Only full-time service in the following ranks counts in reckoning eligibility for sabbatical leaves and the permissible number of years of probationary appointment prior to the tenure decision.
Full-time faculty are appointed in the ranks of professor, associate professor, assistant professor, and instructor and in several distinguished ranks. Faculty appointments usually require that the appointees hold the terminal degree in their respective disciplines.
Full-time librarians are appointed in ranks analogous to and modeled on faculty ranks. These are: librarian, associate librarian, assistant librarian, and affiliate librarian. The status of full-time librarians holding rank under this system is closely analogous to that of full-time faculty.
Full-time instructional appointees may also include visiting faculty and lecturers. Visiting appointments are designated at an appropriate rank and are not to exceed two successive years. There are two types of lecturer appointments: convertible lecturer and nonconvertible lecturer. Lecturers are not classified as members of the faculty, but as members of the instructional staff.
A convertible lecturer appointment is awarded when a tenure-track faculty position has been authorized and advertised, but the person selected lacks the full array of credentials (e.g., the terminal degree) normally held by a tenure-probationary faculty member within the academic unit. When the appointee has obtained all of those credentials, the appointment will be converted to the tenure-track position originally authorized. The initial letter of appointment must specify the specific conditions of the conversion.
A nonconvertible lecturer appointment is awarded when a non-tenure track lecturer position has been authorized and advertised. If the academic unit should wish to convert a lecturer position to a tenure-track faculty position, it must request and receive authorization for a new and vacant faculty position. Recruitment procedures shall be those normally followed in filling tenure-track faculty vacancies. (Policy amended 3/88)
The adjunct faculty consists of those persons appointed to teach on a part-time basis. Except in rare situations approved by the vice chancellor for academic affairs, adjunct faculty members who teach undergraduate courses will have at least the master's degree, and those who teach graduate courses will have an appropriate terminal degree. Adjunct appointees normally do not enjoy all the rights and privileges of full-time faculty. Members of the adjunct faculty may hold adjunct professorial rank. Rank should be determined by the holding of an appropriate terminal degree, time in service at least equal to that required for promotion for full-time faculty members, and satisfactory performance as judged by procedures customarily applied to full-time faculty promotion cases. An adjunct professorial rank is honorific and does not confer any additional rights and privileges to the adjunct faculty member.
While the primary assignment of adjunct faculty members is teaching in the classroom and laboratory, they are also expected to participate in the student evaluation of teaching (SET) program, to hold conferences with students by appointment, to attend divisional meetings when requested, and to participate in cultural and social activities at the university if their time permits. They have an obligation to continue to read, study, and do research in the discipline they teach so that they keep abreast of new knowledge and developments in their fields.
After the chancellor explicitly authorizes a unit to commence recruitment for a new or vacant full-time academic position, a job description will be prepared before active recruitment commences. The description shall be as explicit as possible with respect to the nature of the job, the requisite qualifications, rank, possible salary range and other relevant information.
Faculty members who are appointed to chair a recruitment committee should study the Policies and Procedures Manual for a detailed description of the recruitment procedure.
Vacancies will be advertised in relevant professional journals, listed with appropriate minority and women's organizations, and listed with appropriate officials of institutions of higher education, and in the IU Professional Opportunities Bulletin.
A recruitment committee will be appointed to evaluate dossiers of all applicants. No qualified applicant may be excluded from consideration on the basis of race, ethnicity or national origin, gender, marital status, religion, physical handicap, sexual orientation, relationship to present employees, or, within the legitimate limits of university regulations, on the basis of age. Visa status may be a valid criterion, however. The committee must document its efforts and all correspondence and documents relevant to the filling of a specific position must be retained for two years.
A formal interview may be scheduled after the recruitment committee has filed a written statement (Form B) with the vice chancellor for academic affairs and the campus affirmative action officer (CAAO) indicating the procedures followed in meeting the unit's affirmative action goal. The interview may be scheduled if no objection has been lodged by the vice chancellor or the CAAO within three working days.
Only candidates who are American citizens or who hold valid permanent immigrant visas are eligible to be invited for employment interviews for full-time academic positions at IUS. The chair of the recruitment committee and the employing administrator are responsible for determining the immigration status of the candidate and enforcing this policy.
Before either a verbal offer is made or an offer letter is sent to the candidate, the vice chancellor must be satisfied that affirmative action procedures have been observed. The recommended appointment is to be made at a rank and salary and involving conditions of work commensurate with the qualifications of the candidate. It is not to be made on the basis of race, ethnicity or national origin, gender, marital status, religion, physical handicap, sexual orientation, relationship to a present employee of the university or on the basis of age.
Each tenured faculty member who receives reassigned time for research or creative work will have that reassignment reviewed by the appropriate Divisional Review Committee (DRC) at least each three years unless the faculty member has been reviewed for promotion during that period. The purpose of this review is to determine whether the reassignment should be continued. The DRC will provide a written recommendation to be submitted to the vice chancellor for academic affairs through the division dean, who will attach a recommendation.
A part-time faculty member may not teach in excess of 6 credit hours per semester, except in emergency situations, with the approval of the vice chancellor for academic affairs.
Full-time faculty members shall not devote more than an average of one day per week to outside work during the period they are on the payroll. They may engage in such outside research and consulting activities only provided the nature of the activity is compatible with the broad objectives of the university and will enhance their effectiveness as teachers and scholars. In all cases the professor's obligation to the university must take priority over any outside commitments of an income-producing character and the professor should keep the division dean informed of such activities.
In some cases the full-time faculty member may teach in excess of 12 credit hours in one semester to be offset by a reduced number of credit hours in another semester. Under these circumstances overload pay is not allowed unless the total load during the academic year exceeds 24 credit hours.
Teachers shall have full freedom of investigation, subject to adequate fulfillment of academic duties. No limitation shall be placed upon teachers' freedom of exposition of their subjects inside or outside of the classroom. Teachers should not subject students to discussion in the classroom of topics irrelevant to the content of the course. In public utterances, teachers shall be free of institutional control, but when writing or speaking as citizens, they should endeavor to avoid the appearance of speaking for the university. Teachers should recognize the obligation to be accurate, to exercise appropriate restraint, and to show respect for the right of others to express their views.
The Code of Academic Ethics in the Indiana University Academic Handbook describes in detail the rights and responsibilities of faculty members at all IU campuses and the procedures for enforcement of the code. It should be studied closely by all members of the faculty.
IU adheres to federal policies regarding research ethics and scientific misconduct. Appropriate definitions and actions are outlined in the document, Research Ethics: Policies and Procedures (September 1989), which is available from the Office of Academic Affairs.
Employees may distribute political literature on their own time and at their own expense. It should be recognized, however, that the distribution of literature that demeans or insults people on the basis of such attributes as religion, race, ethnicity, national origin, gender, sexual orientation, age, or handicap is inconsistent with the educational mission of the campus.
University facilities shall not be used for political rallies or for campaign purposes that would further the interests of the candidate or candidates of any one political party, except that the university may from time to time invite political candidates to speak at university convocations. In such cases, it is the policy of the university to extend invitations to the candidates of the different major parties on an equal basis. This rule is not interpreted as prohibiting the meeting of student political groups which are open to attendance by students, faculty and other members of IU, but which are not open to the general public.
The annual report form provides a means for faculty members to report on their teaching, research, and service activities, and suggestions for improvement of the institution.
The annual report becomes part of one's personnel file and should be written with care. It plays an important role in the evaluation of the professor for merit increases in salary, and reappointment, promotion, and tenure decisions.
The faculty member will be notified as soon as possible of a decision by the division not to recommend reappointment and will be given a copy of the Procedures for the Non-Reappointment of Non-Tenured Faculty. Upon receiving notice of a negative recommendation or decision, the faculty member may request a review of the decision through these procedures.
Notice of non-reappointment will be given:
Research and creative endeavor is encouraged and supported in various ways. Course loads may be reduced and schedules designed to accommodate the faculty member's requirements for research time within the context of the university's responsibilities for instruction. (See Section B-3 regarding faculty work assignments.) Faculty members are encouraged to apply through their respective division deans for these kinds of support.
Financial assistance is available in the form of grants-in-aid, reassigned time fellowships, and summer faculty fellowships. Faculty members are encouraged to incorporate undergraduate students into research projects as assistants and collaborators. Funding may be available for this purpose from campus and university sources. The associate vice chancellor for academic affairs can provide assistance in locating sources of support within the IU System and from government agencies and private foundations. Any faculty or staff member who is contemplating application for a grant from a government agency or a private foundation should first contact the associate vice chancellor for academic affairs. No grant proposal, including preliminary proposals, should be sent by an individual faculty or staff member directly to an agency or foundation. Such proposals must be sent by the Office of Academic Affairs to the Office of Research and the University Graduate School (RUGS) in Bloomington and must be accompanied by forms signed by administrators on this campus. Failure to comply may result in the refusal of the university to accept an award.
Further information on research support can be found in the IUS Research Policy Manual, which is available in division offices.
Library resources, including professional journals, are (or can be made) available. Although the campus library is not designed to be a research library, a central reference and distribution system and a number of interlibrary loan programs make it possible for faculty members to get needed reference works with considerable ease. For assistance, see one of the reference librarians.
The confidentiality of the dossier, particularly letters of recommendation, is the responsibility of the division dean and the review committees and any others who officially review the dossier.
The Division Review Committee (DRC) will receive and evaluate the completed dossier of each candidate and submit its recommendation to the Campus Review Committee for Promotions through the vice chancellor for academic affairs, with a copy to the division dean and to the candidate. The recommendation will include evaluations of the candidate's performance in the areas of teaching, research, and service.
At least four weeks should elapse from the time dossiers are submitted to the DRC until it transmits the dossiers to the division dean.
Divisions will attempt to avoid selecting a faculty member for any review committee in the year in which the faculty member is to be considered for promotion or tenure, and in no case shall a committee member participate in the evaluation of his or her own dossier.
recommendation to the vice chancellor for academic affairs, who will add it to the dossier. The division dean will not make a recommendation in his or her own case for promotion.
The committee will evaluate each completed dossier including the recommendations of the DRC and the division dean, and submit its recommendation to the vice chancellor for academic affairs. The CRCP's recommendation will be determined by secret ballot, following a discussion of the candidates and their qualifications, and will include each member's written evaluation of the candidate's teaching, research, and service, and a tabulation of the vote.
First option: An evaluation of satisfactory in one area An evaluation of good in a second area An evaluation of excellent in a third area
Second option: Evaluations of good in each of the three areas
First option: An evaluation of excellent in one area Evaluations of good in the other two areas
Second option: Evaluations of excellent in two areas Evaluation of satisfactory in the third area
An evaluation of excellent in one area, an evaluation of good in the other area, and an evaluation of acceptable in research or other creative work.
An evaluation of excellent in each of the two areas of teaching and service, with an evaluation of acceptable in research or other creative work.
In the case of promotion to professor, evidence of research or other creative work must also be reviewed by qualified evaluators not associated with IUS.
It is the responsibility of the candidate and the DRC to include in the dossier as much evidence as possible from which an evaluation may be made. The following is a list of possible forms of such evidence.
The principle of faculty tenure imposes reciprocal responsibilities upon the university and upon the faculty member: the university provides academic freedom and economic security; the faculty member, on the other hand, is obligated to maintain high standards of professional performance and professional ethics.
An individual appointed to the faculty for a full-time service shall be granted tenure after a probationary period of not more than seven years. This period may include full-time service with faculty rank at other institutions if similar services at IUS would have been applicable toward tenure. In case of persons with three or more years of applicable service in other institutions, a probationary period of not more than four years may be required, if agreed upon at the time of the appointment. Since the granting of tenure represents a major change in a faculty member's status, such appointment shall be specified in writing.
Early in the sixth year of service, the division dean will request the faculty member to prepare a tenure dossier using a guideline available from the
Office of Academic Affairs. The candidate has the primary responsibility for preparation of a dossier with the exception of confidential material. The division dean and the DRC may request additional dossier material.
The confidentiality of the dossier, particularly letters of recommendation, is the responsibility of the division dean and the review committees and any others who officially review the dossier.
A Division Review Committee (DRC) will be elected or appointed each year, as described in Section B-11.3. This committee will receive and evaluate the completed dossier of each candidate for tenure and submit its recommendation to the Campus Review Committee on Tenure through the vice chancellor for academic affairs, with a copy to the division dean and to the candidate. The recommendation will include evaluations of the candidate's performance in the areas of teaching, research, and service. Prior to submitting its recommendation, the DRC will invite the candidate to meet with it for the purpose of discussing the candidate's dossier. The DRC will also provide the candidate with a copy of "Policies Governing Reappointment and Non-Reappointment during Probationary Period" as found in the IU Academic Handbook.
The division dean will meet with each candidate to discuss the dossier and the dean's recommendation. The dean will submit a written recommendation to the vice chancellor for academic affairs who will add it to the dossier. A dean will not make any recommendation in his or her own case for tenure.
A Campus Review Committee for Tenure (CRCT), composed of one faculty member from each division, will be elected each year. Each division shall elect its member from among its tenured faculty members. If there are no tenured members, the member shall be elected from those furthest along the tenure track, except that a person being considered for tenure should not be selected. A division dean may not be elected to the CRCT.
The committee will evaluate each candidate's dossier, including recommendations by the Division Review Committee and division dean, and submit its recommendation to the vice chancellor for academic affairs. The CRCT's recommendation will be determined by secret ballot, following a discussion of the candidates and their qualifications, and will include each member's written evaluation of the candidate's teaching, research, and service, and a tabulation of the vote.
The vice chancellor for academic affairs will make a written recommendation to the chancellor, who in turn will prepare a recommendation to the president of the university. The chancellor will notify the candidate, the division dean, the Division Review Committee, and the Campus Review Committee for Tenure of the actions taken before the recommendations are sent to the president.
After the appropriate probationary period, tenure may be granted to those faculty members whose professional characteristics indicate that they will continue to serve with distinction in their appointed roles. Tenure means that the faculty member has become a full and permanent member of the academic body of the university and it will, generally, be conferred only to those who achieve, or give strong evidence of potential to achieve, promotion in rank according to the criteria at IUS. The granting of tenure will also reflect careful consideration of the qualifications of the faculty member in terms of the missions, professional standards, and needs of his or her division, the campus, and the university.
Faculty members have three principal academic functions: teaching, service, and research or creative work which enriches their own teaching and that of their colleagues. The sabbatical leave program enables a faculty member better to perform these functions. It provides time for research, and for its attendant travel to libraries, research centers, and to areas where field investigations may be conducted. It enables faculty members to keep abreast of developments in their fields of service to the university.
The sabbatical leave is granted on the basis of an acceptable proposal from the faculty member, indicating the manner by which these general objectives are to be achieved. It is expected that the plan will be adhered to with reasonable diligence. The faculty member should advise the Office of the Vice Chancellor for Academic Affairs and the Research and Grants Committee about any change in sabbatical plans which might occur after a sabbatical proposal has been approved. If the changes result in a completely new project, then a new proposal should be submitted for review.
Within three months after the termination of the leave, the faculty member will submit a report to the Office of the Vice Chancellor for Academic Affairs on a form designed for the purpose. One copy of this report will be delivered to the appropriate dean and one to the Office of the Vice Chancellor, and it will be available to the Research and Grants Committee for use in evaluating future applications for such leaves.
Acceptable programs for the use of time may include:
Sabbatical leave will encompass one semester at full salary or one academic year at half salary. The sabbatical leave program requires that persons on sabbatical leave devote full time to the scholarly activity for which leave is granted and will receive no salary or stipend from other sources than the university except that:
Under special circumstances permission may be granted for a faculty member to augment a full-year, half-salary sabbatical stipend through part-time teaching at a host institution. The purpose of such an exception is to make it possible for a faculty member lacking outside support to pursue an opportunity for research or creative activity during a full-year rather than a half-year sabbatical leave. The faculty member must explain in writing how the prospects for a productive sabbatical leave will be enhanced, and must specify the nature and extent of the proposed teaching. The division dean must then recommend the exception to the vice chancellor for academic affairs, who will make the final determination as to whether or not it can be allowed. Under no circumstances may total stipends, salaries, etc., exceed the salary the faculty member would have received had he or she been on normal appointment at IUS.
A faculty member is eligible for one sabbatical leave during each period of seven years full-time service (including time on sabbatical leave), following the completion of his or her first six years of full-time service. For example, a faculty member may be granted one sabbatical leave in the seventh, eighth, ninth, tenth, eleventh, twelfth, or thirteenth year of service, and one in the fourteenth, fifteenth, sixteenth, seventeenth, eighteenth, nineteenth, or twentieth year of service. Ordinarily, however, sabbatical leave will not be granted within less than four years following a preceding sabbatical leave. For example, a faculty member who is granted sabbatical leave in his or her twelfth year would not again be eligible until his or her seventeenth year. Leaves without pay do not count as part of the period by which eligibility for sabbatical leave is determined. The sabbatical leave program applies only to persons who will return to their positions at IUS for at least one academic year following a period of sabbatical leave. For example, a sabbatical leave will not be granted to a probationary faculty member who has been denied tenure or for the last year of a faculty member's service prior to retirement.
As far as possible, departmental schedules should be arranged so as to permit eligible members of the faculty to take sabbatical leaves. In order to facilitate budgeting and scheduling, faculty members should notify their division deans of their intent to apply for sabbatical leave in the spring of the year preceding their formal application. In arranging schedules, an attempt should be made to minimize the cost of substitute instruction and the disruption of the department program.
Application for leave will initiate with the eligible faculty member. In order to facilitate planning and budgeting and to assist faculty members in developing viable proposals, application is made in three stages: Advisory Notification, Preliminary Proposal, and Final Proposal. Advisory Notification is by memorandum, forms for Preliminary and Final Proposals are available from the academic affairs office. These forms are described, and the dates by which they are due are specified, in the IUS Research Policy Manual. The successive administrative stages through which proposals are routed are as follows:
The associate vice chancellor will forward the application to the Research and Grants Committee with any appropriate remarks concerning budgeting or scheduling.
The Research and Grants Committee will consider the application and formulate an appropriate recommendation for action. In arriving at its recommendation, the committee may call on the dean and other members of the applicant's division for an evaluation of the worth of the proposed project. It may also call on the dean of the division if scheduling problems are the only bar to the leave.
The committee will recommend approval or non- approval based upon the acceptability of the proposed project in terms of the criteria specified above. The applicant shall be given the opportunity to make representation to the committee, if he or she considers it advisable, to support the application. The committee will notify each applicant for sabbatical leave of its recommendation to the vice chancellor for academic affairs as soon as the committee's decision is made, and a copy of the notification will be sent to the appropriate division dean.
Notification that the committee recommends approval of application for sabbatical leave will include a statement that leave is not granted until approved by the vice chancellor for academic affairs, the chancellor, the president, and the Board of Trustees. A favorable recommendation by the vice chancellor establishes sufficient likelihood of a grant of leave so that applicants are justified in proceeding with plans and arrangements for leave.
If the cost of leave applied for or its prospective disruption of schedule appears excessive, the vice chancellor for academic affairs may, personally or through an appropriate committee, review with the division concerned problems of cost or scheduling.
In the spring semester of each academic year, the personnel office will arrange a social event to honor all employees who are retiring after ten or more years of full-time employment. Their names and dates of service will be engraved on the retirement plaque located in the lobby of the Administrative Wing of the Library.
Adjunct faculty members who are retiring after long-term service to IUS may be appropriately honored by their academic divisions.
Retired personnel who wish it will be placed on the circulation list for the student newspaper and other campus publications and receive these publications without charge. They shall also retain all faculty library privileges and, if it is desired and feasible, will be provided with an office. Office assignments will be on a space available basis and will in all likelihood be different than the office used while on active status.
Retired faculty members may be asked by the division dean to teach on an adjunct basis if their services are needed and the vice chancellor for academic affairs approves. Faculty members who retire under the 18-20 Rule after 1988, however, may not receive additional monetary compensation from IU after retirement. Teaching by retired faculty members must be approved by the Board of Trustees and is typically restricted to one course per semester. Only in cases of exceptional need, approved by the dean and the vice chancellor, will retired faculty members be asked to teach additional courses or sections.
If the faculty member is not satisfied with the decision of the division dean, he or she may appeal the decision in writing to the Divisional Grievance Committee (if one exists). If the faculty member is not satisfied with the recommendation of the grievance committee or the division dean's response to that recommendation, he or she may appeal in writing to the vice chancellor for academic affairs. If the faculty member regards the decision of the vice chancellor as unfair, he or she may appeal in writing to the Faculty Board of Review (FBR) except in promotion and tenure cases). Procedures for handling an FBR case are described in By-Law No. 3 in the Appendix. The FBR will not take appeal cases regarding promotion and tenure until after the chancellor has announced a decision on the promotion or tenure recommendation.
A discrimination grievance review should be viewed as a final attempt to settle a complaint. It is generally expected that an employee requesting a review will have previously attempted to work out a solution through discussions with the appropriate supervisors and/or through the mediative efforts of the personnel director or the campus affirmative action officer.
The campus affirmative action officer and Affirmative Action Committee will jointly prepare a list of 22 individuals to serve as Discrimination Grievance Review Examiners--1 Coordinator, 7 members of the resident faculty, 7 administrative or professional employees, and 7 classified staff employees. From this list ad hoc grievance panels will be selected to hear individual discrimination grievance cases. The composition of this list should reflect the gender and race composition of IUS employees, as well as the diversity of divisions and types of jobs on campus. Those chosen should have some understanding of and interest in discrimination problems.
The list of Discrimination Grievance Review Examiners will be submitted to the chancellor for approval. In the case of disapproval, changes will be worked out in conjunction with the campus affirmative action officer and the Affirmative Action Committee.
When the list of examiners has been decided upon (or when new members have been added), the campus affirmative action officer will conduct an orientation session to familiarize members with affirmative action regulations.
An individual will remain on the examiners list for a period of three years with renewal possible. Replacement of individual examiners will be made following the method used in preparing the original list. No person shall hear more than one case during a single academic year; however, she or he must hear that case to its conclusion. Anyone who has heard two or more cases will not be expected to serve a successive term. When a vacancy occurs, the campus affirmative action officer and the Affirmative Action Committee will recommend another person to complete the unexpired term. (The list was revised in 1989-90 and will be revised every third year thereafter.)
If a faculty member has an affirmative action grievance and, after talking to the campus affirmative action officer, wants to request a review by a panel, he or she will obtain a grievance review request form from the campus affirmative action officer and send the completed form to the coordinator of the grievance review examiners with a copy to the campus affirmative action officer. (For non-faculty employees this review corresponds to Settlement Stage IV of the Problem-Grievance Appeals Procedure approved by the Board of Trustees.) The coordinator will select three examiners to serve as an ad hoc grievance panel for that particular case. If the complainant is a faculty member, two of the panel members will be from the faculty and the third will be a non-faculty employee. If the complainant is an employee other than a faculty member, the Problem-Grievance Appeals Procedure provide that the panel will consist of one member from the same general employee category as the complainant, one administrator, and one faculty member, who will chair the panel.
The coordinator will have six working days in which to select the three members, allow for self-disqualification, and notify the chancellor and the complainant as to the composition of the panel. In an attempt to satisfy both parties regarding the composition of the panel, each party may exercise no more than two vetoes of selected panel members by written memo to the coordinator. The process of finalizing the composition of the panel is the responsibility of the coordinator and should be completed within eight working days after the initial notification.
When the panel membership is finalized, the coordinator will designate one of the three members to chair the Grievance Panel. The panel will then meet within five working days to begin its investigation of the case.
The panel's investigation of the case may include written responses from the parties involved, interviews, or hearings, the latter being a right of the complainant. The panel shall make a written report of findings and recommend a final decision to the chancellor. This report shall also be sent to the parties directly involved in the complaint and to the campus affirmative action officer.
Similar review procedures have been established for students and non-faculty employees who believe that they are victims of discrimination.
IUS does not tolerate sexual harassment of students or employees and will respond to every complaint and provide remediation when harassment is determined. Sexual harassment can be a grievous action having serious and far-reaching effects on careers and lives. False accusations can have similar impact. Thus the charge of sexual harassment is not to be taken lightly by a charging party, a respondent, or any other member of the university community.
Unwelcome sexual advances--requests for sexual favors and other verbal or physical conduct of a sexual nature--constitute sexual harassment when:
Persons who believe that they have been sexually harassed should notify one of the following: their immediate supervisor, the department head, a senior administrator, and/or the campus affirmative action officer. Because of the sensitive and discriminatory nature of charges of sexual harassment, complaint procedures will observe the following principles:
In the interest of avoiding actual or perceived conflict of interest, academic personnel should not directly supervise employees with whom they are having sexual or amorous relationships. Academic supervisors shall disqualify themselves from employment-related decisions concerning such employees and, in consultation with the employee involved and other appropriate persons, the dean of the faculties or other equivalent campus administrator shall take steps for the appointment of a surrogate supervisor.
With regard to relations with students, the term "faculty" or "faculty member" means all those who teach and/or do research at the university, including (but not limited to) tenured and tenure-track faculty, librarians, holders of research or clinical ranks, graduate students with teaching responsibilities, visiting and part-time faculty, and other instructional personnel, including coaches, advisors, and counselors.
The university's educational mission is promoted by professionalism in faculty-student relationships. Professionalism is fostered by an atmosphere of mutual trust and respect. Actions of faculty members and students that harm this atmosphere undermine professionalism and hinder fulfillment of the university's educational mission. Trust and respect are diminished when those in positions of authority abuse or appear to abuse their power. Those who abuse their power in such a context violate their duty to the university community.
Faculty members exercise power over students, whether in giving them praise or criticism, evaluating them, making recommendations for their further studies or their future employment, or conferring any other benefits on them. All amorous or sexual relationships between faculty members and students are unacceptable when the faculty member has any professional responsibility for the student. Such situations greatly increase the chances that the faculty member will abuse his or her power and sexually exploit the student. Voluntary consent by the student in such a relationship is suspect, given the fundamentally a asymmetric nature of the relationship. Moreover, other students and faculty may be affected by such unprofessional behavior because it places the faculty member in a position to favor or advance one student's interest at the expense of others and implicitly makes obtaining benefits contingent on amorous or sexual favors. Therefore, the university will view it as a violation of the Code of Academic Ethics if faculty members engage in amorous or sexual relations with students for whom they have professional responsibility, as defined in number a. or b. below, even when both parties have consented or appear to have consented to the relationship. Such professional responsibility encompasses both instructional and non-instructional contexts.
A faculty member shall not have an amorous or sexual relationship, consensual or otherwise, with a student who is enrolled in a class being taught by the faculty member or whose performance is being supervised or evaluated by the faculty member.
A faculty member should be careful to distance himself or herself from any decisions that may reward or penalize a student with whom he or she has or has had an amorous or sexual relationship, even outside the instructional context, especially when the faculty member and student are in the same academic unit or in units that are allied academically.
In fulfilling its purpose as an institution of higher education, IU has many responsibilities, one of which is that of employer. In this role, the university develops policies and practices of employment to obtain an effective staff and maintain the respect of employer and employee for each other.
One aspect of this philosophy is an Alcohol and Drug Abuse Procedure, the objectives of which are:
The university complies with the Drug-Free Workplace Act of 1988, and the federal Drug-Free Schools and Communities Act Amendments of 1989. A complete statement of the university policy together with information on the dangers of alcohol and drug abuse in the workplace and a list of campus and community resources for alcohol or drug abuse assistance or rehabilitation is available from the Human Resources Office and is published in the IUS Policy and Procedures Manual.
A reception for the entire IUS community will be held each year to recognize ten, fifteen, twenty, and twenty-five year honorees. They will receive a certificate and an IU service pin. Twenty and twenty-five year honorees will receive a gift from the university. A colored photograph, appropriately identified, of each twenty-five year veteran will be displayed in the Administrative Wing.