Any tenured faculty member who has served for ten or more years in a full-time faculty position at NC State University is eligible for emeritus/emerita status. Any professional track faculty member who has served for ten or more years in a full-time faculty position at NC State University is eligible for emeritus/emerita status. Upon recommendation of the Chancellor, the Board of Trustees may make exceptions to these eligibility requirements and grant emeritus/emerita status in cases of exceptio
Emeritus/emerita faculty who have accepted duties and responsibilities assigned by an NC State administrative unit are to be provided office space and support consistent with those responsibilities and duties. For those who wish to remain active in scholarly or other creative work and/or service to the University without accepting assigned duties and responsibilities, efforts should be made to provide office space and all generally available services.
Procedures for granting emeritus/emerita faculty status are available through the Office of the Provost.
Section 2 of the policy outlines the responsibilities and privileges of emeritus/emerita faculty status.
Can emeritus/emerita faculty vote on personnel decisions? No, emeritus/emerita faculty are not Departmental Voting Faculty and may not vote on any personnel decisions (appointment, reappointment, promotion and tenure, or post-tenure review).
The purpose of this policy is to provide an internal university process for the good faith resolution of employment-related faculty issues
The Chancellor shall issue the final decision for any Non-Reappointment Review or Grievance if the matter proceeds to a Non-Reappointment Review or Grievance Panel Hearing
Membersip criteria for the faculty grievance/review committee chair
Membersip criteria for the faculty grievance/review committee
Any faculty member may seek redress through an employment-related grievance pursuant to Section 607 of The Code during the faculty member’s employment at NC State (“Grievance”). Types of grievances include general and post-tenure review. The purpose of grievances and Discharge/Imposition of Serious Sanctions is included in this section.
Within the University, important faculty personnel decisions are based on evaluations of performance rendered by a candidate’s colleagues and supervisors, who are in the best position to make such judgments. The academic review process seeks to obtain the collective good faith professional academic judgment of the candidate’s colleagues and administrators as the basis for personnel decisions. This section includes criteria and procedures for non-reappointment review.
Procedures for grievances and non-reappointment reviews
The Faculty Grievance/Review Committee Chair, together with the Chair of the Faculty, shall make an annual report to the Faculty Senate and the Chancellor concerning the Non-Reappointment Review and Grievance process.
This policy serves to uphold the university’s high standards of professional and ethical conduct, specifically with respect to interpersonal relationships. The intent of this policy is to provide assurance that all students and employees are able to learn or work in an environment where they can be objectively supervised, instructed, or evaluated.
A relationship when two individuals voluntarily engage in a romantic partnership