SECTION C: PROFESSIONAL STANDARDS, RESPONSIBILITIES AND OBLIGATIONS
TABLE OF CONTENTS
C. PROFESSIONAL STANDARDS, RESPONSIBILITIES, AND OBLIGATIONS
Academic Freedom and Responsibility
Faculty Obligation to Meet Classes
Additional Employment Policy (Overload)
Political Campaigns and Activities
Prohibition of Sexual Harassment
The faculty subscribes to the following statement developed by the AAUP (Reprinted from the autumn, 1966, AAUP Bulletin, V 52, #3, p 290-291).
I. The professor, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognizes the special responsibilities placed upon him. His primary responsibility to his subject is to seek and to state the truth as he sees it. To this end he devotes his energies to developing and improving his scholarly competence. He accepts the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. He practices intellectual honesty. Although he may follow subsidiary interests, these interests must never seriously hamper or compromise his freedom of inquiry.
II As a teacher, the professor encourages the free pursuit of learning in his students. He holds before them the best scholarly standards of his discipline. He demonstrates respect for the student as an individual, and adheres to his proper role as intellectual guide and counselor. He makes every reasonable effort to foster honest academic conduct and to assure that his evaluation of students reflects their true merit. He respects the confidential nature of the relationship between professor and student. He avoids any exploitation of students for his private advantage and acknowledges significant assistance from them. He protects their academic freedom.
III. As a colleague, the professor has obligations that derive from common membership in the community of scholars. He respects and defends the free inquiry of his associates. In the exchange of criticism and ideas he shows due respect for the opinions of others. He acknowledges his academic debts and strives to be objective in his professional judgment of colleagues. He accepts his share of faculty responsibilities for the governance of his institution.
IV. As a member of his institution, the professor seeks above all to be an effective teacher and scholar. Although he observes the stated regulations of the institution, provided they do not contravene academic freedom, he maintains his right to criticize and seek revision. He determines the amount and character of the work he does outside his institution with due regard to his paramount responsibilities within it. When considering the interruption or termination of his service, he recognizes the effect of his decision upon the program of the institution and gives due notice of his intentions.
V. As a member of his community, the professor has the rights and obligations of any citizen. He measures the urgency of these obligations in the light of his responsibilities to his subject, to his students, to his profession, and to his institution. When he speaks or acts as a private person he avoids creating the impression that he speaks or acts for his college or university. As a citizen engaged in a profession that depends upon freedom for its health and integrity, the professor has a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.
Academic Freedom and Responsibility
The Board of Trustees, at its meeting on January 27, 1971, endorsed the following as the position of the California State Universities. This definition is extracted from the 1940 Statement on Academic Freedom and Tenure of AAUP, with paragraph (c) as modified by the American Association of State Colleges and Universities.
(a) The teacher is entitled to full freedom in research and in the publication of the results, subject to the adequate performance of his other academic duties; but research for pecuniary return should be based upon an understanding with the authorities of the institution.
(b) The teacher is entitled to freedom in the classroom in discussing his subject, but he should be careful not to introduce into his teaching controversial matter which has no relation to his subject.
(c) The concept of freedom should be accompanied by an equally demanding concept of responsibility. The college or university teacher is a citizen, a member of a learned profession, and an officer of an educational institution. When he speaks or writes as a citizen, he should be free from institutional censorship or discipline, but his special position in the community imposes special obligations. As a man of learning and an educational officer, he should remember that the public may judge his profession and his institution by his utterances. Hence he 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 he/she is not an institutional spokesman.
Plagiarism whether committed by students or faculty is a gross violation of academic standards and will be treated as such (See Section F)
The calendar for the academic year is established by the President in consultation with the Academic Senate and is published in the university catalog. The State-Wide Nursing program is on a 12 month schedule. This calendar sets forth the work days for teaching faculty. Typically, the first work day of the academic year is the fall general faculty meeting and the last work day of the academic year is the day grades are due for the spring semester. Academic holidays and recesses are noted in the academic calendar.
In case of illness, sick leave may be utilized to cover absences; permission to be absent for other reasons from the first faculty meeting or from commencement must be requested from the appropriate dean. If permission is not granted, it will be necessary to dock the salary for the pay period.
(Reference: PM 77-06, 3/31/77)
The University encourages a high level of faculty participation in the ceremony on behalf of the graduates, parents, and community. Attendance of at least two-thirds of the faculty, in total and in each academic unit, will meet this objective.
(Reference: PM 77-05, 1/26/77; CSU workload policy is subject to change due to collective bargaining)
The normal workload for full-time faculty in The California State University has been fifteen semester units, of which twelve units have been typically in teaching assignments. The CSU workload policy is subject to change due to collective bargaining. With the prior approval of the Vice President for Academic Affairs or University President, as appropriate, some or all of these twelve semester units may be assigned for specified activities other than direct instruction (for example, curriculum planning). In any given semester, teaching loads may be more or less than twelve units provided they average twelve per term for the academic year. Teaching schedules are arranged in consultation with the faculty members concerned.
The remainder of the faculty workload (i.e., the three semester units above the twelve teaching units) is provided to enable faculty to hold office hours, advise students, participate on departmental, interdisciplinary, school, and all-University committees, assist in preparation of reports, etc.
Faculty Directory Cards are supplied each faculty member every semester which provide space for the class schedule and office hours of the faculty members. These forms must be posted on the faculty office doors each semester.
The faculty are also expected to be on campus and available to students and others during registration periods, examination periods, and commencement, as well as regular class days. As professionals, faculty members are expected to carry out all of their responsibilities and to be present on campus as required by these responsibilities, including scheduled classes, scheduled office hours and time required for committee assignments.
Since the University operates from 7:00 a.m. to 10:00 p.m., Monday through Saturday, faculty members may be requested at times to be available for professional duties beyond the specific times required by the scheduled obligations in the preceding sentence. School deans and department chairpersons will ensure that this policy is followed.
Faculty Responsibility to Meet Classes
The faculty is responsible for meeting all assigned duties, particularly classroom teaching. In the event an illness, emergency, authorized travel, or other contingency arises, the faculty member is to notify the department chairperson promptly.
Executive Order No. 79, issued by the Chancellor of the California State Colleges on September 26, 1969, states:
Effective on and after this date, each college president shall assure himself that his faculty maintains the highest professional standards and meets its assigned obligations to the students. Dismissal by an individual faculty member of his classes as a demonstration in support of a particular social or political movement shall be considered a violation of professional ethics and a failure or refusal to perform the normal and reasonable duties of the position, and presidents shall institute formal disciplinary proceedings in such cases.
(Reference: PM 88-04, 4/7/88)
Full-time faculty will hold office hours for four (4) hours per week. The minimum time period that can be counted as part of the required office hours is thirty (30) minutes. The periods must be held within the normal interval of instruction -- from 7:00 AM to 10:00 PM.
Office hours for part-time faculty will be on a pro rata basis, in periods of no less than thirty (30) minutes.
Exceptions to holding office hours for periods of less than thirty minutes or at times outside the normal 7:00 AM to 10:00 PM may be made only by the instructional dean. Any exceptions must be made in advance and must be of benefit to students.
If a final examination is not being given in a course, class will meet at the time and for the final examination indicated in the Schedule of Classes.
Additional Employment Policy (Overload)
"Additional Employment" is the term used to describe a compensated work assignment within the California State University which is in addition to an individual's regular CSU work assignment. Additional employment may involve work of a different nature than an employee's regular assignment, or may involve work which is supported by a funding source other than the one providing the employee's regular compensation.
Additional Employment policy affecting faculty unit employees (i.e., teaching faculty, coaches, counselors, and librarians) is contained in Article 36 of the Unit 3 Agreement. Individuals not included in Unit 3 are governed by the Additional Employment Policy expressed in FSA 82-20 (5/21/82). Questions regarding Additional Employment should be directed to the Office of Faculty Affairs.
Information regarding system wide policy on employment outside of The California State University is contained in Article 35 of the Unit 3 Agreement.
In addition, the Dominguez Hills policy stipulates that:
Consultation within her/his professional field is recognized as a legitimate activity for a faculty member of the University. Non-curricular activities of that nature should tend to improve and broaden the knowledge of the individual so engaged and bring prestige to the individual and the University. Private consulting service is proper for a member of the faculty to accept, but should not conflict with the performance of assigned academic duties.
In all private consulting engagements, the client must be informed that the faculty member is acting as a private consultant and that the University is in no way a party to the contract. No official University stationery or forms shall be used in connection with such work, nor shall the name of the University be used in advertising.
It is strongly urged that all employment outside the University by full-time members of the staff, other than that performed on an occasional basis only, be reported to the chairperson of the department and the dean of the school. Any questions on consulting services and incompatible activities should be discussed with the instructional dean of the school.
Political Campaigns and Activities
Dominguez Hills Statement of Guidelines Regarding Intervention in Political Campaigns and Attempts to Influence Legislation. (Adopted August 25, 1972 and Reaffirmed May 18, 1979)
This statement attempts to focus on certain political activities to provide more specific guidance to people than that found in the laws, Education Code, Administrative Code, Student Handbook, and other sources. The statement was adopted by the President's Council after consideration by the Student Association Council (ASI, Associated Students Inc.) and the Academic Senate with the parties recognizing that for a university to enjoy the support of a diverse citizenry it must not allow itself to be politicized and must resist efforts to associate the name of the University with certain political activity, and that members of the University community should be careful to respect the rights and freedoms of other members of the university community and the general public.
Encouragement of an interest in public affairs and the furthering of a sense of social responsibility have long been considered important elements of a liberal education. The University considers self-chosen participation in political and social action by individuals and groups to be a valuable part of education, but such activities must not, and should not, be taken to imply commitment of the University to any particular political candidate or position. It would be improper for the University to take resources from the California Treasury to spend in partisan political causes, and such a misuse of state resources would undermine the level of public support for the University and academic freedom.
1. "Candidate for public office" means an individual who offers himself, or is proposed by others, as a contestant for an elective political public office, whether such office be national, state, or local. Such a person is considered a "candidate" during the 120 days prior to any election in which the general public may vote for or against that person. Intervention in a candidate's campaign includes all actions designed to advance or injure the cause of a candidate.
2. "Attempting to influence legislation" includes either issuance of statements to the general public or the lobbying of elected public officials in an attempt to influence their votes on pending or imminent proposals, legislation or bills not directly related to the operations of the University. "Legislation" includes action by Congress, by the State legislature, by any local council or similar body, or by the public in a referendum, initiative, or constitutional amendment.
B. Any member of the University community, when supporting or opposing a candidate for political office, or taking a position attempting to influence legislation, should take special care to make it clear that he or she speaks as an individual and not for the University. As an exception in some unusual situations, people are specifically authorized to speak in the name of the University while attempting to influence legislation related to the operation of the State University System.
C. Members of the University community have the constitutionally protected right to engage in peaceful political expression, such as distributing campaign literature, so long as such activity does not disrupt the educational and administrative processes of the University.
D. Employees who take part as private individuals in political campaigns or attempt to influence legislation should do so freely on their own time and in a way that is in addition to, and not at the expense of, their regular obligations to the University and its students.
E. Faculty are cautioned to avoid asking individuals known to them to be students of the University to contribute to any fund to be used to support a particular political candidate.
F. Neither employees nor students, in connection with their classroom work, will be asked to perform tasks related to intervention in political campaigns or attempts to influence legislation while on duty or while participating in class related activities. An exception to this allows students enrolled in an appropriate course (say in political science, urban studies, sociology, etc.) on a voluntary basis to do work related to political activities as a learning experience in observation and participation. Students should be able to choose from alternative options in selecting such a project to meet a class requirement to avoid either the appearance or the fact that they have been "drafted" into a specific political activity.
G. The University name, supplies, equipment, letterhead or mailing address will not be used for political purposes, including soliciting funds or support for a candidate or a project to influence legislation unrelated to the operation, working conditions and general administration of the State University. There will be a very few exceptions. For example, it would be appropriate for the Young Democrats or Republicans of California State University Dominguez Hills, or a similarly chartered political club, to publicly endorse a candidate and use the University mailing address.
H. In recognition of the fact that the student body is a diverse group of individuals, with various political views, student body organization funds collected through mandatory fees will not be used to support or oppose political issues or candidates. One exception would allow a political candidate, invited by the Student Council to deliver a lecture, to be reimbursed actual expenses (local transportation, lunch, etc.) with the advance permission of a majority vote of the ASI in a regular meeting. Note that the vote in such a case only determines the question of reimbursement of expenses and does not determine who can be invited and allowed to speak on the campus generally. On that issue, see paragraph I. A second exception allows the ASI, as an entity, to reasonably represent the students' point of view in public affairs lobbying and matters directly related to the ASI's programs, status, and ability to operate. Individual students, as distinct from the ASI, who wish to donate their own effort, time, and money to political causes are free to do so, but they are not free to use, for partisan political purposes, money that was garnered from their fellow students in the form of mandatory student fees.
I. The policy and procedures about "Guest Speakers" in the Student Rights and Responsibilities Handbook will be followed, including the understanding that an invitation to a guest speaker does not imply the approval of his views by the sponsoring group or the University.
J. The listing of the preceding items are illustrative and of course do not exhaust the scope of Section 22605 of the California Education Code that requires that The California State University be entirely independent of all political influence in the administration of its affairs.
Prohibition of Sexual Harassment
(Reference: PM 88-11, November 11, 1988)
It is the policy of The California State University that each campus and the Office of the Chancellor maintain a working and learning environment free from sexual harassment of its students, employees, and those who apply for student or employee status. All students and employees should be aware that The California State University is concerned and will take action to eliminate sexual harassment.
Sexual harassment includes such behavior as sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature directed towards an employee, student, or applicant when one or more of the following circumstances are present:
Submission to or toleration of the conduct is an explicit or implicit term or condition of appointment, employment, admission, or academic evaluation;
Submission to or rejection of such conduct is used as a basis for a personnel decision or an academic evaluation affecting an individual;
The conduct has the purpose or effect of interfering with an employee's work performance, or creating an intimidating, hostile, offensive, or otherwise adverse working environment;
The conduct has the purpose or effect of interfering with a student's academic performance, creating an intimidating, hostile, offensive, or otherwise adverse learning environment, or adversely affecting any student.
In determining whether conduct actually constitutes sexual harassment, the circumstances surrounding the conduct will be carefully considered.
In order to ensure adherence with the policy of The California State University, the following have been designated to be responsible for receiving informal and formal complaints of sexual harassment on this campus: Vice President, Student Affairs, four women faculty members, Affirmative Action Officer, one woman representative of the Personnel Office.
Individuals to be responsible for receiving informal and formal complaints of sexual harassment not identified by virtue of office title will be appointed to three-year terms by the President after consultation with the Affirmative Action Officer, the Vice President for Student Affairs, and others.
The decision to proceed with an investigation or to begin disciplinary action cannot depend on the specific consent of the individual alleging sexual harassment. The university has the obligation to provide a bias-free environment. It must take some--usually general--action to reduce the possibility of objectionable behavior. However, the university's response usually need not single out the accused individual and the complainant can remain anonymous.
Inquiries and informal complaints will be handled on an individual basis taking into account several factors, including the seriousness of the allegation. The individuals designated above cannot give assurance of anonymity nor can they promise that no action will be taken without the expressed approval or permission of any complainant (PM 88-11, November 11, 1988).
An exception to the above is the case where a complainant discusses a sexual harassment problem with a campus psychological counselor or psychiatric consultant within the context of a counseling session. In this instance, such discussions will remain confidential, unless the complainant waives the confidentiality privilege. Such counseling is available to students at the Student Development Office, SCC C-128, (516-3625). Faculty and staff may be eligible for counseling services through their individual health plans.
In most instances, efforts will be made to resolve sexual harassment allegations in an informal manner to avoid embarrassment for the parties involved. In other cases, formal action may be necessary if the person being harassed is not satisfied with the results of the informal process.
Time-Frames for Filing: Employees in collective bargaining units 2. 5, 7, and 9 (Health Care Support, Operations Support, Clerical, and Technical Support) may initiate an informal complaint within 21 days of the alleged act of sexual harassment.
Students and employees not covered by a union contract may initiate an informal complaint within 35 days of the alleged act of sexual harassment.
A formal complaint may be initiated by employees or students when informal action is inadequate or not appropriate. Specific procedures are to be utilized by unionized and non-unionized employees and students.
Time-Frames for Filing: Employees in collective bargaining units 2, 5, 7 and 9 (Health Care Support, Operations Support, Clerical, and Technical Support ) may initiate a formal complaint within 30 days of the alleged act of sexual harassment.
Students and employees in units 1, 3, 4, 6, 8, confidential employees and management personnel may file a formal written complaint under CSU Executive Order 419* within 42 days of the alleged act of sexual harassment. Such formal complaints filed under this executive order may be filed with any of the designated persons listed in this policy on behalf of the President who will refer it to the appropriate administrator (normally the Associate Vice-President of Faculty Affairs or the Affirmative Action Officer) for investigation and resolution.
* * * * * *
Sexual harassment is considered a serious matter. Where the facts support the allegations, all appropriate measures including disciplinary actions, where necessary, will be taken under the direction of the President.
In order to provide more information on this subject, written guidance will be distributed and training sessions will be announced periodically by University administration. Attendance at these sessions is considered an employment obligation of University employees.
Cooperation from the entire University community is essential to insure full compliance with this sexual harassment policy and the procedures established for handling any complaints.
*CSU System wide Grievance Procedure - Discrimination Complaints for Employees Not Covered by Existing Regulation, July 1, 1983. A copy may be obtained from the Office of Affirmative Action, or the Office of the Associate Vice-President of Faculty Affairs, ERC A-513.
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