Responsibility that includes, but is not limited to, teaching a course; directing an independent study, thesis, or dissertation; participating on a graduate advisory committee; employing a teaching or research assistant; making decisions regarding grades, honors, or degrees; considering disciplinary action for a student; or any other action that assesses, determines, or influences academic performance, progress, or potential.
Upon hire (new employee) or academic enrollment (student), or a change in an individual’s status, an individual has a duty to disclose the conflict of interest by contacting the Office for Institutional Equity and Diversity (OIED). Failure to disclose in a timely manner shall constitute a violation of this policy.
OIED will oversee the development, approval and monitoring of a conflict management plan to avoid a policy violation.
A relationship when two individuals voluntarily engage in a romantic partnership
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.
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.
Procedures for grievances and non-reappointment reviews
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.
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.
Membersip criteria for the faculty grievance/review committee
Membersip criteria for the faculty grievance/review committee chair
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
The purpose of this policy is to provide an internal university process for the good faith resolution of employment-related faculty issues
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).
Section 2 of the policy outlines the responsibilities and privileges of emeritus/emerita faculty status.
