
medical coverage under the employer’s health plan for up to 18 months if their coverage would otherwise
end because of certain events (referred to as "qualifying events"). These events include the voluntary or
involuntary termination of employment (except for gross misconduct). Dependent children (as defined in
the plan) who cease to
be
dependent
children have the right to elect continuation of coverage for a
maximum of 36 months, as do spouses covered under the plan who lose their insurance in instances such
as divorce or separation. An individual who applies for COBRA coverage is required to pay the total cost
of the plan in addition to a 2% administrative fee. For additional information, please contact the Human
Resources Department.
10.3.4 Family Allowance Benefit
The College grants employees a one-time $450.00 cash allowance, less applicable taxes, for the birth of a
newborn child (or adoption of a child). The cash allowance is per family, per child (not to be duplicated for
couples that are both employees of the College). To receive the Family Allowance Benefit, the eligible
employee must submit on a timely basis (within a three month period) a birth certificate, hospital discharge
or adoption paperwork regarding the newborn or adopted child to the Human Resources Department.
10.3.5 Long Term Disability Benefits
After one year of full-time employment, the College automatically enrolls employees in a group Long
Term Disability Insurance plan. The plan provides benefits, which begin on the first of the month
following six consecutive months of total disability and continue during such disability until the
individual reaches age 65. For a period of total disability beginning after attainment of age 60, benefits
continue during such disability until the individual has been totally disabled for a period of five years, or
if earlier, until the employee has reached the age of 70. For those employees age 70 and over, the
disability will be for one year
only.
The
benefits are as follows: a monthly income Benefit which,
including any income benefits payable from Social Security for the participant or for dependents and
Worker's Compensation is equal to 60% of
the
Covered
Monthly Salary as of the date the disability
began, but not to exceed $6,000 monthly. In no event will the income benefit be less than $100, even
though this amount may bring the total disability income to more than 60% of salary. For those
employees who are enrolled in the College's TIAA/CREF Retirement Plan, the insurance provides that
payment of the employee's 5% mandatory participation contribution to the plan be made during the period
of disability.
The College underwrites the total cost of this plan.
10.3.6 Retirement Plan
If an employee has two years of prior employment (at least 1,000 hours per year) at an institution of
higher learning and becomes employed at Iona College (at least 1,000 hours per year), he/she is entitled to
immediately participate in the TIAA-CREF Retirement Annuity (RA) Account.
If an employee has never been employed in higher education, he/she must complete a two (2) year waiting
period before participation begins in the RA Account. The "Plan" is governed by Federal rules and
47
regulations under the IRS tax code section 403(b) and the Employee Retirement Income Security Act.
After an application form and Salary Reduction Agreement Form #144 are completed, signed and returned
to the Human Resources Department, the employee’s base contractual taxable gross salary will be reduced
by 5% as the individual's contribution to the plan. The College will match this contribution according to the
following schedule:
YEARS OF SERVICE COLLEGE CONTRIBUTIONS
Up to seven (7)
completed years of 5 %
full-time service
After seven (7) years 7
1
/
2
%
of full-time service
After eleven (11) years 10 %
of full-time service
10.3.7 Supplemental Retirement Annuity
The College offers to all full-time employees a Supplemental Retirement Annuity Plan designed for use
by individuals who wish to set aside tax-deferred retirement funds over and above amounts being
accumulated under the College's basic 403(b) plan. Those employees who are not yet eligible to
participate in the basic retirement plan, may contribute to this tax-deferred plan. A TIAA/CREF
application and Salary Reduction Agreement form must be completed and returned to the Human
Resources Department in order to enroll in this plan.
10.3.8 Life Insurance
The College offers to all full-time employees Group Life and Accidental Death and Dismemberment
Insurance. Employees should apply for this coverage through the Human Resources Department during
the first month of their employment. There is no annual open enrollment period for Life and ADD
Insurance.
The coverage is equal to twice the employee’s gross annual contractual base salary rounded up to the next
thousand dollar interval up to a maximum of $500,000.
The College underwrites 75% and the employee 25% of the premium cost.
10.3.9 Worker's Compensation
Safety is the responsibility of all employees of the College. Every precaution should be taken to avoid
accidents and injuries. When an employee is injured on campus, a report of this accident or injury must
be made to the Campus Safety and Security Department as soon as is reasonably possible. A delay in
filing this report will prevent the injured individual from claiming Worker’s Compensation benefits.
The College underwrites the total cost of this plan.
48
10.3.10 Medical Coverage for Retired Personnel
Employees hired or rehired on or after July 1, 2002 are not eligible for retiree health benefits. There is no
exception to this policy.
Eligible employees who were hired prior to July 1, 2002, have ten (10) years of continuous full-time
employment, reach age 65 and retire on or after January 1, 1998 are eligible for retiree health insurance.
Retirees who elect health insurance must contribute 20% of the monthly cost. Retirees who choose to cover
their spouse must contribute 40% of the monthly cost of the spouse's coverage. The College reserves the
right to change the employee and spouse's contribution, to modify or amend the plan design or to
terminate the group insurance plan.
Effective January 1, 1998 the College shall cap the contributions to the retiree medical plan. This cap
will
apply
to all current and future employees who retire on or after January 1, 1998. The cap will be set
at two (2) times the premium in effect as of July 1, 1997 (2 x Cap[179.98] = $359.96).
For employees hired after May 31, 1997, but before July 1, 2002, the College will contribute to the plan
premium as indicated in the chart below. The percent of the College's contribution will depend on the
number of years of full-time continuous service at Iona prior to retirement at age 65 or older.
Upon retirement at or above age 65, Medicare will become the employee’s primary insurance. The Iona
College health plan will act as the secondary insurance carrier.
Years of Continuous
Percent of Iona’s Contribution to the Cost
Full Time Service
of Coverage for Employee and Spouse
10 to 14 Years 20%
15 to 19 Years 30%
20 to 24 Years 40%
25 or more Years 50%
10.3.11 Tuition Remission Policy
The dependent children of full time administrators, faculty and staff will receive tuition remission
benefits, exclusive of fees, for undergraduate study at Iona College according to the following schedule:
1. One-half tuition remission will be granted to each attending child after the completion of
one full year of parent's full time employment at the College.
2. Full tuition remission to the first attending child and one-half tuition remission to the second
and subsequent children concurrently enrolled at Iona College after the completion of three
full years of the parent's full-time employment at the College.
3. Full tuition to all children concurrently enrolled after the completion of ten full years of the
49
parent's employment at the College.
The tuition remission benefits extend over eight semesters. The length of time for transfer students will
be determined by the number of credits required to complete the undergraduate program. Full-time
student dependents of full-time employees who meet eligibility criteria will be permitted to take a
maximum of six courses in evening and or summer sessions over a period of eight semesters. These time
limitations do not apply to part time or evening students.
These benefits will continue as long as the administrator, faculty or staff member continues to be
employed full-time by the College.
Full tuition remission is granted to the children of those full-time administrators, faculty or staff personnel
who have had ten years of service or more, and who die or are disabled while in the employment of the
College.
The tuition remission benefit at the College will be valued at the amount of tuition after applicable federal
and state aid have been applied. Those employees seeking to benefit from the College’s tuition remission
must apply for said financial aid. The Free Application for Federal Student Aid (FAFSA) and TAP forms
must be filed annually in advance of full registration. If needed, the Student Financial Service Office will
assist in the preparation of these forms. A determination of the amount of tuition remission will be made
only after the eligibility for applicable federal and state aid has been established.
Full-time administrators, faculty and staff personnel may pursue credit-bearing courses on the graduate
and undergraduate levels at the College with full tuition remission, provided that these are taken in hours
outside of the employee's scheduled work time.
Spouses of full time administrators, faculty and staff personnel may pursue credit-bearing undergraduate
level courses with full tuition remission, exclusive of fees. Spouses of full-time employees may pursue
graduate level courses with one-third tuition remission, exclusive of fees.
It is to be understood that admission and dismissal policies of the College apply equally to all students
including those who have received tuition remission.
Children who leave dependent status (per IRS regulations) and/or gain emancipated status (move from
parents house and/or marry and/or reach age 26) are not eligible for tuition remission.
Faculty and their spouses are required to pay taxes on the value of the tuition remission for graduate level
courses taken in excess of $5,250 per annum. The only exception to the IRS Regulation (section 127) is
graduate coursework that is required by the student’s employer as a condition of employment to maintain
the employee’s current position. Employees subject to the taxation are encouraged to consult with their
personal tax advisor regarding IRS section 127.
All eligible faculty must complete and sign the Certification of Tuition Remission Form #805 in order to
receive this benefit. This form is available in the Human Resources Department.
Part-time faculty, retired faculty, their spouses and their children are not eligible for tuition remission.
50
10.3.12 Admission to College Events
All full time employees will receive two complimentary tickets to all athletic home events unless sold out,
and may receive preferred admission rates at concerts and dramatic productions, as well as student social
affairs held on campus.
10.3.13 Iona College’s Employee Benefits
Iona College reserves the right to modify, amend or terminate policies and procedures, rules, regulations,
insurance coverage, retirement plans or employee contributions, all of the aforementioned at any time
without prior notice. Should a conflict exist among what is written herein, in plan materials and insurance
contracts, or other communications, the insurance contract will always govern.
10.3.14 Tuition Exchange Program
The Tuition Exchange, Inc. (TE) is a program that provides an opportunity for eligible dependent children
of active full-time employees to apply for undergraduate scholarships at participating member
institutions. An employee must have three years of full-time continuous service before a dependent child
can apply.
Application for the TE program does not guarantee acceptance at a TE member institution or ensure a TE
scholarship.
The TE program is a competitive scholarship program, not a fringe benefit provided by Iona College.
Information regarding the Tuition Exchange Program can be obtained from the Director of Undergraduate
Admissions or at www.tuitionexchange.org.
10.3.15 Academic Federal Credit Union
All full-time and permanent part-time employees may join the credit union by completing an application
for membership. The AFCU offers the following services:
* Vacation Club Accounts
* Christmas Club Accounts
* Checking (Share Draft) Accounts
* Term Share Certificates (CD's)
* IRA CD's
* New and Used Vehicle Loans
* Lines-Of-Credit and Overdraft Protection
* Signature Loans
* Debt Consolidation Loans
* Disaster Recovery Loans
* Fully and Partially Secured Loans
* Home Equity Lines of Credit
* VISA Classic, Gold and Platinum Cards
* Debit Cards with ATM access
* MVCP - Motor Vehicle Certification Program
51
* Insurance discounts
There is a one-time membership fee of $5.00. Employees can contact the AFCU by calling (914) 923-
3608, or by visiting them online at www.academicfcu.org.
10.3.16 Direct Deposit of Payroll Check
Employees may sign up for direct deposit of their payroll check to their bank and/or Academic Federal
Credit Union by completing and signing a Direct Deposit form in the Human Resources Department.
10.3.17 Flexible Spending
All full-time employees are eligible to enroll in the Flexible Spending Account plan on the first of the
month after their date of hire, or during the annual benefit enrollment each November. Medical Flexible
Spending and Dependant Care Account options are available. The Medical Account may be used to pay
for unreimbursed medical and dental expenses for you, your spouse, and your dependents. The
Dependent Care Account may be used for reimbursement of child or eldercare expenses. For a list of
eligible expenses, and maximum contribution amounts, visit the Human Resources section of the Iona
College website at www.iona.edu.
Once an employee enrolls in the Flex Spending plan, changes to the deductions cannot be made until the
following plan year (with the exception of changes due to ‘Qualifying’ events as defined by IRS
regulations). Federal tax code requires participants to re-enroll in Flexible Spending plans each calendar
year.
10.3.18 Long Term Care
Long Term Care is defined as a broad range of services provided to people who need extended care and
have lost the capacity to care for themselves as a result of a chronic illness, disability or cognitive
impairment.
The Long Term Care insurance program is offered through Metropolitan Life Insurance Company. The
MetLife program is voluntary and each participant pays 100% of the premium. The offering for this
insurance is extended to full-time employees as well as retirees, spouses, parents and grandparents of full-
time employees.
52
CHAPTER 11 FACILITIES AND SERVICES
11.1 Document Services
Document Services, a part of the Information Technology Division, consists of graphic and duplicating
services.
It
is located on the ground floor of McSpedon Hall. Faculty may request a convenience copier
PIN through the Duplicating Center.
11.2 Mail and Telephone Services
Faculty mailboxes are located in the mailroom of Doorley Hall and in Hagan Hall. Interoffice mail and
pick-up services are maintained daily, and all outgoing mailings of official business must be received in
the mailroom before 4:00 p.m.
Remission of federal excise tax is dependent upon the restriction of the use of telephones to the business
of the institution. No personal calls may be made on office telephones.
11.3 Campus Parking
Employees should apply for a parking permit during the first week of employment to the Director of
Campus Safety & Security whose office is located in the LaPenta Student Union. Parking on campus is
restricted to those having permits. Special parking areas (marked yellow) have been reserved for
administrators, faculty and staff. Employees are asked to adhere to all regulations established by the
Director of Campus Safety & Security.
11.4 Conference Rooms
Conference rooms are located throughout the campus and may be scheduled for a variety of uses. Please
check with the Office of Campus Safety and Security as to the method for reserving these rooms.
11.5 Campus Facilities
Faculty members wishing to sponsor an event involving the use of College facilities are required to
contact
the
office of Campus Safety and Security. Faculty members are expected to complete the
prescribed form, and to comply with all college regulations, particularly those regarding fire safety, traffic
control, security and parking.
11.6 Bookstore, Book Orders, Desk Copies of Textbooks
Textbooks and other school supplies are available in the College bookstore located in the LaPenta Student
Union. It is the responsibility of the heads of departments to place orders for textbooks and any other
material to be
used
by
students in the courses offered by the department well in advance of the beginning
of courses. All
transactions
are
to be carried out through the bookstore.
It is standard procedure for all textbook publishers to furnish desk copies of their publications to all
teachers of the course in which the textbook is used. The acquisition of desk copies of textbooks used in
class is the responsibility of the teacher of the course; the bookstore is not authorized to issue copies of
textbooks to any faculty member. The procedure for acquiring a desk copy is to write to the publisher of
53
the textbook, informing the publisher of the adoption of the text and requesting that a free desk copy
be
forwarded.
A standard "Desk Copy Request Form" is available at the bookstore.
11.7 Libraries
The Ryan Library and the Helen T. Arrigoni Library/Technology Center on the New Rochelle Campus
and the Library at the Rockland Graduate Center provide collections, services, and study space to support
teaching, learning, and research at Iona.
11.7.1 Library Collections
Library collections include books, periodicals, electronic databases, microforms, audiovisuals, and other
materials selected to support the College’s curriculum and research. Collections in most disciplines are
located in Ryan Library; those in Mass Communication, Computer Science, and Education are housed in
the Helen T. Arrigoni Library/Technology Center. In acquiring titles for the collections, the librarians
collaborate closely with the faculty, using selection criteria in the Iona College Libraries’ Collection
Development Policy for guidance. Faculty recommendations are submitted via an online form on the
library website or on order cards available from department chairs and library liaisons. Orders should
include complete publication information and be approved by the chair. It is recommended that materials
requested for a specific course be ordered a semester in advance of the date needed.
11.7.2 Library Facilities
The sites in New Rochelle have approximately 125 computer workstations which have access to the
libraries’ online catalog ORION, electronic databases, and the internet. All workstations in Arrigoni and
many in Ryan also offer College-supported software applications. Ryan and Arrigoni libraries have a
variety of study spaces, and Ryan has a technology classroom which may be reserved for class use via an
online reservation form. This room is equipped with a projection system, student workstations and
podium. In addition, the Ryan Lecture Hall has a podium and projection system. The Rockland site is
equipped for study and computer work.
11.7.3 Library Services for the Faculty
i. Library research classes of a general nature or tailored to a specific discipline or
assignment may be scheduled by course instructors for their classes. Contact the
Reference and Instructional Services Librarian, or submit a request via an online form.
ii. In-depth research assistance is available from the Reference and Instructional Services
Librarian.
iii. Books and articles not available at Iona may be obtained from other libraries through the
libraries’ document delivery/interlibrary loan department via an online request form.
iv. Although many campus classrooms are equipped with presentation systems and other
A/V hardware, additional equipment may be requested via an online form on the IT
services webpage.
54
v. Librarian liaisons are assigned to each department for facilitating communication
between the faculty and the libraries. They collaborate with faculty on collection
development and provide comprehensive library support for teaching and learning
endeavors within their subject specialty.
11.7.4. Use of Library Classrooms
Ryan’s electronic classroom and Lecture Hall may be reserved by faculty for class sessions requiring
specialized presentation or audiovisual equipment. Arrangements should be made via an online
reservation form well
in
advance of the meeting date.
11.7.5 Circulation of Materials
Library materials may be borrowed using an Iona I.D. and may be renewed in person at the libraries’
circulation desks, through ORION, or by telephone. Circulation policies vary by format and are the same
for all members of
the
Iona Community. Faculty members are responsible for the materials they borrow
and must clear all library obligations before leaving employment at Iona.
11.7.6 Reserve Materials
Faculty are advised to place on reserve books, articles, and other materials that will be assigned to an
entire class. Both library-owned titles and faculty personal copies may be reserved for student use at the
Ryan and Arrigoni circulation desks. Arrangements should be made well in advance of the start of the
semester by contacting the Circulation Supervisor or the assistant responsible for the reserve collections at
the appropriate library. It is recommended that faculty teaching in Rockland rely heavily on reserve
collections due to the limited resources at that site.
11.7.7 Faculty Access to Other Libraries
Faculty may access and borrow materials from Westchester academic libraries and selected New
York
m
e
tropolitan
area academic libraries, such as St. John’s and Fordham, by securing a WALDO sticker for
their Iona I.D. cards. They may also visit New York City metropolitan area libraries and use their
collections on-site (without borrowing privileges) with a METRO card. Both WALDO stickers and
METRO cards are available from the Reference Librarian.
11.7.8 CELTIC
CELTIC (Center for Enhancement of Learning and Teaching at Iona College) is a collaborative effort of
the Libraries and Information Technology. They can assist faculty in integrating library resources and
technology into their curricula. CELTIC also provides a selection of books, monographs and serials from
which faculty can seek information on the enhancement of teaching and learning. See section 11.8.2 for
more information.
55
11.8 Information Technology - Academic Computing Services
Information Technology is an integral part of the educational processes of the College. It is the goal of
the Information Technology Division to assist all those who are engaged in the educational and research
activities of the College. It assists those faculty interested in achieving various levels of computer
literacy. It
also
provides
the resources and technical support for computer-related and computer-based
curricula.
The
Information
Technology Division carries out these functions by making available
computing equipment, audio-visual equipment, applications software, publications and documentation,
and educational assistance for developing the skills necessary to use them via CELTIC. Computers owned
by Iona College are to be used for educational purposes and Iona College business. All students and
employees are expected to adhere to the college’s computing use policy which can be found on the
College’s website at www.iona.edu/infotech.
11.8.1 Facilities for Academic Computing
The Information Technology division supports both academic and administrative computing activities
throughout the campus. Network connectivity is provided via wireless category 5 wiring, fiber optic
cable, a Gigabit Ethernet backbone, a high speed 10Mbit point-to-point connection to the Rockland
Graduate Center and a 100Mbit connection to the Internet. The entire campus, including classrooms, on-
campus dormitories, lounges and outdoor areas is equipped to provide access to the Internet and the
College network via the wireless network. There are 65 classrooms containing state-of-the-art projection
systems and workstations.
A variety of software packages are currently available in the computing lab facilities including Microsoft
Office Professional, statistical analysis, graphics, programming languages and compilers, communications
and discipline-related software. Electronic mail using Microsoft Outlook is available to faculty. E-mail is
also available remotely to users via any Internet provider by visiting email.iona.edu. Faculty should use
their official Iona e-mail account to communicate with students and all other members of the Iona College
Community. In addition, faculty should require students to use their Iona e-mail account for all
communication. A full range of
Internet
services
may be accessed from the computing laboratories and all
networked campus locations.
11.8.2 Services to the Faculty
Computer accounts are created for faculty members after their employment status is verified by Human
Resources and is maintained while they are employed by Iona College. A network id is needed to access
all computers in the public computing labs and the library as well as office computers. All new faculty
members may pick up
their
ids
and passwords from the Center for the Enhancement of Learning and
Teaching at Iona College (CELTIC), adjacent to Ryan Library.
CELTIC has been established to provide Iona faculty with resources, training, programs, events and
grants designed to inspire, support and enhance teaching effectiveness and student learning. CELTIC
provides a comprehensive faculty development program focused on the essence and practice of effective
teaching and encourages a productive partnership with technology integration, training and support, while
keeping learning and teaching objectives at the forefront of the program's activities.
Faculty access their class schedule, class rosters and enter grades online via the Internet using PeopleSoft,
the College’s administrative software system. Detailed instructions for accessing this information are
56
available in CELTIC.
Blackboard Learning System software is used in various courses for distance learning and to supplement
regular lectures with online lectures, chat sessions, course content and assignments. Faculty who would
like to utilize Blackboard should contact CELTIC at (914) 633-2146.
Faculty may purchase computer systems for departmental use through PC Acquisitions. Consulting
services are available to assist faculty with purchasing a personal computer.
11.8.3 Services to the Iona Community
Technical assistance with hardware and software is provided to faculty via the Ryan Help Desk located in
the Ryan Library. Computing and library-related information is available in person at the Ryan Help
Desk, or by telephone at (914) 633-2635. Faculty members may reserve computing facilities for online
class demonstrations via the Ryan Help Desk. Consultation services are also available to faculty at the
Ryan Help Desk or in CELTIC.
11.8.4 User Education and Training
Information Technology offers faculty workshops ranging from Blackboard, Turnitin.com , PeopleSoft,
Information Literacy and Technology, Learning and Teaching Seminars and software applications. Please
contact CELTIC to discuss your needs.
COLLEGE POLICIES APPENDIX I
1. Affirmative Action/ Equal Opportunity
Iona College maintains a policy of non-discrimination on the basis of national or ethnic
origin, race, creed, color, sex, marital status, veteran status, sexual orientation, affectional
preference, citizenship status, or handicap in all its educational programs and employment
practices,
policies
and
procedures; there is no unlawful discrimination because of age.
The College complies with all state and federal regulations pertaining to equal opportunity,
nondiscrimination and affirmative action. In listing these statements, the College chooses
to
comply
with governmental regulations in the letter and spirit of the law. Anyone who
observes ways in which the College is in violation of these principles is encouraged to
notify the Director of Human Resources, lona College, New Rochelle, New York 10801,
(914) 633-2067.
For information regarding the College policy and procedures for Harassment and
Discrimination, please contact:
MaryEllen Callaghan
Ombudsperson for Harassment and Discrimination
McSpedon Hall, Second Floor
Office for Human Resources
(914) 633-2067
m[email protected]
2. Policy on Harassment and Discrimination
It is the policy of Iona College that no member of the College community shall engage in
harassment and/or discrimination. The College will not tolerate behavior between or
among members of the College community that creates an unacceptable working,
educational, or social environment.
Harassment and discrimination are unacceptable because they interfere not only with an
individual’s educational or work performance, but also with a person’s sense of dignity and
well-being in the community. Sexual harassment is also covered in this definition. What
constitutes harassment or discrimination will vary with the particular circumstances. Either
type of activity may be described generally as verbal, physical, written, or other conduct
that denigrates or shows hostility or aversion to an individual on the basis of gender, race,
color, religion, age, national origin, ethnicity, veteran status, sexual orientation, gender
identity, marital status, disability or any basis prohibited by law when, from the standpoint
of a reasonable person, such conduct is unwelcome and substantially interferes with an
individual’s work or school performance, creating an intimidating, hostile, or offensive
working or learning
environment
even
if the person engaging in the conduct does not
intend to interfere, intimidate, or be hostile or offensive. In addition, the conduct must be
sufficiently severe, persistent, or pervasive in that it creates a hostile or abusive educational
or working environment.
It is important to note that a one-time incident may rise to the level of harassment if such
conduct is sufficiently severe.
DIVISION I. HARASSMENT AND DISCRIMINATION
Section 1. RATIONALE
a) Iona College complies with applicable provisions of state and federal law that
prohibit discrimination in employment, in admission or access to its educational or
extracurricular programs, activities, or facilities, on the basis of race, color, ethnicity, national
origin, religion, sex, sexual orientation, gender identity, age, marital status, service in the
armed forces of the United States, or against qualified individuals with disabilities on the basis
of disability.
b) Harassment and discrimination will not be tolerated by Iona College. Such
behavior subverts the mission of the College and threatens the careers, educational experience,
and well-being of students, faculty, administrators, and staff. In both obvious and subtle ways,
harassment and discrimination are destructive to individual students, faculty, administrators,
staff, and the academic community as a whole. When through fear of reprisal, a student, staff
me
mber,
adm
i
nistrator,
or faculty member is subject to harassment or discrimination, the
College’s ability to carry out its mission is undermined. In addition, many forms of
harassment have been recognized as violations of the civil rights laws by the federal courts, by
the U.S. Equal Employment Opportunity Commission, by the New York State Division of
Human
Rights,
and
by the U.S. Department of Education.
c) Harassment and discrimination are especially serious when they threaten
relationships between teacher and student or supervisor and subordinate. In such situations,
harassment and discrimination unfairly exploit the power inherent in a faculty member’s or
supervisor’s position. Through grades or recommendations for graduate work, wage increases
or promotions and the like, a teacher or supervisor can have a decisive influence on a
student’s,
staff
member’s, administrator’s, or faculty member’s career at the College and
beyond.
d) While harassment and discrimination most often take place in situations where there
is a power differential between the persons involved, the College also recognizes that
harassment
and
discrimination may occur between persons of the same status.
Section 2. EXAMPLES OF HARASSMENT AND DISCRIMINATION
Discrimination may be related to an employee’s employment, hiring separation from
employment, training or failure to train, including, but not limited to any claims for salary,
bonuses, severance pay, vacation pay or any benefits under the Employee Retirement
Income Security Act (ERISA). Sexual or other harassment or discrimination may be based
on race, color, national origin, ancestry, pregnancy, religion, marital status, gender, sexual
orientation, gender identity, citizenship status, medication condition or disability (as
defined by the Americans with Disabilities Act , or any other state or local laws), age, or
any other unlawful
discrimination
(under
the Age discrimination in Employment Act as
amended by the Older Workers Benefit Protection Act of 1990, Title VII of the Civil
Rights Act of 1964, as amended or any
other
federa
l state, or local laws), or retaliation for
any claim of discrimination.
Case law provides many examples of discrimination. All, however, can be summarized in
the
following
manner: Disparate treatment resulting in discrimination occurs when an employer
treats some individuals less favorably than other, similarly situated individuals because of their
race, color, religion, sex, ancestry, pregnancy, marital status national origin, sexual orientation
or gender identity. Thus, a Hispanic professor who has better credentials than a non-Hispanic
professor, but was denied tenure while the non-Hispanic professor was granted tenure, will
have a discrimination claim.
Examples of the verbal or physical conduct prohibited by Section 2 above include, but are not
limited to:
a) Physical assault or battery;
b) A pattern of conduct (not legitimately related to the subject matter of a course if one is
involved) which causes discomfort or humiliation or both, that includes one or more of the
following: i) comments of a harassing or discriminatory nature or ii) explicit harassing or
discriminatory statements, questions, jokes, or anecdotes, include the displaying or distribution
of jokes and/or sexually explicit pictures via e-mail;
c) A pattern of harassing or discriminatory conduct which causes discomfort or humiliation, or
both, to a reasonable person at whom the conduct was directed.
DIVISION II.
IMPLEMENTATION
AND
EDUCATIONAL
PROGRAMS
Section 1. EDUCATION AS A KEY ELEMENT OF THE COLLEGE POLICY
Educational efforts are essential to the establishment of a campus milieu that is as free as
possible of harassment and discrimination and in which high standards of conduct are
observed. There are at least four goals to be achieved through education about discrimination
and harassment:
1. Ensuring that all victims (and potential victims) are aware of their rights;
2. Notifying individuals of conduct that is proscribed;
3. Informing all members of the College community about the proper way to respond to
complaints about violations of this policy; and
4. Helping to educate all members of the College community about the problems this policy
addresses.
Section 2.
PREPARATION
AND
DISSEMINATION
OF INFORMATION
The College shall distribute copies of this policy to all current and future members of the
College community. A copy of the harassment and discrimination policy will be included in
student orientation materials. In addition, copies of that policy will be made continuously
available at appropriate campus locations and on the College Web site.
The Ombudsperson is charged with overseeing and reviewing content for training sessions.
The College Provost has responsibility for providing training sessions for persons who are
likely to receive complaints that this policy has been violated, including, but not being limited
to, resident advisers, academic advisers, college deans, and administrative personnel. Faculty
and staff are expected to attend training within one year of being hired and to attend refresher
sessions with each five-year interval of employment, based on hire date. The training can be in
person or online.
Records
of
training will be maintained by the Provost’s Office.
DIVISION III: HARASSMENT AND
DISCRIMINATION
COMPLAINT
PROCEDURES
I.DEFINITIONS
a. APPEAL: Appeal means the request by the complainant or respondent to have a
review of the determination of the hearing board.
b. APPEALS BOARD: Appeals board means the representatives of Iona College who
have been delegated authority to decide if the hearing board made a prejudicial error.
c. COLLEGE: College means any reference to Iona College.
d. COMPLAINANT: Complainant means any employee or student of Iona College
who makes an allegation of harassment and/or discrimination.
e. COMPLAINT: Complaint means any allegation, informal or formal, by the
complainant of harassment, retaliation and/or discrimination which would be prohibited by the
Iona College harassment and discrimination Policy, Title VII of the Civil Rights Act, Title IX
of the Educational Amendments of 1972, the 1980 implementing regulation, Section 504 of the
Rehabilitation Act of 1973, The Americans with Disabilities Act of 1990 and any
me
morandum,
directives,
guidelines, or subsequent federal or New York state legislation
regarding
harassment
and
discrimination that may be issued or enacted.
f. CORRECTIVE ACTION: Corrective action means any sanction imposed by the
president of the College, or the president’s designee.
g. DETERMINATION: Determination means the written advisory decision of the
hearing board regarding the validity of the complaint.
h. HEARING BOARD: Hearing board means the representatives of Iona College who
have been delegated authority to make an advisory determination as to the validity of a
complaint at
the
formal hearing level.
i. HARASSMENT AND DISCRIMINATION COMMITTEE: Harassment and
Discrimination Committee is the Iona College committee appointed by the president of the
College, or the president’s designee, to monitor the effectiveness of the Iona College
Harassment and Discrimination Policy. The Harassment and Discrimination Committee shall
consist of
eight
m
e
mbers:
four faculty members, two administrators, one staff member, and
one student. The Harassment and Discrimination Committee shall elect its own chairperson.
j. OMBUDSPERSON: Ombudsperson means the employee designated to coordinate
Iona College’s effort to comply with the Iona College Harassment and Discrimination Policy,
Title VII of the Civil Rights Act, Title IX of the Educational Amendments of 1972, the 1980
implementing regulation, Section 504 of the Rehabilitation Act of 1973, The Americans with
Disabilities Act of 1990 and any memorandum, directives, guidelines, or subsequent federal or
New York state legislation regarding harassment and discrimination that may be issued or
enacted.
k. PREJUDICIAL ERROR: Prejudicial error means an error substantially affecting the
outcome of a hearing.
l. PREPONDERANCE OF THE EVIDENCE: Preponderance of the evidence means
that the evidence must convince the trier of fact that the existence of the fact in question is
more probable than not.
m. REPLY: Reply means the answer of the complainant or respondent to the claims
made in an appeal.
n. RESPONDENT: Respondent means any employee or student of Iona College
alleged to be responsible for committing an act of harassment and/or discrimination.
o. RESPONSE: Response means the respondent’s written answer to the allegations of
harassment and/or discrimination in the complaint.
p. WORKING DAY: Working day means every day excluding Saturday, Sunday, and
holidays recognized by Iona College.
II. FILING A COMPLAINT
a. ELIGIBILITY FOR FILING: Any student or employee of the College may file a
harassment and discrimination complaint under this procedure.
b. PRECOMPLAINT MEETINGS: Normally a person considering whether to bring a
harassment and discrimination charge will contact the Ombudsperson to discuss the matter.
However, it is possible that the potential complainant might first consult with some other
appropriate person on campus (including, but not limited to, a faculty member, academic
adviser, dean, administrative supervisor, campus minister, counselor, or residence hall adviser).
Nothing in this Policy requires a Complainant to contact the Respondent before making a
complaint.
c. REFERRAL TO
OMBUDSPERSON:
It is the responsibility of the person consulted
about a harassment and discrimination charge to refer the potential complainant to the
Ombudsperson.
d. INITIAL MEETING WITH THE
OMBUDSPERSON:
At the first meeting between
the complainant and the Ombudsperson, the Ombudsperson will:
1. Inform the complainant of the options within the College and outside of the
College for pursuing a harassment and discrimination charge.
2. Give the complainant a copy of the Iona College Harassment and
Discrimination Policy and Procedures.
3. A written record will be made for the Ombudsperson’s file of the complaint,
which will be started upon notification of a potential complaint.
e. INTERNAL OPTIONS AVAILABLE TO THE
COMPLAINANT:
The
complainant is not required to decide on a course of action at the initial meeting with the
Ombudsperson. However, the complainant must eventually decide to:
1. Discontinue participating in the internal process;
2. File an informal complaint with the Ombudsperson and request an informal
mediation; or
3. File a formal complaint with the Ombudsperson and request a formal
hearing.
f. COMPLAINT FORMS: Informal and formal complaint forms will be available from
the Ombudsperson. The complaint forms should include the name and home or school address
of the complainant and the respondent, the nature and date of the alleged act of harassment and
discrimination, and the signature of the complainant. The complaint may also include the
remedy sought by the complainant.
g. TIME LIMIT FOR FILING A COMPLAINT: The complainant must file
an
inform
al or formal complaint with the Ombudsperson within 180 actual days of the occurrence
of the alleged act of harassment and discrimination by the accused. If the complainant initially
files an informal complaint within the above time limit and the mediation of that complaint is
unsuccessful,
the
complainant may then file a formal complaint. The subsequent filing of the
formal complaint will be deemed to be timely (even if it is submitted to the Ombudsperson
after the 180 day time limit
has
expired) so long as the other requirements herein have been
satisfied.
III. PROCESSING AN INFORMAL COMPLAINT
a. NOTIFICATION OF THE
RESPONDENT:
Within one week of the filing of an
informal complaint with the Ombudsperson, the Ombudsperson will contact the respondent in
order to:
1. Give the respondent a copy of the informal complaint that has been filed by the
complainant and
2. Give the respondent a copy of the Iona College Harassment and Discrimination
Policy and Procedures.
3. A written record will be made for the Ombudsperson’s file.
b. INFORMAL RESPONSE TO AN INFORMAL COMPLAINT: The respondent
will
have
one week to file a written response to the informal complaint with
the
Ombudsperson.
The response should indicate the respondent’s willingness or unwillingness to
participate in an informal mediation process. A copy of the response will be given to the
complainant by the Ombudsperson.
c. WILLINGNESS OF RESPONDENT TO PARTICIPATE IN AN INFORMAL
MEDIATION PROCESS: If the Ombudsperson receives a written response from the
respondent indicating that the respondent will participate in the informal mediation process, the
Ombudsperson will have one week to convene the informal mediation.
d. INFORMAL MEDIATION PROCESS: In many instances, an informal mediation
process can be useful in resolving perceived and actual instances of harassment and
discrimination or unprofessional conduct. Problems are sometimes easier to resolve when an
informal atmosphere encourages people to identify the difficulty, talk it out, and agree on how
to deal with it. Consequently, the Ombudsperson is encouraged to be flexible in arranging an
informal mediation process which will best meet the needs of each individual case. In some
instances, the Ombudsperson may find it appropriate to meet with the complainant and
respondent separately, together, or in the presence of some other appropriate member of the
College
community.
The informal mediation process may continue for as long as the
Ombudsperson, complainant, and respondent are willing.
No
inform
al resolution may be
imposed on either the complainant or the respondent without
both
parties
consenting to the
resolution.
e. RESOLUTION OF COMPLAINT AS A RESULT OF INFORMAL MEDIATION:
If the informal mediation results in a resolution agreed to by the complainant and the
respondent, the Ombudsperson will prepare a memorandum indicating the terms of the
resolution and the need, if any, for follow up by the Ombudsperson. The complainant and the
respondent must meet with the Ombudsperson within one week of the close of the informal
mediation process in order to sign the memorandum. The complainant and respondent will
each receive a copy of the memorandum. The original will be retained in the Ombudsperson’s
permanent file.
f. FAILURE TO ACHIEVE MUTUAL AGREEMENT TO A RESOLUTION OF A
COMPLAINT AS A RESULT OF INFORMAL MEDIATION: If the informal mediation
fails to produce a resolution mutually agreed to by the complainant and the respondent, the
Ombudsperson will prepare a memorandum indicating that the informal mediation was not
successful and send copies by certified mail (return receipt requested) to the complainant and
the
respondent.
The complainant and the respondent must meet (either together or
individually) with the Ombudsperson within one week of receipt of the copies of that
memorandum in order to sign the original memorandum confirming that mediation was not
possible. The original memorandum with the signatures of the Ombudsperson, complainant,
and respondent will be retained in the Ombudsperson’s permanent file.
g. UNWILLINGNESS OF RESPONDENT TO PARTICIPATE IN AN INFORMAL
MEDIATION PROCESS: If the Ombudsperson does not receive an informal response from
the respondent or receives an informal response indicating that the respondent is unwilling to
participate
in
the informal mediation process, the Ombudsperson will immediately send letters
by certified mail (return receipt requested) to the complainant and the respondent informing
them that there will be no informal mediation. The letter will also indicate that the
complainant has one week upon receipt of the certified letter to:
1. Inform the Ombudsperson whether he or she intends to continue
participating in the College process;
2. File a written formal complaint with the Ombudsperson and request a
formal hearing. (This will be allowed even if the 180 actual day time limit had
expired before the unsuccessful mediation process was completed); or
3. Inform the Ombudsperson whether he or she intends to reserve the right to
file a written formal complaint. (This will only be allowed if a subsequent formal
complaint is filed with the Ombudsperson within 180 days of the alleged harassment
and discrimination by the complainant.)
IV. PROCESSING A FORMAL COMPLAINT
a. FILING OF A FORMAL COMPLAINT: The formal complaint must be filed by the
complainant with the Ombudsperson. If the complainant had filed an informal complaint
against the respondent which was not resolved, the complainant may file the same, or an
amended, statement of allegations in the formal complaint.
b. NOTIFICATION OF THE RESPONDENT: The Ombudsperson, upon the timely
receipt
of
a formal complaint and request for a formal hearing by the complainant, will send a
copy of that complaint by certified mail (return receipt requested) to the respondent. If the
complainant had not previously filed an informal complaint regarding this same allegation of
harassment
and
discrimination
against the respondent, the Ombudsperson will send the
respondent a copy of the Iona College Harassment and Discrimination Policy and Procedure.
The Ombudsperson will also be available to meet with the respondent to discuss the complaint
and the College’s policy and procedure.
c. RESPONSE TO FORMAL COMPLAINT: The respondent will have one week
upon receipt of the formal complaint to file a written response with the Ombudsperson. The
response should include a confirmation or denial of the allegations in the complaint; an
indication of the extent to which the complaint has merit; and an acceptance or rejection of any
remedy sought by the complainant. Upon receipt of the response, the Ombudsperson will send
a copy of the response to the complainant by certified mail (return receipt requested).
d. FAILURE TO RESPOND TO FORMAL COMPLAINT: The failure of the
respondent to respond to a formal complaint will not result in the termination of the formal
hearing process.
e. SUSPENSION OF FORMAL HEARING PROCESS: The College may suspend the
formal hearing process if there is any pending civil and/or criminal litigation in a related matter
involving the parties.
f.
FORMATION AND CONSTITUTION OF A HEARING BOARD: Upon receipt of a
formal complaint and request for a formal hearing by a complainant, the Ombudsperson will
immediately contact the chairperson of the Harassment and Discrimination Committee to
arrange for the calling together of a hearing board. The hearing board will be chosen by the
chairperson of the Harassment and Discrimination Committee from among the members of the
Harassment and Discrimination Committee and a rotating pool of 48 members of the College
community. The Ombudsperson will arrange for each member of the pool to participate in at
least one annual training session in the law of Harassment and Discrimination and the Iona
College Harassment and Discrimination Policy and Procedure.
The hearing board pool shall consist of 12 faculty members, 12 administrators, 12
staff
m
e
mbers,
and 12 students. The provost shall make appointments to the pool based on
nominations of faculty and students by the academic deans and of administrators and staff
members by the administrative officers. In each instance, an attempt should be made to gender
balance the appointments.
The hearing board for a specific case will consist of five members:
1 member of the Harassment and Discrimination Committee who will serve as the
chairperson
1 member of the pool who is a peer of the complainant
1 member of the pool who is a peer of the respondent
1 member of the pool who is a peer of the respondent
2 members of the pool who are neither peers of the complainant nor peers of the
respondent
The hearing board should not consist of more than three members of the same sex.
Students may only be selected to serve on hearing boards in which the complainant or the
respondent is a student. The Ombudsperson and the chairperson of the Harassment and
Discrimination Committee may not serve on a hearing board.
The chairperson of the Harassment and Discrimination Committee will exclude from the
hearing board any member of the pool who is not impartial with regard to the parties to a
particular hearing or who has specific knowledge of the case in question.
g. SCHEDULING OF HEARING: The Ombudsperson shall set the date for the
formal hearing to be held no more than three weeks after the Ombudsperson’s receipt of the
complainant’s formal complaint. It is the responsibility of the Ombudsperson to notify the
complainant and respondent as to the time and place of the formal hearing.
h. WITNESS LISTS: Two working days prior to the hearing, the complainant and the
respondent will provide the Ombudsperson with a list of the witnesses who will be called to
testify at the hearing. The Ombudsperson will immediately make each list available to the
other party. Subsequent amendments to the witness lists will only be allowed at the discretion
of the chairperson of the hearing board.
i. DOCUMENTS AVAILABLE TO HEARING BOARD: Prior to commencement of
the formal hearing, each member of the hearing board will be provided with a copy of the
formal complaint, the formal response, and the witness lists.
j. PERSONS PRESENT AT THE FORMAL HEARING: The formal hearing will be
closed
to
the public. The people who may be present at the hearing are: the complainant, the
respondent, the members of the formal hearing board, the stenographer, and the witnesses
called by the complainant, the respondent, and the formal hearing board. Each witness will be
allowed to be present in the hearing room only while he or she is giving testimony. In
addition, the complainant and the respondent may each have present at the hearing one other
person (who may act as an adviser
but
who
will not be allowed to actively participate in the
hearing.)
All persons who attend the hearing will be instructed by the chairperson of the hearing board
as to the importance of confidentiality.
k. PROCEDURES GOVERNING THE CONDUCT OF THE FORMAL HEARING:
The specific details for the conduct of a particular formal hearing shall be made by the hearing
board. However, the formal hearing must be conducted as expeditiously and fairly as possible.
In addition, each hearing must comply with the following requirements:
1. RECORD OF THE PROCEEDING: A stenographic transcript will be made
to provide a permanent record of the proceeding.
2. OPENING STATEMENTS: The formal hearing will begin with an opening
statement by the chairperson of the hearing board. The complainant and the
respondent will then have the opportunity to make opening statements.
3. WITNESSES: The complainant, respondent, and hearing board will have
the
right
to call such witnesses as they deem necessary to develop the facts pertinent to
the case.
4. QUESTIONING OF WITNESSES: Formal rules of evidence shall not be
applied at the formal hearing. The complainant, respondent, and the members of the
hearing board will have the right to ask questions of any person participating in the
hearing.
5. CLOSING STATEMENTS: After all witnesses have been fully questioned,
the complainant and then the respondent will have the opportunity to make closing
statements.
6. BURDEN OF PROOF: The complainant has the burden of proving his or
her complaint by the preponderance of the evidence.
7. ISSUES AND OBJECTIONS ARISING DURING THE FORMAL
HEARING: All decisions as to any issues and objections arising during the
form
al
hearing,
including, but not limited to, whether a potential witness may testify, whether
certain documents and other real evidence are admissible, and whether certain
questions are appropriate shall be made by the chairperson of the hearing board after
consultation with the other members of the hearing board.
l. DETERMINATION BY HEARING BOARD: The hearing board will begin its
deliberations in private after the closing statements have been made. The determination that
harassment and discrimination have occurred will be made if four of the five hearing board so
find. A written statement of the determination and a copy of the stenographic record of the
hearing will be given to the president of the College (or the president’s designee) within one
week of the end of the formal hearing. Any member of the hearing board may write a
supporting or dissenting position letter which will accompany the majority determination.
m. FINAL DECISION AND CORRECTIVE ACTION: The president of the College
(or the president’s designee) will have two weeks to review the stenographic record and the
determination
of
the hearing board and to issue a final decision which will include any
corrective action which will be taken by the College.
n. NOTIFICATION AND RECORD KEEPING: The president of the College (or the
president’s designee) will send copies of the hearing board’s determination and the president’s
final decision by certified mail (return receipt requested) to the complainant and the
respondent. Additional copies will be given to the Ombudsperson and the appropriate dean or
administrator for the complainant and the respondent and will become part of the permanent
files of the complainant, the respondent, and the Ombudsperson.
V. PROCESSING AN APPEAL
a. RIGHT OF APPEAL: If the complainant or respondent is dissatisfied with the
determination of the hearing board, he or she may appeal that determination to the Appeals
Board. Such an appeal must be made in writing to the Ombudsperson within one week of the
receipt of the certified letter containing the determination of the hearing board and final
decision of
the
president.
The appeal must briefly state the basis for the dissatisfaction. The
appeal process may not be used to reconsider the facts but only to determine if there has been a
prejudicial error in applying
the
Iona College Harassment and Discrimination Policy and
Procedure at the formal hearing.
b. NOTIFICATION TO PARTY NOT FILING AN APPEAL: Upon the timely receipt
of the appeal request, the Ombudsperson will send a copy of the appeal request to the other
party. Upon receipt of that notification, that party will then have one week to file a written
reply with the Ombudsperson.
c. FORMATION AND CONSTITUTION OF APPEALS BOARD: The appeals board
will consist of one member of the Harassment and Discrimination Committee (who will serve
as the chairperson of the Appeals Board) and two members of the trained pool (described in IV
(f) above) who will be selected by the chairperson of the Harassment and Discrimination
Committee. The appeals board will consist of one peer of the complainant, one peer of the
respondent, and one person who is neither a peer of the complainant nor a peer of the
respondent. The appeals board should have no more than two members of the same
sex.
Members
of the appeals board may not have served on the formal hearing board.
d. PROCEDURES GOVERNING CONDUCT OF THE APPEALS PROCESS:
1. INFORMATION SUPPLIED TO APPEALS BOARD: The Ombudsperson
will supply the appeals board with copies of the complaint, the response, the
stenographic
recording
of the hearing, the determination of the board, the final
decision of the president, the appeal, and the reply. No new evidence may be
introduced during the appeals process.
2. TIME AND MANNER OF THE APPEALS HEARING: The
Ombudsperson will arrange for the appeals board to conduct the appeals hearing
within one week of the deadline for filing the reply. The appeals board will then
consider the materials submitted by the Ombudsperson.
e. DECISION OF THE APPEALS BOARD: The decision of the appeals board will be
submitted in writing to the president of the College (or the president’s designee) and the
Ombudsperson within one week of the end of the appeals hearing. If the appeals board
determines that there was no prejudicial error, it will affirm the hearing board’s determination.
However, if the appeals board determines that there had been a prejudicial error committed by
the hearing board, the appeals board will remand the case to the Ombudsperson for a new
hearing. If the case is remanded, a new hearing board will be formed and scheduled to hear
evidence, in accordance with the requirements contained in Section IV, within one week of the
receipt of the decision of the appeals board by the Ombudsperson.
f. NOTIFICATION OF THE DECISION OF THE APPEALS BOARD: The president
of the College will send a copy of the decision of the appeals board by certified mail (return
receipt requested) to the complainant and the respondent. Copies of the decision will also be
sent to all
parties
who received copies of the determination of the hearing board in order to be
placed in the permanent files of the complainant, the respondent, and the Ombudsperson.
g. FINALITY OF DECISION OF APPEALS BOARD: The decision of the appeals
board will constitute the final determination as to whether the formal hearing was conducted
with prejudicial error.
VI. GENERAL PROVISIONS
a. WAIVER OF TIME REQUIREMENTS: The waiver of time requirements
throughout this process may be made at the sole discretion of the Ombudsperson in those
instances where the Ombudsperson has concluded that to follow the time requirements would
be impossible or would result in unfairness. The Ombudsperson may also waive the time
requirements in those instances where the complainant and the respondent mutually consent to
the waiver.
b. PROHIBITION OF RETALIATION: No person shall be subject to discharge,
suspension, discipline, harassment, or any form of discrimination for having utilized or
assisted others in the utilization of this harassment and discrimination complaint process.
c. AVAILABILITY OF OTHER PROCEDURES: This Harassment and
Discrimination Procedure is primarily designed to handle personal harassment and
discrimination complaints initiated by individual members of the College against other
members of the College. This procedure does not preclude the College itself from initiating
actions under other appropriate procedures.
3. Guidelines on Student Participation in Established Religious Observance
It is the policy of Iona College that students should not experience adverse or prejudicial
effects
as
a result of their religious beliefs or practices. If a student notifies an instructor in
writing within fifteen days of the beginning of a semester, that he or she will be absent from
class on a particular day or days due to participation in an established religion's observance,
there will be no penalty for absence and, if an examination or other course requirement is
missed, an opportunity will be provided to satisfy the requirement.
4. Iona College's Drug and Alcohol Policy
The policy prohibits the unlawful possession, use or distribution of illicit drugs and alcohol
by students and employees on its property or as part of any of its activities.
There are many health risks that have been associated with the illicit use of drugs and the
abuse of alcohol. Some of these risks include addiction, dependence, impaired judgment,
damage to the brain, liver, lungs, stomach and central nervous system, and even death.
There are also psychological health risks involved. They include anxiety, depression,
emotional breakdown and paranoia.
Pregnant individuals have a different kind of problem. They run the risk of causing physical
and mental abnormalities that can affect the development of the fetus and the birth and
development of the child.
Failure to comply with Iona's policy and local, State and Federal laws governing the
possession, distribution and consumption of alcohol on college property or as part of college
activities constitutes a violation of the rules of conduct of the College. The same applies to
unauthorized
sale,
purchase, production, possession and distribution of controlled
substances or illegal drugs on college premises. Violations are punishable by invoking
disciplinary sanctions by Iona College. These may include referral for counseling, censure,
suspension, expulsion or
termination.
In
addition, and if necessary or appropriate, legal
action may be sought through an appropriate civil authority.
If convicted of violating local, State or Federal law regarding the possession, sale,
distribution or use of alcohol and other drugs on college property or as part of college
activities, the penalties could be a fine and/or imprisonment and/or revocation of licenses.
Please note that Iona College's drug and alcohol education, awareness, treatment and
referral
programs
are coordinated through the College Counseling Center. The Center offers
services to all members of the Iona community including students, faculty and staff.
Educational literature is distributed through the Counseling Center and the Drug and
Alcohol Educational and Awareness programs.
5. Smoking Policy
The following is the Smoking Policy of Iona College as prescribed in the New York State
Public Health Law Part 25 section 25.2.
"Except as otherwise permitted by this policy, no person shall smoke or carry a lighted
cigar, cigarette, pipe or any other form of smoking object or device in any indoor area open
to the public, including but not limited to:
(a)
Arenas, stadiums, gymnasiums, and reception areas;
(b) enclosed work areas of any type;
(c) auditoriums, classrooms, conference rooms, meeting rooms, elevators,
hallways, restrooms, and rooms or areas containing photocopying or
other equipment used in common; and
(d) the faculty and staff dining room
Smoking is permitted outside of buildings, except in areas in listing “a”, above. Employees
are encouraged to place expended smoking objects (cigarettes, cigars, etc.) in appropriate
containers which are located throughout the campus.
6. Family Educational Rights And Privacy Act Of 1974
lona College informs students of the Family Educational Rights and Privacy Act of 1974,
as
amended.
This Act, with which the institution intends to comply fully, was designated to
protect the privacy of educational records, to establish the right of students to inspect and
review their educational records, and to provide guidelines for the correction of inaccurate or
misleading data through informal and formal hearings. Students also have the right to file
complaints with the Family Educational Rights and Privacy Act Office (FERPA) concerning
alleged failures by the institution to comply with the Act.
Local policy explains in detail the procedures used by the College for compliance with the
provisions of the Act. Copies of the policy can be found in the Registrar’s Office. The
Registrar’s Office also maintains a directory of records which lists all educational records
maintained on students by this institution. Questions concerning the Family Educational
Rights
and
Privacy Act may be referred to the Registrar.
7. TITLE IX OF THE EDUCATION AMENDMENTS OF 1972 PROHIBITING SEX
DISCRIMINATION IN EDUCATION
lona College does not discriminate on the basis of sex in its educational programs
or
activities, as required by Title IX Regulations of the Education Amendments of 1972 and
Part 86 of the Regulations of the Department of Health, Education and Welfare. This
requirement not to discriminate in educational programs and activities extends to
employment therein. It is College policy that all members of the lona community are
responsible for assuring that the College is free from sexual harassment. A full description
of policies and procedures regarding College policy on sexual harassment may be obtained
in the Office of Human Resources.
For information regarding the College policy and procedures for Gender and Sexual
Harassment, please contact:
MaryEllen Callaghan
Ombudsperson for Harassment and Discrimination
McSpedon Hall, Second Floor
Office for Human Resources
(914) 633-2067
m[email protected]
8 SECTION 504 OF THE REHABILITATION ACT OF 1973 AND THE AMERICANS
WITH DISABILITIES ACT OF 1990
lona College does not discriminate on the basis of handicap against otherwise qualified
persons by excluding them from participating in, denying them the benefits of, or otherwise
subjecting
them
to
discrimination under any College program or activity. In addition, the
College provides reasonable auxiliary aids and academic adjustments without charge. For
information regarding disability accommodations for students, please contact:
Marlin Thomas
Section 504 Coordinator
Academic Resource Center, Amend Hall
(914) 633-2226
m[email protected]
For information regarding disability accommodations for staff, administration or faculty, or
for information regarding the College policy and procedures for Disability Harassment and
Discrimination, please contact:
MaryEllen Callaghan
Ombudsperson for Harassment and Discrimination
McSpedon Hall, Second Floor
Office for Human Resources
(914) 633-2067
m[email protected]
9. IMMIGRATION AND NATIONALITY ACT (RL. 87-1 95)
This school is authorized under federal law to enroll non-immigrant alien students.
Handbook
Acknowledgement
The Faculty Handbook is meant as a guide for the convenience of Iona College
Faculty
employees.
Iona College reserves the right to modify or amend insurance coverage, retirement
plan or employer
and
em
ployee
contribution, all of the aforementioned at any time
in the future without prior notice.
If you are interested in learning more about any of the topics in the Faculty
Handbook, please speak with your Chairperson, your Dean, or the Director of
Human Resources.
I have received a copy of the Iona College Faculty Handbook.
Print Name Signature
Dated: