2014-2015 FACULTY HANDBOOK · 2014-2015 FACULTY HANDBOOK. TABLE OF CONTENTS INTRODUCTION TO THE CABRINI COLLEGE FACULTY HANDBOOK ... 2.9.14 Solicitations and Personal Business

2014-2015 FACULTY HANDBOOK

TABLE OF CONTENTS

INTRODUCTION TO THE CABRINI COLLEGE FACULTY HANDBOOK ............................................................................................................................ i-vii

CHAPTER 1: ADMINISTRATIVE AND GOVERNANCE STRUCTURES Introduction .......................................................................................................................................... 1 1.0.0 Administrative Structure .................................................................................................... 1 1.0.1 President of the College ..................................................................................................... 1 1.0.2 President's Cabinet ............................................................................................................. 2 1.0.3 Provost and Vice President for Academic Affairs ......................................................... 2 1.0.4 Dean for Academic Affairs ............................................................................................... 3 1.0.5 Department Chairs ............................................................................................................. 4 1.0.6 Program Coordinators ....................................................................................................... 6 1.0.7 The Faculty .......................................................................................................................... 6 1.0.8 Director of the Library ....................................................................................................... 7 1.0.9 Registrar................................................................................................................................ 7 1.0.10 Director of Institutional Research .................................................................................... 8 1.0.11 Coordinator of First-Year Advising ................................................................................. 8 1.0.12 Standing Committees of the College................................................................................ 9 1.0.13 Task Forces, Ad Hoc Committees, and/or Active Rosters ....................................... 10 1.0.14 Administrative Subcommittees and Boards Within the Governance Structure ...... 10 1.1.0 Governance Structure ...................................................................................................... 11 1.1.1 Overview of Shared Governance at the College .......................................................... 11 1.1.2 The Board of Trustees ..................................................................................................... 12 1.1.3 President of the College ................................................................................................... 13 1.1.4 Provost and Vice President for Academic Affairs ....................................................... 13 1.1.5 Faculty Cabinet .................................................................................................................. 13 1.1.6 Faculty Assembly .............................................................................................................. 14 1.1.7 Organizational Chart for the System of Shared Governance in Which Faculty

Have Unique and Significant Responsibilities .............................................................. 17 1.1.8 Academic Planning Committee ...................................................................................... 18

1.1.8.1 Technology Subcommittee ....................................................................................... 19 1.1.8.2 New Programs Board ................................................................................................ 20 1.1.8.3 Program Review Board ............................................................................................. 21 1.1.8.4 Nominating and Appointment Board ..................................................................... 22

1.1.9 College Council ................................................................................................................. 24 1.1.9.1 Assessment Subcommittee (Student Learning Outcomes) ..................................... 25 1.1.9.2 Undergraduate Curriculum Subcommittee (Majors and Core) ............................... 26 1.1.9.3 Graduate Council Subcommittee (Graduate Programs) .......................................... 28 1.1.9.4 Academic Honesty Board ............................................................................................ 29 1.1.9.5 Academic Review Board............................................................................................... 30 1.1.9.6 Student Grievance Board ............................................................................................. 30

1.1.10 Faculty Development and Advancement Committee ................................................. 31 1.1.10.1 Faculty Development Subcommittee ...................................................................... 33 1.1.10.2 Faculty Professional Topics Subcommittee ........................................................... 34 1.1.10.3 Faculty Grants, Initiatives, and Sabbaticals Subcommittee ................................. 35

1.1.10.4 Promotion and Tenure Board .................................................................................. 36

CHAPTER 2: INSTITUTIONAL POLICIES 2.0.0 Introduction ....................................................................................................................... 38 2.1.0 Equal Employment Opportunity ................................................................................... 38 2.1.1 Nondiscrimination Policy ................................................................................................ 38 2.1.2 Americans with Disabilities Act ...................................................................................... 38 2.2.0 Harassment and Sexual Harassment Policy and Procedure ....................................... 39 2.2.1 Definition of Harassment ................................................................................................ 39 2.2.2 Definition of Sexual Harassment ................................................................................... 39 2.2.3 Academic Freedom and Harassment/Sexual Harassment ......................................... 40 2.2.4 The Complaint Process Overview ................................................................................. 40

2.2.4.1 What Employees Should Do If They Are Victims of Harassment ........................ 41 2.2.5 Harassment Resolution Process ..................................................................................... 41

2.2.5.1 Informal Process............................................................................................................ 41 2.2.5.2 Formal Resolution Process .......................................................................................... 42 2.2.5.3 Discrimination and Harassment Resolution Committee (DHRC) ........................ 42

2.2.5.3.1 Composition of the Discrimination and Harassment Resolution Committee 42 2.2.5.3.2 Procedure ................................................................................................................. 42 2.2.5.3.3 Appeals Process ...................................................................................................... 44

2.2.5.4 Consensual Amorous Relationships Policy ............................................................... 44 2.3.0 Human Resources Employment Policies ...................................................................... 45 2.3.1 Hiring Procedures ............................................................................................................. 45 2.3.2 Posting/Advertising Positions ........................................................................................ 45 2.3.3 Search Committees ........................................................................................................... 45 2.3.4 Background Check Policy ................................................................................................ 46 2.3.5 Employment of Relatives ................................................................................................ 46 2.3.6 Employment References .................................................................................................. 46 2.3.7 Offer of Employment ...................................................................................................... 47 2.3.8 Employment Categories ................................................................................................... 47 2.3.9 Exempt and Non-Exempt Pay Status ............................................................................ 47 2.3.10 Date of Hire/Bridging of Service ................................................................................... 48 2.3.11 Access To Personnel Files ............................................................................................... 48 2.3.12 Personnel Data Changes .................................................................................................. 48 2.3.13 Voluntary Termination of Employment ....................................................................... 48 2.4.0 New Employee Policies ................................................................................................... 49 2.4.1 CabriniOne ........................................................................................................................ 49 2.4.2 Identification Card ............................................................................................................ 49 2.4.3 Key Policy .......................................................................................................................... 49 2.4.4 New Employment............................................................................................................. 50 2.4.5 New Employee Orientation ............................................................................................ 50 2.4.6 Parking Regulations and Vehicle Registration .............................................................. 50 2.5.0 Benefits Policies ................................................................................................................ 50 2.5.1 Mandatory Benefits ........................................................................................................... 50

2.5.1.1 COBRA Statement .................................................................................................... 50 2.5.1.2 Social Security Benefits ............................................................................................. 52 2.5.1.3 Unemployment Benefits ........................................................................................... 52

2.5.1.4 Worker's Compensation ............................................................................................ 52 2.5.2 College-Funded Plans ....................................................................................................... 53

2.5.2.1 Benefit Eligibility ........................................................................................................ 53 2.5.2.2 College-Funded Benefits ........................................................................................... 53 2.5.2.3 Voluntary Benefits ..................................................................................................... 54

2.5.3 Other College Benefits ..................................................................................................... 54 2.5.3.1 Library ............................................................................................................................. 54 2.5.3.2 Bookstore .................................................................................................................... 54 2.5.3.3 Dixon Athletic Center ............................................................................................... 54 2.5.3.4 Campus Shuttle .......................................................................................................... 55 2.5.3.5 The Children's School ............................................................................................... 55

2.6.0 Compensation Policies ..................................................................................................... 55 2.6.1 Compensation Philosophy............................................................................................... 55 2.6.2 Payment of Salary ............................................................................................................. 55 2.6.3 Child-Supporting Requirements ..................................................................................... 56 2.7.0 Health and Safety Policies ............................................................................................... 56 2.7.1 AIDS and HIV Policy ...................................................................................................... 56 2.7.2 Bloodborne Pathogens ..................................................................................................... 57 2.7.3 Communicable Diseases Policy ...................................................................................... 57 2.7.4 Drug- and Alcohol-Free Workplace Policy .................................................................. 58 2.7.5 Inclement Weather Policy ................................................................................................ 61

2.7.5.1 College Closings ......................................................................................................... 61 2.7.5.2 Delayed Opening ....................................................................................................... 62

2.7.6 Occupational Safety and Health Act (OSHA) Information ....................................... 62 2.7.7 Service Animal Policy ....................................................................................................... 63 2.7.8 Smoking Policy .................................................................................................................. 63 2.7.9 Workplace Violence Prevention Policy ......................................................................... 63 2.8.0 Leave Policies .................................................................................................................... 64 2.8.1 Bereavement Leave ........................................................................................................... 64 2.8.2 Family and Medical Leave Act (FMLA) ........................................................................ 65 2.8.3 Jury Duty and Legal Proceedings ................................................................................... 66 2.8.4 Military Leave .................................................................................................................... 66 2.8.5 Sick Leave .......................................................................................................................... 67 2.9.0 Other General Policies ..................................................................................................... 68 2.9.1 Acceptable Use Policy ...................................................................................................... 68 2.9.2 Cell Phone Use Policy ...................................................................................................... 68 2.9.3 Children in the Workplace Policy ................................................................................... 68 2.9.4 College-Sponsored Events .............................................................................................. 68 2.9.5 Confidential Information ................................................................................................. 68 2.9.6 Crime Reporting ................................................................................................................ 69 2.9.7 Fundraising ........................................................................................................................ 69 2.9.8 General College Insurance............................................................................................... 69 2.9.9 Gifts From Vendors ......................................................................................................... 70 2.9.10 Health Insurance and Portability and Accountability Act (HIPPA) Rights ............. 70 2.9.11 HIPPA Privacy and Security Compliance ..................................................................... 71 2.9.12 Media/Marketing/Communications Information ....................................................... 72 2.9.13 Political Activity ................................................................................................................ 72 2.9.14 Solicitations and Personal Business ................................................................................ 72

2.9.15 Use of College Property ................................................................................................... 72 2.10.0 Student Employment Policies ......................................................................................... 73 2.11.0 Whistleblower Policy ........................................................................................................ 73

CHAPTER 3: FACULTY PERSONNEL POLICIES 3.0.0 Introduction ....................................................................................................................... 74 3.1.0 Academic Integrity ............................................................................................................ 74 3.1.1 Academic Freedom ........................................................................................................... 74 3.1.2 Professional Ethics ........................................................................................................... 75 3.1.3 Academic Honesty Policy of Cabrini College ............................................................... 76 3.2.0 Types of Faculty Appointments ..................................................................................... 76 3.2.1 Regular Faculty .................................................................................................................. 76

3.2.1.1 Instructor ..................................................................................................................... 76 3.2.1.2 Assistant Professor .................................................................................................... 76 3.2.1.3 Associate Professor .................................................................................................... 77 3.2.1.4 Professor ..................................................................................................................... 77

3.2.2 Part-time Faculty ............................................................................................................... 77 3.2.2.1 Lecturer........................................................................................................................ 77

3.2.3 Additional Faculty Types ................................................................................................. 77 3.2.3.1 Administrative Faculty .............................................................................................. 77 3.2.3.2 Visiting Faculty ........................................................................................................... 77 3.2.3.3 Professors Emeriti ..................................................................................................... 78

3.3.0 Types of Contracts ........................................................................................................... 78 3.3.1 Tenure-Track Contracts ................................................................................................... 78

3.3.1.2 Tenure .......................................................................................................................... 78 3.3.1.3 Three-Year Rolling Contracts .................................................................................. 78 3.3.1.4 Determination of Tenure/Rolling Contract Status ............................................... 78 3.3.1.5 Institutional Criteria for Determination of Tenure vs. Rolling Contract Status79

3.3.2 Non-tenure Track Contracts ........................................................................................... 79 3.3.3 Personnel Files .................................................................................................................. 79 3.4.0 Search and Appointment of Faculty .............................................................................. 80 3.4.1 Full-Time Appointments ................................................................................................. 80 3.4.2 One-Year Appointments ................................................................................................. 81 3.4.3 Part-Time Appointments – General Undergraduate Faculty ..................................... 82

3.4.3.1 Policy on the Appointment of Retired Faculty Members for Short-Term, Part-Time Teaching Assignments .............................................................................. 82

3.4.4 Part-Time Appointments – Graduate Studies Faculty ................................................ 83 3.4.5 Summer Session Appointments ...................................................................................... 83 3.4.6 Faculty Vacancy................................................................................................................. 83 3.5.0 Evaluation, Reappointment, Tenure/Rolling Contract and Promotion ................... 83 3.5.1 Evaluation Tools ............................................................................................................... 83

3.5.1.1 SIRS .............................................................................................................................. 83 3.5.2 Tenure/Rolling Contract Faculty – Probationary Faculty Reappointment and

Tenure ................................................................................................................................. 84 3.5.2.1 First-Year Review ....................................................................................................... 85 3.5.2.2 Second-Year Review .................................................................................................. 85 3.5.2.3 Third-Year Review ..................................................................................................... 86

3.5.2.4 Fourth-Year Review .................................................................................................. 87 3.5.2.5 Fifth-Year Review ...................................................................................................... 88 3.5.2.6 Sixth-Year Tenure/Rolling Contract Review......................................................... 88 3.5.2.7 Tenure/Rolling Contract Portfolio Evaluation Guidelines ................................. 90 3.5.2.8 Alternate Review Schedules ...................................................................................... 91 3.5.2.9 Evaluation Materials .................................................................................................. 92

3.5.3 Tenure/Rolling Contract Anniversary Update ............................................................. 92 3.5.3.1 Annual Update Requirements .................................................................................. 92 3.5.3.2 Five-Year Anniversary Update Conference ........................................................... 92

3.5.4 Promotion in Professional Faculty Ranks ..................................................................... 93 3.5.4.1 Instructor to Assistant Professor ................................................................................ 93 3.5.4.2 Assistant Professor to Associate Professor ............................................................ 93 3.5.4.3 Associate Professor to Full Professor ..................................................................... 93

3.5.5 Non-tenure/Rolling Contract Track Reappointment and Review ............................ 93 3.5.6 Part-time Faculty Reappointment and Review ............................................................. 93 3.6.0 Separation/Termination of Employment ..................................................................... 94 3.6.1 Voluntary Separation ........................................................................................................ 94

3.6.1.1 Retirement ................................................................................................................... 94 3.6.1.2 Resignation .................................................................................................................. 94

3.6.2 Involuntary Separation ..................................................................................................... 94 3.7.0 Faculty Workload and Working Conditions ................................................................. 95 3.7.1 Full-time Faculty ............................................................................................................... 95

3.7.1.1 Term of Employment................................................................................................ 95 3.7.1.2 Teaching ...................................................................................................................... 95

3.7.1.2.1 Teaching Load ......................................................................................................... 95 3.7.1.2.2 Teaching Responsibilities ...................................................................................... 96

3.7.1.3 Advising ....................................................................................................................... 96 3.7.1.4 Service .......................................................................................................................... 97

3.7.1.4.1 Departmental Service ............................................................................................. 98 3.7.1.4.2 College Service ........................................................................................................ 98

3.7.1.5 Professional Development and Scholarship .......................................................... 98 3.7.1.6 Outside Employment ................................................................................................ 98

3.7.2 Part-Time Faculty ............................................................................................................. 98 3.7.2.1 Term of Employment................................................................................................ 98 3.7.2.2 Teaching ...................................................................................................................... 98

3.7.2.2.1 Teaching Load ......................................................................................................... 98 3.7.2.2.2 Teaching Responsibilities ...................................................................................... 99

3.7.3 Department Chairs ........................................................................................................... 99 3.7.3.1 Duties and Responsibilities ....................................................................................... 99

3.7.4 Program Coordinators ..................................................................................................... 99 3.7.5 Working Conditions ......................................................................................................... 99 3.7.6 Institutional Review Board Policy .................................................................................. 99

3.7.6.1 Institutional Review Board Membership .............................................................. 100 3.7.7 Intellectual Property Statement..................................................................................... 100 3.8.0 Faculty Compensation.................................................................................................... 102 3.8.1 Full-time Faculty ............................................................................................................. 102 3.8.2 Annual Salary and Benefits ............................................................................................ 102 3.8.3 Teaching Overload ......................................................................................................... 103

3.8.4 Additional Duties ............................................................................................................ 103 3.9.0 Faculty Development ..................................................................................................... 104 3.9.1 Orientation ....................................................................................................................... 104 3.9.2 Faculty Development Workshops ................................................................................ 104 3.9.3 Faculty Development Funding ..................................................................................... 104 3.9.4 Sabbatical Leave .............................................................................................................. 105

3.9.4.1 Eligibility .................................................................................................................... 105 3.9.4.2 Procedure .................................................................................................................. 106 3.9.4.3 Salary .......................................................................................................................... 106 3.9.4.4 Grounds For Refusal ............................................................................................... 106 3.9.4.5 Service to College ..................................................................................................... 106

3.9.5 Professional Leave of Absence ..................................................................................... 107 3.10.0 Grievance ......................................................................................................................... 107

3.10.1 Faculty Grievance Committee ................................................................................ 107 3.10.2 Faculty Grievance Committee Membership ........................................................ 107 3.10.3 Process for Filing a Grievance ............................................................................... 107 3.10.4 The Hearing Committee ......................................................................................... 108 3.10.5 Hearing Committee Process ................................................................................... 108 3.10.6 Timeline/Process for Appeal of the Hearing Committee’s Decision .............. 109 3.10.7 Faculty Grievance Committee Procedures in Special Cases .............................. 110 3.10.8 Responsibilities and Legal Rights for All Parties in All Grievances ................. 111

3.11.0 Conclusion ....................................................................................................................... 111

CHAPTER 4: ACADEMIC POLICIES AND PROCEDURES 4.0.0 Academic Advising/Rostering ...................................................................................... 112 4.0.1 Academic Advising ......................................................................................................... 112 4.0.2 Adding a Course After the Free Add/Drop Period .................................................. 112 4.0.3 Cancellation of Courses ................................................................................................. 112 4.0.4 Classification of Students ............................................................................................... 113 4.0.5 Cooperative Education and Career Services ............................................................... 113 4.0.6 Cross Registration with Southeastern Pennsylvania Consortium for Higher

Education (SEPCHE) .................................................................................................... 113 4.0.7 Departments .................................................................................................................... 113 4.0.8 Enrichment Electives ..................................................................................................... 113 4.0.9 Free Add/Drop Period .................................................................................................. 113 4.0.10 Honors Program ............................................................................................................. 113 4.0.11 Leave of Absence and Involuntary Leave of Absence .............................................. 113 4.0.12 Pass/Fail ........................................................................................................................... 113 4.0.13 Registration ...................................................................................................................... 113 4.0.14 Resumption of Study ...................................................................................................... 113 4.0.15 Transcripts ....................................................................................................................... 113 4.0.16 Withdrawals ..................................................................................................................... 113 4.0.17 Withdrawing and Adding a Course After the Free Add/Drop Period ................... 113 4.1.0 Academic Program ......................................................................................................... 114 4.1.1 Academic Offerings ........................................................................................................ 114 4.1.2 Approval of New Academic Offerings ....................................................................... 114 4.1.3 Auditing ............................................................................................................................ 114

4.1.4 Concentrations ................................................................................................................ 114 4.1.5 Conferring of Degrees ................................................................................................... 114 4.1.6 General Education Program ......................................................................................... 114 4.1.7 Course Numbering and Prefix System ........................................................................ 114 4.1.8 Course Waivers ............................................................................................................... 114 4.1.9 Credit Load ...................................................................................................................... 114 4.1.10 Declaring a Major/Minor .............................................................................................. 114 4.1.11 Degree Requirements ..................................................................................................... 114 4.1.12 Degrees ............................................................................................................................. 114 4.1.13 Exploration Courses ....................................................................................................... 114 4.1.14 Graduate and Post-Baccalaureate Courses .................................................................. 114 4.1.15 Independent Study .......................................................................................................... 115 4.1.16 Majors ............................................................................................................................... 115 4.1.17 Participation in Graduation Ceremonies ..................................................................... 115 4.1.18 Placement for General Education Program Literacies .............................................. 115 4.1.19 Repeating a Course ......................................................................................................... 115 4.1.20 Requirements for a Degree ............................................................................................ 115 4.1.21 Special Studies Options .................................................................................................. 115 4.1.22 Studying at Another College ......................................................................................... 115 4.1.23 Summer School ............................................................................................................... 115 4.2.0 Student Evaluation ......................................................................................................... 115 4.2.1 Academic Grievance Procedure ................................................................................... 115 4.2.2 Academic Honesty .......................................................................................................... 115 4.2.3 Academic Progress ......................................................................................................... 116 4.2.4 Academic Warning, Probation and Dismissal ............................................................ 116 4.2.5 Assessment of Prior Learning ....................................................................................... 116 4.2.6 Change of Grade Policy ................................................................................................. 116 4.2.7 General Education Program Requirements/Student Progress Record .................. 116 4.2.8 Examinations (Student) .................................................................................................. 116 4.2.9 Examinations ................................................................................................................... 116 4.2.10 Grading Standards for Undergraduate Courses ......................................................... 116 4.2.11 Grading System ............................................................................................................... 116 4.2.12 Pass/Fail ........................................................................................................................... 116 4.2.13 Student Assessment ........................................................................................................ 116

4.2.13.1 Grading System ........................................................................................................ 116 4.2.13.2 Confidentiality of Grades ........................................................................................ 116 4.2.13.3 Change of Grade Policy .......................................................................................... 117 4.2.13.4 Warning Notices....................................................................................................... 117 4.2.13.5 First-Year Student Evaluations .............................................................................. 117 4.2.13.6 Intercollegiate Athlete Evaluations ....................................................................... 117 4.2.13.7 Incomplete “I” Grades ............................................................................................ 118 4.2.13.8 Grade Submission .................................................................................................... 118 4.2.13.9 Final Grade Grievance Policy ................................................................................ 118

4.3.0 The Classroom ................................................................................................................ 118 4.3.1 Academic Support Services ........................................................................................... 118 4.3.2 Accommodations for Students with Disabilities ........................................................ 118

4.3.2.1 Typical Accommodations ....................................................................................... 119 4.3.2.2 Assessment Accommodations ............................................................................... 119

4.3.2.3 Recording Agreement .............................................................................................. 120 4.3.2.4 Timely Notification .................................................................................................. 120 4.3.2.5 Confidentiality .......................................................................................................... 120 4.3.2.6 Appeals ...................................................................................................................... 120 4.3.2.7 Referrals ..................................................................................................................... 120 4.3.2.8 Syllabus ...................................................................................................................... 120

4.3.3 Class Attendance by Students ....................................................................................... 120 4.3.3.1 Short-Term Absences .............................................................................................. 121 4.3.3.2 Long-Term Absences .............................................................................................. 121 4.3.3.3 Intercollegiate Athletes ............................................................................................ 121 4.3.3.4 Non-Attendance Forms .......................................................................................... 121 4.3.3.5 Classroom Attendance Recorded .......................................................................... 122 4.3.3.6 Class Cancellation .................................................................................................... 122 4.3.3.7 Schedule conflicts and absences ............................................................................ 122

4.3.4 Classroom Management................................................................................................. 123 4.3.5 Course Syllabus Policies ................................................................................................. 123

4.3.5.1 Organization of Syllabus ......................................................................................... 123 4.3.5.2 Student-Learning Outcomes .................................................................................. 123 4.3.5.3 Changes to Syllabus ................................................................................................. 123 4.3.5.4 Submission of Syllabus ............................................................................................ 124

4.3.6 Enrollment Verifications ............................................................................................... 124 4.3.7 Field Trips ........................................................................................................................ 124

4.3.7.1 Procedures for Faculty-Led, College-Sponsored Field Trips ............................ 124 4.3.7.2 Waiver of Responsibility ......................................................................................... 124 4.3.7.3 Use of Personal Vehicles ........................................................................................ 124 4.3.7.4 Use of College Vans ................................................................................................ 124 4.3.7.5 Educational Programming Board .......................................................................... 125

4.3.8 Ordering Course Materials ............................................................................................ 125 4.4.0 Miscellaneous ................................................................................................................... 125 4.4.1 Academic Honors and Awards ..................................................................................... 125 4.4.2 Academic Review Committee ....................................................................................... 125 4.4.3 Affiliations ........................................................................................................................ 126 4.4.4 Certificates ....................................................................................................................... 126 4.4.5 Family Educational Rights and Privacy Act of 1974 (FERPA) ............................... 126

4.4.5.1 Student Rights .......................................................................................................... 126 4.4.5.2 Release of Information ............................................................................................ 126 4.4.5.3 Parental Disclosure .................................................................................................. 127

4.4.6 Graduation Procedures .................................................................................................. 127 4.4.7 Honor Societies ............................................................................................................... 127 4.4.8 Library .............................................................................................................................. 128 4.4.9 Student Retention ........................................................................................................... 128 4.4.10 Use of Campus Space ..................................................................................................... 129

CHAPTER 5: STUDENT LIFE AND STUDENT DEVELOPMENT POLICIES 5.0.0 Primary Resources .......................................................................................................... 130 5.0.1 Alcohol Policies ............................................................................................................... 130

5.0.1.1 Student Use ............................................................................................................... 130 5.0.1.2 College Programs ..................................................................................................... 130 5.0.1.3 Faculty-Sponsored Programs ................................................................................. 130 5.0.1.4 Faculty Chaperones at Student Events ................................................................. 131

5.1.0 Athletics ............................................................................................................................ 131 5.1.0.1 Philosophy ................................................................................................................. 131 5.1.0.2 Release from Class ................................................................................................... 131 5.1.0.3 Faculty Athletic Representative.............................................................................. 131

5.2.0 Campus Safety and Security .......................................................................................... 131 5.2.0.1 Crime Reporting ....................................................................................................... 132

5.3.0 Commencement .............................................................................................................. 132 5.4.0 Community Standards for Student Conduct .............................................................. 132

5.4.0.1 Treat Every Person in this Community with Respect ....................................... 132 5.4.0.2 Uphold a High Level of Honesty and Integrity ................................................... 132 5.4.0.3 Promote the Peace, Health and Safety of the Community ................................ 132 5.4.0.4 Demonstrate Respect for Property ....................................................................... 132 5.4.0.5 Comply with College Policies ................................................................................. 132

5.5.0 Counseling Services ........................................................................................................ 133 5.5.0.1 Referrals ..................................................................................................................... 133 5.5.0.2 Emergency Assistance ............................................................................................. 133 5.5.0.3 Confidentiality .......................................................................................................... 133

5.6.0 Disabilities – Policies, Accommodations and Resources .......................................... 134 5.6.0.1 Diversity Support Program ..................................................................................... 134

5.7.0 Educational Programming Board ................................................................................. 134 5.8.0 Academic Field Trips/Off-Campus Travel with Students ....................................... 134 5.9.0 Health Services – Excused Absences ........................................................................... 134 5.10.0 On-Campus Housing ..................................................................................................... 134 5.11.0 Posting Flyers, Notices, Banners and Advertisements .............................................. 135 5.12.0 Student Activities ............................................................................................................ 135 5.13.0 Student Organizations .................................................................................................... 136

5.13.0.1 Student Organization Fundraising ......................................................................... 136 5.14.0 Student Records .............................................................................................................. 136 5.15.0 Vans – Reservation and Use ......................................................................................... 137 5.16.0 Web References ............................................................................................................... 137

APPENDICES Appendix A: Program Review Process and Procedures ........................................................... 140 Appendix B: Harassment Complaint Form ................................................................................ 142 Appendix C: 1994 Board of Trustees Approval for Alternative to Tenure ........................... 144 Appendix D: Application for Tenure/Rolling Contract ........................................................... 146 Appendix E: Institutional Review Board .................................................................................... 147 Appendix E-1: Request for Exempted Review ................................................................... 151 Appendix E-2: Request for Expedited Review ................................................................... 152 Appendix E-3: Full Review .................................................................................................... 153 Appendix E-4: Sample Forms ................................................................................................ 155 Appendix F: Website References ................................................................................................. 159 Appendix G: Final Grade Procedure ........................................................................................... 160 Appendix H: Justice Matters - General Education Program Student-Learning Outcomes .... 161

Appendix I: Cabrini College Field Trip Request Form .......................................................... 165 INDEX ........................................................................................................................................... 166

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INTRODUCTION TO THE CABRINI COLLEGE FACULTY HANDBOOK

This is the Cabrini College Faculty Handbook developed collaboratively by a committee of faculty and administrators during the 2005-2006 and 2006-2007 academic years and approved by the Board of Trustees in Spring 2007. Chapter 1: Administrative and Governance Structures was approved by the Board of Trustees on February 24, 2007; Chapter 3: Faculty Personnel Policies, on May 18, 2007. In both cases, the Board made amendments that have been incorporated into the final document.

The Cabrini College Faculty Handbook compiles and sets forth procedural, policy, and contractual information that guides and determines faculty matters and assists faculty in fulfilling their roles and responsibilities. The Faculty, the College Administration and the Board of Trustees all have a role in the formation of policies affecting faculty members at the College. Many policies are developed through the collaboration of the Faculty and the College Administration and follow the procedures described in this Handbook.

The policy, procedural, and contractual information included in this Handbook has been reviewed, endorsed or approved by the Faculty, the College Administration, and the Board of Trustees, as appropriate. Final authority for the approval of all College policies is vested in the Board of Trustees. The Board delegates to the President, as the chief executive officer, the power and responsibility to implement and enforce College policy.

HISTORY OF CABRINI COLLEGE A Glimpse at Our Past Cabrini College’s rich legacy was begun by Sister Ursula Infante and the Missionary Sisters of the Sacred Heart of Jesus, who boldly set out in 1957—in a time of economic recession—to establish the College. The Missionary Sisters of the Sacred Heart of Jesus are a worldwide institution of educational, medical and social service facilities. The College was named for the founder of the Missionary Sisters of the Sacred Heart of Jesus, Saint Frances Xavier Cabrini, America’s first immigrant saint (www.mothercabrini.com). Cabrini College shares its name with 95 other Cabrinian institutions in the U.S., Europe, South America, Australia and Africa. The College strives to instill in its students a sense of responsibility toward their environment and service to others. Throughout its history, the College has remained faithful to the mission of its namesake and sponsoring order and takes great pride and satisfaction in its commitment to provide a high quality, value-based education in the Cabrinian tradition. In 1965, the College earned full accreditation by the Middle States Association of Colleges and Schools as well as approval by the Department of Education of the Commonwealth of Pennsylvania. Founded as a women’s educational institution, the College charter was changed to become coeducational in February 1970. The first male students matriculated in fall 1971. Over the last four decades, Cabrini has evolved from a small women’s college with a dominant commuter-base to a residential institution with more than 2,300 students, including almost 900 undergraduates living on campus. In addition to the growth of the student body, the College has experienced other significant changes: the development of professionally-oriented undergraduate academic programs, the addition of graduate programs, and the expansion of campus facilities. In 1957, 43 students were enrolled in four majors offered by Cabrini College. Undergraduate students can now major in 31 on-campus programs. Majors in French and Italian are available in cooperation

http://www.mothercabrini.com/

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with Eastern University and SouthEastern Pennsylvania Consortium on Higher Education (SEPCHE) partners. Cabrini also offers graduate Education Certification programs and degrees in Education, Leadership and Accounting. Even with all the advances Cabrini has seen in its 50 year history, there is one fundamental, bedrock principle, enunciated by St. Frances Xavier Cabrini more than a century ago: that a Cabrinian education link intellectual competence with moral development and instill a special concern for those persons who are in need. The College is committed to providing this education of the heart—both an academic program and a living and learning environment that develops liberally educated persons who can succeed professionally and contribute to their communities. Nationwide, the College was among the first institutions of higher learning to implement community service into its core curriculum, was the first in Pennsylvania to require community service of all students and, in 2005, became the first college to sign an agreement with Catholic Relief Services (CRS) to support the organization’s global outreach program. While the Cabrinian principles remain unchanged, the campus has adapted to the student of the 21st century. A groundbreaking partnership with Drexel University provides Cabrini’s wireless campus with the most up-to-date technology available. The Hamilton Family Communications Center, a digitally networked facility, houses the College newspaper, broadcast FM radio station and video studio. The Center for Science, Education and Technology (an $18.5 million, 61,000-square-foot structure) opened in fall 2006 and offers advanced laboratories, science classroom facilities and state-of-the-art equipment. The newly renovated Edith Robb Dixon Field—with synthetic playing surface, seating for 700 and lighting for night games—was dedicated on October 7, 2006. The first lay president of Cabrini College, Dr. Antoinette Iadarola, served as President from 1992 to 2008. Under her leadership, the College has implemented an effective strategic planning process, strengthened its financial profile, and undergone tremendous growth and change. Her term was followed by Dr. Marie Angelella George from 2008 until 2013. Dr. George established a priority of providing students a global education through the implementation of Justice Matters, the college’s core curriculum, while focusing on academic excellence, leadership and social justice. Our Interim President Deb M. Takes brings to Cabrini her strong leadership skills and history of success in leading organizations. A Tour of Our Campus A discussion of the history of Cabrini College is not complete without exploring the history of the campus. Cabrini College’s beautiful 112-acre campus is located just one-half hour from Philadelphia in suburban Radnor Township. The property was owned by the Lewis family and then the Brooke family during the 19th century. It was sold around the turn of the century to the late James William Paul, Jr., a partner in the Drexel Company, prosperous Philadelphia bankers. Paul named his estate “Woodcrest,” because of its location on the crest of Radnor Hills. Horace Trumbauer, a leading Philadelphia architect, designed the original estate buildings in the early 1900s. Paul sold Woodcrest in 1925 to Dr. John T. Dorrance, inventor of the formula for condensed soup and past president of the Campbell Soup Company. Dr. Dorrance’s family occupied the estate until 1954, when it was sold at auction to the Missionary Sisters of the Sacred Heart of Jesus.

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ACCREDITATION Cabrini College is accredited by the Middle States Commission on Higher Education, 3624 Market Street, Philadelphia, PA, 19104-2680 (telephone: 215-662-5606) and is approved by the Department of Education, Commonwealth of Pennsylvania.

FOUNDATIONAL DOCUMENTS The Mission of Cabrini College Education of the Heart Cabrini College is a Catholic institution of higher education dedicated to academic excellence, leadership development and a commitment to social justice. The College welcomes learners of all faiths, cultures, and backgrounds and prepares them to become engaged citizens of the world. —Approved by the Board of Trustees, February 19, 2010 Goals of Cabrini College

• To provide an environment consistent with Frances Cabrini’s work in a pluralistic society by welcoming all qualified students in the enterprise of intellectual, spiritual, social and emotional growth; • To provide a Cabrinian “education of the heart” that teaches that intellectual competence cannot be divorced from values or a moral responsibility to the community; • To provide a strong liberal arts education, enabling students to develop as critical thinkers, versed in communication and analytical skills, with the ability to apply knowledge to new and different problems, and with the ability to continue to learn from life; • To provide academic programs that will educate students (a) as highly trained professionals who enter graduate studies and professional fields or (b) who continue their professional development for career advancement and change; • To provide a qualified faculty and staff dedicated to educational excellence and professional development and to encourage personal and group interchange among students, faculty and staff; • To provide guidance to assist each student in developing a sense of values, a good self-image and responsibility to God, self and the world; • To provide a broad range of cultural, religious, social and recreational activities in order to carry the educational enterprises beyond classroom instruction; • To foster a community that treasures and respects its religious heritage while it recognizes it is enriched by differences in cultures and religious beliefs; • To develop programs, services and educational delivery systems that are responsive to the different goals and needs of all our students on- and off-campus, day and evening, resident and commuter, traditional and non-traditional, undergraduate and graduate; • To conduct ongoing evaluations of all campus programs, instructional and non-instructional, in order to improve their effectiveness and to create new programs consistent with the College’s mission and its vision for the future • To encourage all College personnel to participate in the total development of students by their actions, example, and excellence in service; • To promote a spirit of cooperation and collaboration among faculty, students, staff, administrators, advisors, alumni, parents, and the Board of Trustees in achieving the goals of the College.

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Qualities of the Liberally Educated Person Cabrini College is part of the international network of the Missionary Sisters of the Sacred Heart of Jesus created by the global vision of Saint Frances Xavier Cabrini. The apostolic priorities of the Missionary Sisters of the Sacred Heart include working for peace and justice, working against poverty and oppression, promoting personal and interpersonal growth, and increasing compassionate concern for all human beings. Based upon the mission of the College, Cabrini provides educational programs that recognize and seek to develop skills and values necessary to support and sustain a mature commitment to these objectives. Cognitive Complexity

• Demonstrates analytic reasoning and critical thinking • Demonstrates creative thinking • Demonstrates scientific reasoning • Demonstrates quantitative reasoning

Effective Communication • Demonstrates effective written communication • Demonstrates effective mediated communication • Demonstrates effective oral presentation skills • Demonstrates effective interpersonal communication • Demonstrates effective small group communication skills

Understanding of Self and Beliefs as a Global Citizen

• Demonstrates sense of self • Demonstrates knowledge of cultural diversity and American pluralism • Demonstrates ability to interact cross-culturally

Propensity for Engaging in Life-Long Learning

• Demonstrates curiosity • Demonstrates self-direction • Demonstrates adaptability

Responsibility for Social Justice

• Demonstrates relevant knowledge • Demonstrates relevant values • Demonstrates relevant skills

Expertise in a Specific Area

• Demonstrates relevant knowledge • Demonstrates relevant values • Demonstrates relevant skills

Charter of Core Values Our core values emanate from the life of Saint Frances Xavier Cabrini, the charism of the Missionary Sisters of the Sacred Heart, and the Catholic educational tradition. In response to Frances Cabrini’s desire to provide an “education of the heart”—a Catholic, Cabrinian education, centered in Christ and ever mindful of the dignity and contribution of each

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person—the members of this College community, through a collaborative process, have enunciated these values which exist as a standard for our activities and as a hallmark for all future development. “Education of the Heart” is achieved through the core values of

Respect

We strive for a reverence of self and others manifested in trust and appreciation. Respect calls for care and compassion in regard to

• diversity • our environment • social justice • civility in resolving conflict. The College strives to promote the integrity of each person, thus serving the vital and vibrant good

of all.

Vision Inspired by the indomitable spirit of Saint Frances Xavier Cabrini, we strive to promote and foster innovation and creativity. Vision calls for

• a spiritually based outlook when seeking solutions • courage • a pro-active stewardship of all present and future resources.

We accept the challenge to live our lives according to the Cabrinian vision and values.

Community We strive to strengthen community by uniting diverse individuals and their aspirations in shared endeavor. Community calls for

• common mission • ethical responsibility • a sense of belonging • dialogue in decision making • enthusiasm for the enterprise • participation in the celebration of our values and traditions.

The Cabrini College community seeks to maintain an environment of receptivity and hospitality for all and create union while nurturing individual gifts and talents.

Dedication to Excellence

To maximize the potential of the individual and community we strive for the education of the whole person—intellectual, emotional, physical and spiritual. Dedication to Excellence calls for

• positive attitude • commitment to lifelong learning • personal and professional growth • pride in accomplishment • fulfillment of common goals.

At the heart of our dedication to excellence is the desire to be our best in the service of our students and all others.

Since we are an institution of process and constant development, what we are must always progress towards what we ought to be. It is our hope that in our constant effort to evaluate our growth, that we aim for a point of coincidence in which the values that determine what we are become one with what we ought to be. ―Approved by the Board of Trustees, October 21, 1994

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Statement of Catholic Identity Cabrini College is a vital and distinctive element of the international educational ministry of the Roman Catholic Church and the Missionary Sisters of the Sacred Heart of Jesus. As a Roman Catholic institution, Cabrini College affirms that God’s love, expressed in the relationship among Creator, Redeemer, and Spirit, invites all people to form vibrant, caring communities. The College manifests this belief by:

• respecting the dignity of the human person as created in the image and likeness of God; • providing opportunities for prayer, reflection and the study of Sacred Scripture; • celebrating liturgy and participating in the Sacraments; • respecting the beliefs of those members of other religions and spiritual traditions and inviting

them to share the gifts they bring to the community; • providing a liberal arts education rich in values and offering opportunities for spiritual,

intellectual, and ethical growth; • demonstrating leadership in service to the community; • standing in solidarity with those who are poor, forgotten, and oppressed; and • participating in the creation and development of societal structures that are humane, just and

respectful of the rights and dignity of the human person. Inspired by the example of Saint Frances Xavier Cabrini, who dedicated her life to making the love of Jesus visible in the world, we, as a College community, continually strive to make this vision of Catholic identity a reality throughout the living and learning environment of the College. ―Approved by the Board of Trustees, May 19, 2000

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The Cabrini Logo The Cabrini College logo consists of the following elements: A customized rendering of the Cabrini name in a modified version of the type font, Sabon. A coat of arms in classic heraldry style depicting:

The lamp of knowledge, for guidance and academic excellence; Hands, representing civic engagement, social justice, and diversity; The Sacred Heart, alluding to the Missionary Sisters of the Sacred Heart of Jesus, founders

of the College; A tree, representing the beautiful campus—a veritable cathedral of trees—and heritage,

growth and stewardship. The motto Beneficium Supra Seipsum means “Service Beyond One’s Self.” The Cabrini College logo is at once classic and contemporary, appropriate for an institution respectful of its heritage while being innovative and visionary in its educational mission for the future.

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CHAPTER 1 ADMINISTRATIVE AND GOVERNANCE STRUCTURES

Introduction Ultimate management and control of Cabrini College rests with a Board of Trustees which elects the President to serve as its executive officer and as the chief executive officer of the College (see Bylaws Article VI, Section 6.5, effective December 1, 2005). The Board of Trustees delegates management of the institution to the President who, in turn, gives different individuals and groups of individuals joint and unique responsibilities for administering approved policy and recommending policy changes and/or additional policies. Administrative officers, faculty, students, and staff all have responsibilities and accountability within this system of shared governance. While this Faculty Handbook focuses on faculty responsibilities and accountability, it is important to note that faculty do not work independently on the administrative and policy issues for which they have special responsibility and accountability. Administrative officers participate in the governance structure, as do appropriate staff and student representatives. In all cases, the participation of non-faculty is intended to be substantive. Similarly, the role of faculty in shared governance is assumed to be substantive. The College community is dedicated to and practices a model of shared governance wherein success will be marked by faculty, administration, staff, and students working together in a collegial environment of mutual respect. Recommendations for changes and/or additional policies are assumed to be the result of careful deliberation and discussion and are assumed to be based on evidence rather than anecdote. As such, the faculty is assured that the Board of Trustees takes the faculty’s recommendations and responsibilities seriously. Under Cabrini College’s system of shared governance, faculty members have unique responsibilities to recommend and administer policies in the areas of curriculum and instruction; standards informing academic excellence, integrity, and graduation; faculty rank, tenure, and promotion; intellectual property; and faculty development, evaluation, grants, and sabbaticals. This system of shared governance works when all faculty members fully participate in it. To that end, the Nominating and Appointment Board facilitates the involvement of faculty on major committees by soliciting faculty preferences for their institutional service in elected positions and appointing faculty to positions on subcommittees and boards. 1.0.0 ADMINISTRATIVE STRUCTURE The President is responsible for establishing the administrative structure of the College. Over time, the administrative structure of the College will change in response to management style, opportunities, and/or threats. 1.0.1 President of the College

Appointment and Terms The Board of Trustees initiates all Presidential searches. The Board of Trustees arranges for faculty participation and consultation in Presidential searches. Should the office of the President become vacant, the Chairperson of the Board may appoint an acting President according to procedures of the College’s Bylaws. The President of the College (hereafter referred to as the President) ordinarily holds faculty status and rank.

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Duties The Board of Trustees vests the executive responsibility for management of the College in the President, who has the authority to execute contracts and other agreements with the approval of the Board. In serving as the College’s chief administrative and educational officer, the President is responsible for the management of the College’s programs in all administrative and academic areas. The President directly supervises the work of the Provost/VPAA, vice presidents and three deans and shall be a member ex officio1 of all standing committees of the faculty.

The President reports to the Board of Trustees and is responsible for submitting to it a comprehensive annual budget for the operation of the College. Once this budget has been approved by the Board, the President is authorized to conduct the affairs of the College in accordance with this budget.

Official communications and recommendations from the Faculty are transmitted to the President by way of the Provost and Vice President for Academic Affairs. The President takes appropriate communications and recommendations to the Academic Affairs Committee of the Board of Trustees. Such communications and recommendations will be in writing and will be transmitted by the President to the Board within a reasonable period after the receipt of the communications and recommendations. Official communications and recommendations from the Board of Trustees will be transmitted to the Faculty by the President or the President’s designee.

Evaluation

The President is evaluated by the Board of Trustees according to policies and procedures outlined in the College’s Bylaws.

1.0.2 President’s Cabinet

Under the President’s leadership and supervision, personnel at the College are organized into five administrative areas: Academic Affairs, Institutional Advancement and External Relations, Enrollment Management, Finance and Administration, and Student Life. The chief administrative officers of each division serve on the President’s Cabinet. Three deans also serve on President’s Cabinet: Dean for Academic Affairs, Dean for Education, and Dean of Students. In addition, the Director of Human Resources serves as a member of the President’s Cabinet.

The President’s Cabinet provides administrative leadership for the College by planning, coordinating, and evaluating all areas of the College; it initiates, develops and implements plans and strategies designed to advance the mission, goals, and objectives of the College, and it advises the President on institutional policy, programs, and practices. The administrative positions identified and discussed in this chapter reflect appointments only of officers in Academic Affairs.

1 Unless otherwise noted, ex officio members do not vote.

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1.0.3 Provost and Vice President for Academic Affairs Appointment and Terms

The Provost/VPAA is typically selected through a national search that is initiated by the President. The President arranges for faculty participation and consultation in Provost/VPAA searches. The Provost/VPAA is an at-will appointment and can be terminated at any time by the President. Should the office of the Provost/VPAA become vacant, the President may appoint an acting Provost/VPAA until a national search can be conducted. The Provost/VPAA ordinarily holds faculty status and rank.

Duties The Provost/VPAA is the College’s chief academic officer. Working under appropriate policies and with relevant committees, the President, the chairs, and other staff members, the Provost/VPAA has administrative responsibility for the College’s undergraduate and graduate curricula and academic programs. The Provost/VPAA oversees the ongoing evaluation of personnel and assessment of programs to ensure appropriate levels of quality throughout the academic affairs unit of the College. In consultation with departmental search committees, the Provost/VPAA recommends candidates for full-time faculty appointments to the President. The Provost/VPAA also makes recommendations for promotion and tenure decisions to the President.

The Provost/VPAA advances the strategic plan of the College and all relevant academic priorities by guiding the overall direction for the College’s academic programs, by assigning responsibility for their implementation, by reviewing academic policies for their consistency with the strategic plan and mission, and by taking responsibility for the overall evaluation of the plan’s implementation and outcomes. The Provost/VPAA anticipates future developments in higher education and their impact on the College and evaluates the needs inherent in meeting those challenges creatively and effectively. As necessary, the Provost/VPAA appoints special task forces to address or evaluate important academic issues facing the College.

The Provost/VPAA has ultimate responsibility over the management of budgets within Academic Affairs. With the approval of the President and following consultation with the Academic Planning Committee, the Provost/VPAA authorizes the creation and elimination of faculty and academic staff positions as appropriate to the plans and priorities of the academic affairs unit and determines that the allocation of resources to the various programs within the unit reflects established priorities.

In the President’s temporary absence from campus, the Provost/VPAA serves as the College’s chief executive officer.

Evaluation

The Provost/VPAA reports to the President. The Provost/VPAA is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.4 Dean for Academic Affairs

Appointment and Terms The Dean for Academic Affairs is typically selected through a national search that is initiated by the Provost/VPAA. The Provost/VPAA arranges for faculty participation

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and consultation in Dean for Academic Affairs searches. The Dean for Academic Affairs is an at-will appointment and can be terminated at any time by the Provost/VPAA. Should the office of the Dean for Academic Affairs become vacant, the Provost/VPAA may appoint an acting Dean until a national search can be conducted. The Dean for Academic Affairs ordinarily holds faculty status and rank.

Duties

The Dean for Academic Affairs has primary responsibility for the academic lives of students outside of the Education disciplines. With the Provost/VPAA, the Dean provides leadership and administrative support for the curriculum, including Center for Teaching and Learning, the Center for Career and Professional Development, First-Year Experience, and Disability Resource Center. The Dean orients new and transfer students to the College’s academic programs, and the Dean hears undergraduate student grievances against faculty members if such issues cannot be resolved by the Department Chair. The Dean has special responsibility for the general education program and initiatives that enhance the undergraduate educational experience (the Honors Program, learning communities, experiential learning, and undergraduate research) and oversees the editing and updating of the College Catalog. The Dean is the primary Academic Affairs liaison for Enrollment Management and Student Life. The Dean serves as the Provost/VPAA’s designee on committees and at functions as needed.

Evaluation

The Dean reports to the Provost/VPAA. The Dean is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.5 Dean for Education

Appointment and Terms The Dean for Education is typically selected through a national search that is initiated by the Provost/VPAA. The Provost/VPAA arranges for faculty participation and consultation in Dean for Education searches. The Dean for Education is an at-will appointment and can be terminated at any time by the Provost/VPAA. Should the office of the Dean for Education become vacant, the Provost/VPAA may appoint an acting Dean until a national search can be conducted. The Dean for Education ordinarily holds faculty status and rank.

Duties

The Dean for Education has primary responsibility for providing leadership and oversight to ensure academic excellence of all current and future graduate and undergraduate Education programs on campus and at off-site locations. The Dean for Education oversees the implementation of strategic planning for all education programs, including establishing relationships with educational sectors. The Dean for Education also collaborates with members of the President’s Cabinet to develop enrollment projections for Graduate Education. The Dean serves as the Provost/VPAA’s designee on committees and at functions as needed.

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Evaluation The Dean reports to the Provost/VPAA. The Dean is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.6 Department Chairs

Appointment and Terms Department Chairs are appointed annually by the President upon the recommendation of the Provost/VPAA and after consultation with members of the department. The appointment runs from August to August with the expectation for summer responsibilities, and renewal is at the discretion of the President. Should a situation of severe departmental dysfunction arise, the President, after consultation with the Provost/VPAA, may remove a Department Chair during his or her annual term and appoint a successor. In the event a Department Chair is removed or can no longer fulfill his or her duties for the year term, the Provost/VPAA recommends a replacement to the President.

Duties

Department Chairs are an important link between the College administration, faculty and students. They are responsible for projecting and assessing the needs and interests of their departments and for representing them to the College administration. They also promote the interests of the departments to internal and external constituencies.

The Department Chair’s list of duties includes the following: curricular/program planning and assessment, class scheduling, College Catalog revisions and assessment; full-time and adjunct faculty development, selection, and evaluation; submission and administration of an annual budget and three-year strategic budget; and completion of an annual department report. Overall, Department Chairs function as facilitators and problem-solvers, enhancing the contribution their departments make to the academic quality of the College. Their primary leadership responsibility is for curriculum and strategic priorities for the department.

Department Chairs are responsible for general oversight of the academic major(s) in their departments and evaluate any exceptions that will be made for individual students within the department. Department Chairs coordinate the assignments of faculty so that workloads are equitable and equally spaced throughout the day and across the week.

Department Chairs are responsible for general oversight of the faculty in their department, regularly evaluating the performance of department faculty and reporting this information, as appropriate, to the Provost/VPAA and/or the Promotion and Tenure Board (PTB). Chairs hire part-time faculty to teach courses that cannot be assigned to full-time faculty, either because the full-time faculty has a maximum teaching load or because the courses require someone with specialized training or experience. Chairs are responsible for meeting with full-time probationary and adjunct faculty members at least once a year in order to discuss the faculty members’ professional activities on- and off-campus. In the case of probationary faculty, the Chair reviews copies of SIRs, observes at least one class of the faculty member, and submits a written evaluation to the Provost/VPAA and/or the PTB.

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Department Chairs submit an annual and/or a three-year strategic budget to the Provost/VPAA according to the guidelines developed by the Office of Finance and Administration. Chairs administer the budgets for their departments. They approve all departmental expenditures for equipment, supplies, instructional materials, audio and video materials, and purchases for the library. They work with the Office of Institutional Advancement to prepare grant proposals and to solicit funds from external agencies to help meet the needs of the department and to enhance its academic programs.

Department Chairs are expected to hold regular meetings with department faculty and staff and to provide a yearly update to the Provost/VPAA. Chairs should be aware of trends and pedagogical practices within their discipline and in higher education as a whole. All Chairs meet with the Provost/VPAA on an annual basis to discuss departmental goals and priorities. Department Chairs meet together on a regular basis as requested by the Provost/VPAA and/or the Dean for Academic Affairs to discuss administrative issues affecting all departments. Annually, every Department Chair serves on one of three governing bodies: the Academic Planning Committee, the New Programs Board, or the Program Review Board.

Evaluation

New Department Chairs are evaluated each year for their first three years via a form distributed by the Faculty Professional Topics Subcommittee (a subcommittee of the Faculty Development and Advancement Committee) to each full-time faculty member in the department. After the first three years, each Department Chair is evaluated by the same method every other year. Evaluation forms are returned to the Provost/VPAA who administers the final evaluation for each Department Chair.

1.0.6 Program Coordinators

Appointment and Terms Program Coordinators are appointed by the Provost/VPAA upon the recommendation of the Department Chair. The appointment runs semester to semester. In the event a Program Coordinator can no longer fulfill his or her duties, the Department Chair recommends a replacement to the Provost/VPAA. During their term in office, Program Coordinators will be compensated based on their duties.

Duties

Program Coordinators have different responsibilities depending on their department’s needs. Examples of their responsibilities are coordinating courses with Department Chairs, ensuring that the program’s course offerings adequately meet the needs of students and the strategic priorities of the College, budgeting for the program with Department Chairs, providing leadership on special projects related to the program, evaluating transcripts, recommending program candidates for graduation or certification, selecting and evaluating adjuncts, conducting degree audits, initiating appropriate changes to the major, and assisting the Department Chair as needed. As necessary, Program Coordinators review transfer credit evaluations with Graduate Studies staff.

Evaluation

Program Coordinators are evaluated annually by the Department Chair according to the Program Coordinator’s specific job description. This job description is developed by the

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Department Chair and approved by the Provost/VPAA. The Department Chair shares the annual evaluation with the Provost/VPAA.

1.0.7 The Faculty

Appointment and Terms The Faculty consists of all full-time, regular teaching faculty. Faculty appointments and terms are articulated in Section 3.2.0.

Duties

The Faculty share responsibility and accountability with the Provost/VPAA, the President, and/or the Board of Trustees for governance and administration in the following areas: • Recommendations for and administration of policies in the areas of curriculum and

instruction; • Standards informing academic excellence, integrity, and graduation; • Faculty rank, tenure, and promotion; • Intellectual property; • Faculty development, evaluation, grants, and sabbaticals.

The administrative responsibilities of individual faculty include • Publishing a syllabus and office hours; • Ordering class materials (e.g., books from the Bookstore); • Establishing a safe and respectful learning environment in the classroom; • Accessing class lists; • Utilizing the library in appropriate ways (e.g., reserve materials); • Organizing field trips according to campus policies; • Using campus spaces as per established policies; • Submitting electronically the notice of-non-attendance, first-year evaluations, and

warning notices according to the published schedule; • Completing athletic progress reports; • Following accommodation procedures outlined by the Office of Disability Resource

Center; • Initiating administrative withdrawals; • Observing students’ rights as outlined by the Family Educational Rights and Privacy

Act (FERPA); • Submitting charges of academic dishonesty to the Office of Academic Affairs; • Posting grades according to the schedule outlined by the Registrar’s Office; • Initiating an Incomplete when warranted; • Advising students identified as the faculty member’s advising cohort; • Supervising internships, independent studies, and co-ops as appropriate. See Section 3.7.1 for further information.

Evaluation Faculty evaluation policies and procedures are articulated in Section 3.5.0.

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1.0.8 Director of the Library Appointment and Terms

The Director of the Library is appointed by the President upon the recommendation of the Provost/VPAA through a regional or national search as deemed appropriate. The appointment is an at-will appointment and can be terminated at any time by the Provost/VPAA. In the event that the Director of the Library is unable to fulfill the duties of the position, an interim Director of the Library will be appointed by the President on the recommendation of the Provost/VPAA until a new search can be initiated. This 12-month position holds faculty status and may have rank assigned.

Duties

The Director of the Library has primary responsibility for the operation of library services. Responsibilities include developing, managing and administering short-term and long-range library plans; the library budget; library policies, procedures and standards; library personnel; and the assessment plan for the library. In addition, the Director of the Library seeks external support for the library and participates in administrative affairs of the College through service on relevant committees.

Evaluation

The Director of the Library reports to the Provost/VPAA. The Director of the Library is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.9 Registrar

Appointment and Terms The Registrar is appointed by the President upon the recommendation of the Provost/VPAA through a regional or national search as deemed appropriate. The appointment is an at-will appointment and can be terminated at any time by the Provost/VPAA. In the event that the Registrar is unable to fulfill the duties of the position, an interim Registrar will be appointed by the Provost/VPAA until a new search can be initiated. This 12-month position may hold faculty status and may have rank assigned.

Duties

The Registrar coordinates registration, grading, degree auditing and graduation verifications, official class schedules, and enrollment reporting. Additionally, the Registrar fulfills transcript requests for all current students and graduates and completes loan deferment forms/letters, Veterans’ Administration forms, and enrollment verification for the undergraduate population. Finally, the Registrar is responsible for creating an efficient enrollment process and maintaining and reporting accurate academic records for students.

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Evaluation The Registrar reports to the Provost/VPAA. The Registrar is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.10 Director of Institutional Research

Appointment and Terms The Director of Institutional Research is appointed by the President upon the recommendation of the Provost/VPAA through a regional or national search as deemed appropriate. The appointment is an at-will appointment and can be terminated at any time by the Provost/VPAA. In the event that the Director is unable to fulfill the duties of the position, an interim Director will be appointed by the Provost/VPAA until a new search can be initiated. This 12-month position may hold faculty status and may have rank assigned.

Duties

The Director has primary responsibility for all operations associated with the Office of Institutional Research. Key responsibilities include collecting and compiling data to support achievement of committee and College-wide goals; designing institutional databases for planning, evaluation and reporting institutional research; overseeing publication of the College’s annual Fact Book; developing strategic planning benchmarks and dashboard indicators for decision making; and updating and implementing the College’s Systematic Survey Cycle.

Evaluation The Director reports to the Provost/VPAA. The Director is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.11 Coordinator of First-Year Advising

Appointment and Terms The Coordinator of First-Year Advising is typically selected from the full-time, tenured faculty at the College. The Coordinator of First-Year Advising is a part-time, at-will appointment and can be terminated at any time by the Dean for Academic Affairs in consultation with the Provost/VPAA. In the event that the Coordinator of First-Year Advising is unable to fulfill the duties of the position, an interim Coordinator will be appointed by the Dean for Academic Affairs with the approval of the Provost/VPAA until a search can be conducted.

Duties The Coordinator of First-Year Advising has primary responsibility for designing and implementing programs and procedures that lead first-year students to understand the rationale of the first-year experience, to achieve the learning outcomes of the first-year experience, and to have every opportunity to experience success in college. The Coordinator of First-Year Advising is responsible for selecting and developing first-year advisors in order to deliver the COL 101 program and other relevant experiences successfully. The Coordinator of First-Year Advising registers enrolled students for fall semester courses.

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Evaluation

The Coordinator of First-Year Advising reports to the Dean for Academic Affairs. The Coordinator of First-Year Advising is evaluated according to the established policies and procedures for performance review published by Human Resources.

1.0.12 Standing Committees of the College The following administrative committees are standing committees that implement policies and procedures that the College has established and endorsed. Faculty representation on these committees is vital. This representation occurs in two different ways: either the Provost/VPAA makes faculty appointments to Standing Administrative Committees when vacancies are announced or the President makes appointments upon the recommendation of the Provost/VPAA. As directed by this Faculty Handbook, some Standing Administrative Committees may require selection by the faculty. The Faculty Grievance Committee receives the grievance of any faculty member who alleges there has been a breach, misrepresentation, or misapplication of College policy as set forth in Section 3.10.1. The Judicial Committee reviews alleged violations to the Student Code of Conduct and recommends sanctions when warranted by the committee’s review of the relevant evidence. The Who’s Who Committee selects those graduating seniors to be recognized as the College’s Who’s Who representatives. The Discrimination and Harassment Resolution Committee determines whether there is evidence to suggest an alleged discrimination or sexual harassment occurred, and, if so, the Committee is charged with recommending appropriate sanctions as specified in Section 2.2.5.3. The Individualized Major Committee reviews and either accepts or rejects proposals for individualized majors. The Valedictorian Committee hears the valedictory addresses of all candidates and selects the College’s valedictorian(s). The Institutional Review Board determines whether procedures of proposed research appropriately safeguard the rights and welfare of human subjects. The Planning and Budgeting Council discusses and prioritizes the budgets of individual units and recommends final budgets to the President for action by the Board of Trustees. The Department Chairs share information and discuss administrative matters related to department and College operations for quality improvement purposes. The Enrollment Committee is responsible for proposing, organizing, and implementing initiatives related to strategic recruitment and retention. 1.0.13 Task Forces, Ad Hoc Committees, and/or Active Rosters Each academic year, special task forces, ad hoc committees, and active rosters are established by the President or the Provost/VPAA. These task forces, ad hoc committees, and active rosters are

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temporary bodies, serving special exploratory or otherwise limited functions. Once the group completes its task, it is disbanded. If the group’s work proves invaluable, its function will be incorporated or added into the existing administrative structure. 1.0.14 Administrative Subcommittees and Boards Within the Governance Structure In addition to their governance responsibilities, subcommittees and boards within the governance structure have administrative duties. For example, these bodies will implement policies and procedures that have been established and endorsed by the faculty. A full description of these subcommittees and boards is found in the following pages.

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1.1.0 GOVERNANCE STRUCTURE Cabrini College’s governance structure represents a system of shared governance in which faculty members have unique responsibility to recommend policies in the areas of curriculum and instruction; standards informing academic excellence, integrity, and graduation; faculty rank, tenure, and promotion; intellectual property; and faculty development, evaluation, grants, and sabbaticals. Shared governance works at the College when all faculty members fully participate. Shared governance is successful at the College when faculty, administration, staff, and students work together in a collegial environment of mutual respect. 1.1.1 OVERVIEW OF SHARED GOVERNANCE AT THE COLLEGE Shared Governance at Cabrini College involves the participation of all faculty and relevant administrators. Some people participate by virtue of their positions in the College. Other people participate through the election and appointment process. Still others participate (without vote) because of their special skills and/or perspectives. Faculty may only hold one elected position in the governance structure with the exception of alternate positions. No more than two consecutive terms may be held for any elected position. Faculty may only run for one position per ballot. In order to facilitate this widespread participation in specific and general governance issues related to faculty, the Faculty Assembly meets once a month to be apprised of relevant information and vote on any recommendations that arise from the various governance bodies. Faculty Assembly is intended as a time and place for faculty discussion about and resolution of important governance issues; however, Faculty Assembly should be understood as a final step in a deliberation that ordinarily begins in one of three governance bodies charged with tending to the governance responsibilities of the faculty. From the Faculty Assembly, a governance issue will be referred by the Provost/VPAA to the President and/or the Board of Trustees. The Academic Planning Committee is the first of these governance bodies. It is charged with developing and reviewing short- and long-term academic initiatives that facilitate the strategic academic plan of the College. Through the Academic Planning Committee, faculty provide input into the form and substance of the College’s forward-looking academic affairs. Specifically, the Academic Planning Committee has one subcommittee and three boards that are responsible for reviewing and recommending input that propels forward the strategic academic plan of the College. The Technology Subcommittee evaluates and facilitates academic planning around the use of existing and new technology. The New Programs Board evaluates proposals for new academic programs at the College. The Program Review Board evaluates existing academic programs on a regularly scheduled basis. The Nominating and Appointment Board facilitates the effective and equitable involvement of all faculty into all areas of the governance process by preparing election ballots and appointments for every aspect of this governance model. The College Council is the second of these governance bodies. It is charged with recommending and reviewing academic policy on all undergraduate and graduate curricular issues. In particular, the College Council operationalizes and assesses the initiatives and recommendations of the Academic Planning Committee into the College’s Curriculum. Additionally, the College Council facilitates the regular curricular updates and changes departments and programs must make in order to stay current with disciplinary and professional trends. The College Council fulfills its charge through the work of three subcommittees and three boards. The Assessment Subcommittee monitors the extent to which students achieve the learning outcomes that are established and endorsed by the College Council and individual academic majors. The Undergraduate Curriculum Subcommittee monitors and facilitates revisions to the College’s undergraduate academic programs. The Graduate Council Subcommittee monitors and facilitates revisions to the College’s graduate academic programs. The

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Academic Honesty Board upholds and promotes the College’s Academic Integrity Policy. The Academic Review Board considers requests for exemptions to stated College policy and resolves student academic issues which are not explicitly covered by existing policies. The Student Grievance Board hears student grievances against faculty members regarding curricular issues, including grade appeals. The Faculty Development and Advancement Committee is the third of these governance bodies. It has responsibility for recommending policy with regard to faculty rank, promotion, and professional development opportunities. The Faculty Development and Advancement Committee fulfills its functions through the work of three subcommittees and one board. The Faculty Development Subcommittee facilitates the professional development of individual faculty members as scholar/teachers and the professional development necessary for promoting the strategic initiatives of the Academic Planning Committee. The Faculty Professional Topics Subcommittee monitors the extent to which faculty are achieving the professional teaching, scholarly, and service requirements that are established and endorsed by the Faculty Development and Advancement Committee. The Faculty Grants, Initiatives, and Sabbaticals Subcommittee recommends summer grants, special initiative monies, and sabbaticals that support an individual faculty member’s development as well as the College’s strategic plan. The Promotion and Tenure Board makes recommendations regarding third-year review, tenure, and promotion criteria. The leaders of these three governance bodies (three elected faculty members and the Provost/VPAA) and the leader of Faculty Assembly (an elected faculty member) meet regularly with the President as the Faculty Cabinet to share information about academic planning, curriculum, and faculty development and advancement. The Faculty Cabinet provides an opportunity for collegial discourse between faculty and administration, and it decides which issues should be brought to a vote and which issues are presented for informational purposes only at Faculty Assembly. For all committees and subcommittees, minutes will be taken by either a designated Secretary or volunteering member at each meeting. Minutes will be revised and voted upon, and then electronically sent to the Faculty Assembly Webmaster to be uploaded onto the Faculty Assembly web site within 15 calendar days after each meeting while regular classes are in session. All minutes are to follow Robert’s Rules. Electronically archived minutes will be maintained for five years and then stored in the College Archive. Boards, because of the confidential nature of their rulings, are not required to upload electronic minutes; however, the Board will forward hard copies to the College Archive with requested access restrictions. 1.1.2 THE BOARD OF TRUSTEES The Board holds the final and fiscal responsibility for the institution. The Board exercises general oversight and control of all affairs of the College. It generally concerns itself with major matters of policy, including, but not limited to, College finances and fund-raising, academic and non-academic programs, physical facilities, granting tenure and rolling contracts to members of the faculty, and the awarding of academic and honorary degrees (see Bylaws Article V, Section 5.1, effective December 1, 2005). Board committee meetings may include faculty representatives (non-voting) on various subcommittees. The Chairperson of the Board or the President, with the consent of the appropriate Board committee chair, decides which Board committees would benefit from faculty representatives.

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1.1.3 PRESIDENT OF THE COLLEGE The President serves as a conduit to the Board of Trustees, relaying information and recommendations from the Faculty Assembly to the Board and from the Board to the Faculty Assembly as appropriate. The President is empowered to ask the Faculty Assembly to reconsider an action or recommendation and, ultimately, to deny an action or recommendation, although the collaborative nature of the governance system should make such instances infrequent. 1.1.4 PROVOST AND VICE PRESIDENT FOR ACADEMIC AFFAIRS The Provost and Vice President for Academic Affairs shepherds information and recommendations to the President from the Faculty Assembly and shepherds information and recommendations from the President to the Faculty Assembly so that the governance system operates as collegially and efficiently as possible. 1.1.5 FACULTY CABINET Purpose of the Faculty Cabinet (FC) The Faculty Cabinet has the following responsibilities:

• To advise the President on institutional policies, programs, and practices, especially in regard to those issues of shared governance for which faculty have unique and special responsibilities;

• To respond to the President on behalf of the Faculty on issues that will impact faculty’s professional lives;

• To brief the President on upcoming Faculty Assembly issues; • To identify those issues coming before Faculty Assembly that need to be voted on and those

issues that will be presented for informational purposes; • To hear the recommendations of the President on the agendas and issues of the various

assemblies, committees, councils, and boards that constitute the College’s governance structure;

• To serve the President as a sounding board on any issues for which she/he seeks counsel; • To approve the Calendar of Meetings each semester.

Membership of Faculty Cabinet The Faculty Cabinet is composed of four faculty members and the Provost/VPAA. The four faculty members are the elected chair of the Faculty Assembly, the elected co-chair of the Academic Planning Committee, and the elected chairs of both the College Council and the Faculty Development and Advancement Committee. Meetings of the Faculty Cabinet The Faculty Cabinet meets with the President at least once a month during the academic year. Members collaborate to set the monthly meeting agendas. Meetings are called to order by the President or her/his designee. Relevant Procedures and Policies Minutes of the Faculty Cabinet are taken by a representative from the President’s Office and distributed to members of the Faculty Cabinet. A copy of the minutes is kept on record in the President’s Office.2

2 Unless otherwise noted, the Faculty Cabinet, Faculty Assembly, Academic Planning Committee, College Council, and Faculty Development and Advancement Committee will store minutes in the College Archive after two years in

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1.1.6 FACULTY ASSEMBLY Purpose of Faculty Assembly (FA) The Faculty Assembly has the following responsibilities:

• To review all policies, procedures, and priorities put forth by the Academic Planning Committee, College Council, and Faculty Development and Advancement Committee, including, but not limited to, curriculum and instruction (core, major, assessment); standards informing ongoing academic excellence and integrity, and graduation; policies related to faculty rank, tenure and promotion; faculty development, evaluation, grants and sabbaticals; and intellectual property;

• To amend and update the Faculty Handbook when recommendations—concerning the governance issues for which faculty have unique responsibility—are approved by Faculty Assembly, as well as the President and/or the Board of Trustees (if necessary).

Membership of Faculty Assembly The Faculty Assembly is comprised of all full-time faculty members. Ex-officio members include the President, Provost/VPAA, Dean for Academic Affairs, Dean for Education, and Associate Dean for Academic Affairs

Leadership of Faculty Assembly The Faculty Assembly is led by six officers: a Chair, four Vice-Chairs (the Co-Chairs of the Academic Planning Committee, the Chair of the College Council, and the Chair of the Faculty Development and Advancement Committee), and a Secretary. The Chair and Secretary are elected by Faculty Assembly from a list of candidates prepared by the Nominating and Appointment Board of the Academic Planning Committee. Officers’ terms span three years, from June 1 to May 31. No officer may be elected to serve more than two consecutive terms in the same position. An Archivist/Webmaster and Parliamentarian are appointed by the Chair on an annual basis. Officers’ primary responsibilities are to establish a monthly meeting agenda, to disseminate relevant information, to provide for discussion of and legislative action related to key issues and matters of faculty influence and primacy, and to finalize recommendations to be transmitted to the President and Board of Trustees. The Chair will have the following responsibilities:

• To issue a call for items to be discussed and refer these items to the Chair of the appropriate governance body. If the item does not clearly fall within the purview of one of the governance bodies, the Faculty Assembly Chair may bring it to the Faculty Assembly;

• To formally communicate in writing the recommendations and actions of the Faculty Assembly to the Provost/VPAA;

• To prepare agendas for meetings of Faculty Assembly; • To conduct meetings of the Faculty Assembly in concert with Robert’s Rules of Order (2000 or

subsequent versions); • To generate and receive proposals for discussion from Chairs of Academic Planning

Committee, College Council, and the Faculty Development and Advancement Committee; • To arrange for the replacement of committee members who cannot attend meetings as

appropriate;

accordance with the College’s Records Retention Schedules. Other governance committees will maintain minutes—if taken—for five (5) years.

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• To appoint ad hoc committees as necessary.

The Vice-Chairs will have the following responsibilities: • To collaborate with other officers to assist the Chair in developing upcoming agendas for

Faculty Assembly meetings; • To preside at Faculty Assembly meetings with the Chair of Faculty Assembly; • To review and revise the Faculty Handbook by August 1 of every year.

The Secretary will have the following responsibilities: • To distribute agendas for upcoming meetings; • To take attendance at each Faculty Assembly meeting; • To ensure quotas for quorum have been achieved, to prepare and ensure full distribution of

all mail ballots, and to serve as Chief Teller; • To take the minutes of the Faculty Assembly meetings; • To submit minutes to the Archivist/Webmaster for public record; • To distribute minutes of each Faculty Assembly meeting to all Assembly members prior to

the next meeting; • To ensure an official record of all elections and referenda and to provide a written Summary

of Actions taken by the Faculty Assembly at the end of each semester for archival purposes; • To compile and maintain a record of voting eligibility.

The Archivist/Webmaster will have the following responsibilities: • To organize agendas, minutes and key documentation related to all issues discussed within

Faculty Assembly for subsequent access and retrieval in future years; • To post agendas, minutes and bi-annual Summaries of Actions passed by Faculty Assembly; • To update standing committee memberships, e-mail links, professional resources,

documents for discussion and ad hoc committee updates, as determined by the Faculty Assembly leadership team.

The Parliamentarian will have the following responsibilities:

• To maintain order during Faculty Assembly meetings as per Robert’s Rules of Order (2000); • To advise the Chair of parliamentary procedures and points of order when necessary;

Should the Chair or Secretary of Faculty Assembly be unable to fulfill his/her obligations, an interim officer will be appointed by the Nominating and Appointment Board to serve in the vacated office through the end of the academic year, and the Nominating and Appointment Board will hold an election to fill the remainder of the unexpired term.

Meetings of the Faculty Assembly The Faculty Assembly meets on the first Thursday of each month throughout the academic year (September-May), with changes to this date or additional meetings called by the Chair as needed or requested. The Chair of Faculty Assembly will convene a special meeting of the Faculty Assembly upon the request of the President or the Provost/VPAA. A Parliamentarian facilitates standing rules of conducting business, as per Robert’s Rules of Order (2000). Relevant Procedures and Policies During the first meeting of the academic year, the President provides a synopsis of the State of the College. The Chair, in consultation with the other officers of Faculty Assembly, may invite other

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members of the College community (e.g., members of the President’s Cabinet or Program Directors) to attend meetings of the Faculty Assembly to provide information or insight related to specific agenda items. To facilitate the work of the various governance bodies, attendance is taken at each meeting of the Faculty Assembly. When voting on issues brought to the Faculty Assembly as a result of the work of the Academic Planning Committee, College Council, and Faculty Development and Advancement Committee, a quorum is constituted by two-thirds of the full-time faculty. The quorum excludes any faculty who are on sabbatical or other leave, or have a scheduled teaching conflict. The Secretary of Faculty Assembly must be notified by faculty who are unable to attend because of these circumstances at least one week in advance of each Faculty Assembly meeting in order to facilitate an accurate count for a quorum. Absentee ballots are permitted only on announced motions listed on the agenda. The member will complete the ballot and submit it to the Secretary prior to the meeting. If the motion is substantially amended from that listed on the agenda, then the absentee ballot becomes invalid. Robert’s Rules will apply to amending the motion. Absentee ballots are not used in the determination of a quorum. All votes taken within Faculty Assembly are written (unless otherwise noted) and subsequently documented in minutes distributed in writing to the President, Provost/VPAA, and the Dean for Academic Affairs as well as posted on the Faculty Assembly’s Web site. While motions do not have to wait until the next meeting to be voted on, anyone may make a motion to table an issue until the next meeting. Faculty will vote on any governance policy change, on the creation of a new program, on the elimination of an existing program, and on substantive changes to the Faculty Handbook that require a faculty vote. The Faculty Cabinet clarifies what issues go before the Faculty Assembly for a vote, what goes before the Faculty Assembly for information purposes, and what does not go before the Faculty Assembly. New or revised academic policy proposals must specify a time period for an initial review. (While timing may vary according to the particulars of the policy, an initial evaluation range of 1-3 years is recommended.) Future evaluation of the policy would then be on an as needed basis as determined by the evaluation outcome. Responsibilities of Committee and Subcommittee Chairs would oversee this process by:

• Oversee the evaluation of the policy (alongside committee members); • Following discussion and consultation by the appropriate committee, make

recommendations for change/s as necessary, and informing Faculty Assembly. • Document the evaluation cycle and/or results in Committee/Subcommittee end of the year

reports; Responsibilities of Academic Affairs:

• Maintain a database of new policies and their evaluation cycle, • Remind committee chairs when policies are due for evaluation and • Provide support for the execution of the evaluation (e.g. run a survey, conduct focus groups,

perform data analysis). As ex-officio members of the Faculty Assembly, the President, and the Dean for Academic Affairs do not have a vote within the Assembly. The Provost/VPAA votes in the event of a tie vote. The President has the prerogative to ask the Faculty Assembly to reconsider an action or recommendation. The request for reconsideration will be communicated in writing to the officers of the Assembly with compelling reasons within 60 calendar days. The President may use his or her

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authority to deny an action or recommendation, although the collaborative nature of the governance system should make such instances infrequent. 1.1.7 Organizational Chart for the System of Shared Governance in Which Faculty Have Unique and Significant Responsibilities

Subcommittees have governance responsibilities. As appropriate, some subcommittees have both administrative and governance responsibilities. Boards have administrative responsibilities. They are connected to governance bodies since they administer policies appropriate to these bodies.

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1.1.8 ACADEMIC PLANNING COMMITTEE Purpose of the Academic Planning Committee (APC) The Academic Planning Committee has the following responsibilities:

• To advance and support the College’s strategic plan; • To anticipate future developments in higher education and their impact on the College; • To identify and prioritize future opportunities within and for the College consistent with its

mission; • To prepare proactively for challenges to the College; • To consider or recommend proposals for new majors and programs; • To consider or recommend the retirement of majors or programs; • To establish priorities for new pedagogical and curricular initiatives; • To consider and prioritize requests for new and replacement full-time faculty positions; • To ensure subcommittees identify the appropriate constituencies who would be affected by

new APC policies or changes to policies; • To delineate, as necessary, other relevant procedures and policies to be added to the Faculty

Handbook.

Membership of the Academic Planning Committee As the Academic Planning Committee gives vision and structure to the College’s core academic direction, its membership consists of the Vice President for Academic Affairs (ex officio), the Dean for Academic Affairs (ex officio), the Director of the Library, the Director of Information Technology and Resources, and six Department Chairs (one with primary responsibility for a graduate program) appointed by the Nominating and Appointment Board (for three-year terms and no more than two consecutive terms, with the Nominating and Appointment Board rotating departmental representation among all departments). Two full-time faculty members who are not Department Chairs will be elected by the Faculty Assembly to represent the faculty at-large for a three-year term from a list of candidates prepared by the Nominating and Appointment Board. Two student members will be elected annually from the Student Government Association. All members of the Committee are voting members of the Committee. Leadership of the Academic Planning Committee The Academic Planning Committee is co-chaired by (1) the Provost/VPAA and (2) a Department Chair serving on the Academic Planning Committee (Faculty Co-Chair). The Faculty Co-Chair is elected by the Faculty Assembly from a list of candidates presented by the Nominating and Appointment Board of the Academic Planning Committee. The Faculty Co-Chair serves a three-year term and may serve no more than two consecutive terms. The Faculty Co-Chair of the Academic Planning Committee is also a standing Vice-Chair of the Faculty Assembly and a representative on the Faculty Cabinet. Should the Faculty Co-Chair of the Academic Planning Committee be unable to fulfill his/her obligations, an Interim Co-Chair will be appointed by the Nominating and Appointment Board to serve in the vacated office through the end of the academic year when the Nominating and Appointment Board will hold an election to fill the remainder of the unexpired term. The Co-Chairs ensure that Chairs of subcommittees identify adequately the appropriate constituents who would be affected by new policy or policy revision under discussion in subcommittees and disseminate relevant information to those constituents. One way this occurs is by the Co-Chairs' posting agenda items electronically to the Faculty Assembly Web site. The Co-Chairs finalize the minutes of the Academic Planning Committee and forward these to the Secretary

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of the Faculty Assembly. The Co-Chairs will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Academic Planning Committee The Academic Planning Committee meets at least three times each semester and will develop a meeting schedule appropriate to its workload. As necessary, other Department Chairs not serving on the APC may petition the Co-Chairs to be on the Academic Planning Committee’s agenda. The Co-Chairs will invite other faculty, staff, and/or students to attend committee meetings as needed. The Assistant to the Provost/VPAA is responsible for recording the minutes and any votes. Relevant Procedures and Policies The Boards of the Academic Planning Committee—the New Programs Board, the Program Review Board, and the Nominating and Appointment Board—update the Academic Planning Committee on all decisions, recommendations, and evaluations. The Academic Planning Committee can move recommendations forward to the Faculty Assembly for either informational or voting purposes. Before a recommendation is moved forward to Faculty Assembly, the Academic Planning Committee must endorse this recommendation through a formal vote. An endorsement requires a majority vote when a quorum (two-thirds of the membership) is present. Those recommendations that require a Faculty Assembly vote include (but are not limited to) the retirement of majors or programs. Subcommittee of the Academic Planning Committee The one Subcommittee of the Academic Planning Committee is the Technology Subcommittee 1.1.8.1 Technology Subcommittee Purpose of the Technology Subcommittee The Technology Subcommittee has the following responsibilities:

• To develop technology related policies and procedures that support the College’s Strategic Plan and the priorities of the Academic Planning Committee;

• To monitor the college’s use of existing technology in the areas of student learning • To monitor and evaluate new developments in technology for student learning; • To make recommendations to Academic Planning Committee and to faculty regarding the

adoption and effective utilization of new technology tools to advance student learning; • To recommend, as necessary, relevant procedures and policies to be added to the Faculty

Handbook.

Membership of the Technology Subcommittee The Academic Planning Committee co-chairs will appoint two Department Chairs from its membership. Two other faculty members with relevant technology expertise will be appointed by the Nominating and Appointment Board to represent the faculty at-large, and one additional faculty member will be elected by the faculty at large. Other members of the Technology Subcommittee include one representative from the Library one representative from ITR, and one student member elected from the Student Government Association for a one-year term. Additional faculty and staff (no more than three) may be appointed as members by the Provost/Vice President for Academic Affairs in consultation with the Chair of the Technology Subcommittee. The Vice-Provost and Dean for Academic Affairs serves ex officio. All members, with the exception of the representative

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from ITR, have voting privileges, and all members with the exception of the student member, will serve two-year terms. Leadership of the Technology Subcommittee The Chair of the Technology Subcommittee is elected by subcommittee members at the first meeting. The Chair serves a two-year term and may serve no more than two consecutive terms. The Chair will arrange for the replacement of subcommittee members who cannot attend meetings as appropriate. Meetings of the Technology Subcommittee The Technology Subcommittee meets at least three times each semester and will develop a meeting schedule appropriate to its workload. Relevant Procedures and Policies The Technology Subcommittee evaluates the role technology plays in student learning. Changes in the use of technology are endorsed or rejected by a consensus of the members of the Technology Subcommittee. This endorsement or rejection is then forwarded to the Academic Planning Committee. If the recommendation is for the proposal to move forward to the Faculty Assembly, then a formal vote of the Academic Planning Committee is required. Boards of the Academic Planning Committee The Boards of the Academic Planning Committee include the New Programs Board, the Program Review Board, and the Nominating and Appointment Board. 1.1.8.2 New Programs Board Purpose of the New Programs Board The New Programs Board has the following responsibilities:

• To evaluate proposals for new majors, minors, concentrations, and programs, including new general education proposals; proposals may originate from the New Programs Board members or other members of the College faculty;

• To provide feedback on proposals that are not endorsed; • To endorse proposals and recommend to the Academic Planning Committee the creation of

new academic majors, minors, concentrations or programs. • To review new programs added to the curriculum in a systematic way to determine that they

are meeting expectations and to report results of the review to the APC at its October meeting.

Membership of the New Programs Board The New Programs Board membership is comprised of all Department Chairs who do not serve on the Program Review Board and do not serve on the Academic Planning Committee. The Nominating and Appointment Board will appoint Chairs for a three-year term and no more than two consecutive terms on this committee. The Nominating and Appointment Board rotates departmental representation among all departments. One full-time faculty member who is not a department chair will be elected by the Faculty Assembly to represent the faculty at-large for a three-year term from a list of candidates prepared by the Nominating and Appointment Board.

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Leadership of the New Programs Board The New Programs Board is chaired by the Dean for Academic Affairs. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the New Programs Board The New Programs Board meets only when a proposal for a new program has been forwarded to the Co-Chairs of the Academic Planning Committee. At that point, the Provost/VPAA convenes the New Programs Board, inviting the individual who prepared the proposal to the meeting. Relevant Procedures and Policies The New Programs Board evaluates proposals on their compatibility with the College’s mission, the feasibility of the program, an assessment of local competition, projected additional costs, and availability of resources. New programs are endorsed or rejected by a consensus of the members of the New Programs Board. This endorsement or rejection is then forwarded to the Academic Planning Committee. If the recommendation is for the proposal to move forward to the Faculty Assembly, then a formal vote of the Academic Planning Committee is required. 1.1.8.3 Program Review Board Purpose of the Program Review Board The Program Review Board has the following responsibilities:

• To review programs to ensure their consistency with the College mission and priorities; • To recommend improvement, alteration or closure of any existing major, minor,

concentration or program to the faculty and administration; • To discuss and disseminate information concerning changes made to majors, minors,

concentrations or programs to the appropriate constituencies; • To supervise and support periodic and ongoing evaluations.

Membership of the Program Review Board The Program Review Board membership is comprised of all Department Chairs who do not serve on the New Programs Board and do not serve on the Academic Planning Committee. The Nominating and Appointment Board will appoint Chairs for a three-year term and no more than two consecutive terms on this board. The Nominating and Appointment Board rotates departmental representation among all departments. One full-time faculty member who is not a department chair will be elected by the Faculty Assembly to represent the faculty at-large for a three-year term from a list of candidates prepared by the Nominating and Appointment Board. Leadership of the Program Review Board The Program Review Board is chaired by the Provost/VPAA. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Program Review Board The Program Review Board meets several times throughout the year to conduct its deliberations on the program(s) being reviewed. The Board convenes after the external reviewer completes his or her report to discuss this evaluation, the department’s own self-study, and the department’s response to the external evaluator’s report. After the Program Review Board reaches consensus as to its recommendations, department members are asked to attend a session at which the Program Review Board presents a report of its findings and recommendations and elicits feedback from the department to assist in its preparation of a final report to the Academic Planning Committee.

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Relevant Procedures and Policies The criteria to be considered in these evaluations are found in Appendix A. The evaluation is a consensus determination of the members of the New Programs Board. A synopsis of this evaluation is forwarded to the Academic Planning Committee with specific recommendations. The Co-Chairs of the Academic Planning Committee forward these recommendations to the College Council for informational purposes and to facilitate any necessary changes to the curriculum. If the evaluation recommends program closure, the proposal must move forward to the Faculty Assembly and therefore a formal vote of the Academic Planning Committee is required. 1.1.8.4 Nominating and Appointment Board Purpose of the Nominating and Appointment Board (NAB) The Nominating and Appointment Board has the following responsibilities:

• To review the qualifications necessary and the demands involved in different appointed and elected committee and board positions;

• To prepare a list of candidates and appointments for all vacant positions within the governance structure taking into account faculty’s rank order selection, faculty expertise, and current faculty involvement—with input from the Provost/VPAA—in order to foster equitable assignments across faculty ranks and departments;

• To present the list of candidates at the February Faculty Assembly meeting and to prepare ballots for election at the March meeting;

• To tabulate votes and announce results of elections and the list of appointments at the April Faculty Assembly meeting; and

• To maintain records of all faculty service on all committees, subcommittees and boards.

Membership of the Nominating and Appointment Board The Nominating and Appointment Board is comprised of four full-time faculty members elected by the Faculty Assembly from a list of candidates presented by the Nominating and Appointment Board. Members will serve three-year terms but no more than two consecutive terms. Leadership of the Nominating and Appointment Board The Nominating and Appointment Board Chair is selected by the board’s members at its first meeting. The Chair serves a three-year term and may serve no more than two consecutive terms. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Nominating and Appointment Board The Nominating and Appointment Board meets at least once a semester and as needed at the end of the fall semester and beginning of the spring semester to meet the election and appointment deadlines identified below. Relevant Procedures and Policies of the Nominating and Appointment Board The Nominating and Appointment Board staggers membership for committees, subcommittees, and boards in order to establish continuity on each administrative and governing body. The Nominating and Appointment Board will over time rotate representatives among all departments so that there is an equitable distribution of service among the faculty. Elected positions are voted on from a list of candidates prepared by the Nominating and Appointment Board from all regular full-time faculty. In January of each year, the Nominating and

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Appointment Board sends out a Call for Involvement to each regular faculty member. Faculty will be instructed to order their preferences for service within the governance structure. The Nominating and Appointment Board works to facilitate effective functioning of all governance bodies; therefore, faculty’s preferences will be seriously considered but are not guaranteed. The Nominating and Appointment Board reserves the right to use its collective discretion when preparing election ballots and appointments. As part of the election process, calls for nominations are open for a one-week period. Nominated faculty members are expected to confirm their nomination upon request of the NAB chair. Only confirmed nominations will be on the ballot. Nominees who run uncontested for any given position will be awarded the position without requiring a formal election. A minimum of two members of the NAB must be present when counting the votes from an election. To contest voting results, faculty must submit a formal written request to the NAB chair within one week of the result announcement. The NAB chair will acknowledge the request, immediately convene a meeting of the NAB, and take further action and respond within two weeks, if needed. In the event a faculty member needs to relinquish him/herself from a governance position, he/she must write a formal letter to the NAB stating the request for removal citing reasons by August 1. If special circumstances arise during the academic year, the NAB will consult with the Provost/VPAA. A final decision is made in consultation with the NAB and the Provost/VPAA. At the February meeting of the Faculty Assembly, the Nominating and Appointment Board presents its list of candidates for election in March. In March, elections are held and then the list of appointments for subcommittee and board positions is presented to the Faculty Assembly at its April meeting. The Nominating and Appointment Board prepares a list of candidates from regular full-time faculty for elected positions in the governance structure:

• Chair of Faculty Assembly (1) • Secretary of Faculty Assembly (1) • Faculty Co-Chair of the Academic Planning Committee (1) • Academic Planning Committee (2) • At-large faculty, New Programs Board (1) • At-large faculty, Program Review Board (1) • Members of the Nominating and Appointment Board (4) • Chair of College Council (1) • Members of College Council (7) • Members of Undergraduate Curriculum Subcommittee (3) • Graduate Council Subcommittee (1) • Members of the Academic Honesty Board (5) • Chair of Faculty Development and Advancement Committee (1) • Members of Faculty Development and Advancement Committee (7) • Tenured members of Promotion and Tenure Board (5).

The Nominating and Appointment Board appoints regular full-time faculty to committee, subcommittee, and board positions. It presents the list of appointments to the Faculty Assembly annually for the following positions:

• Annually, every Department Chair serves on one of three governing bodies: Academic Planning Committee, New Programs Board, and Program Review Board. The Nominating

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and Appointment Board will rotate membership on these bodies among departments in an equitable fashion.

• Assessment Subcommittee (2) • Academic Review Board (3) • Student Grievance Board (3) • Faculty Professional Topics Subcommittee (2) • Faculty Development Subcommittee (2) • Faculty Grants, Initiatives, and Sabbaticals Subcommittee (1).

1.1.9 COLLEGE COUNCIL Purpose of College Council (CC) The College Council has the following responsibilities:

• To develop policies and procedures that support the College’s Strategic Plan and the priorities of the Academic Planning Committee;

• To establish policies for Academic Excellence and Integrity (administered by the Academic Review Board and the Academic Honesty Board);

• To review and/or approve changes to departments, programs, majors, and the core curriculum (administered by Department Chairs and Program Coordinators/Directors);

• To establish standards for graduation (administered by Department Chairs and Academic Affairs);

• To establish, monitor, and share course-based, programmatic, and institutional assessments of student learning with the intention of creating a feedback loop for continual improvement;

• To delineate, as necessary, relevant procedures and policies to be added to the Faculty Handbook.

Membership of College Council Six full-time faculty are elected by the Faculty Assembly from a list of candidates prepared by the Nominating and Appointment Board, with at least one from each of the six curricular areas.* Members will serve three-year terms and may serve no more than two consecutive terms. One full-time faculty member will be elected by the Faculty Assembly to represent the faculty at-large for a three-year term from a list of candidates prepared by the Nominating and Appointment Board. Other voting members of the College Council will include the Director of the Library, the Registrar, the Director of the Center for Career and Professional Development, representatives from Student Life, the Wolfington Center, and the Admissions Office (selected by the Chair of the College Council), two undergraduate students (selected by the Student Government Association), and one graduate student. The Dean for Academic Affairs, the Dean for Education, and the Associate Dean for Academic Affairs will serve ex officio. *Six Curricular Areas Area 1 – Philosophy, Religious Studies, Romance Languages and Literatures Area 2 – English, Communication, Graphic Design and Fine Arts Area 3 – History/Political Science, Psychology, Social Work, Sociology/Criminology Area 4 – Sciences, Exercise Science and Health Promotion, Mathematics Area 5 – Education Area 6 – Business, Information Science and Technology The Nominating and Appointment Board will over time rotate representatives among all departments within each curricular area.

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Leadership of the College Council The Chair of the College Council is elected by the Faculty Assembly from a list of candidates presented by the Nominating and Appointment Board. The Chair serves a three-year term and may serve no more than two consecutive terms. Should the Chair be unable to fulfill the stated obligations, an Interim Chair will be appointed by the Nominating and Appointment Board to serve in the vacated office through the end of the academic year when the Nominating and Appointment Board will hold an election to fill the remainder of the unexpired term. The Chair is responsible for submitting recommendations of the College Council to the Chair of Faculty Assembly for review and revision and also serves as a member of the Faculty Cabinet and a Vice-Chair of Faculty Assembly. The Chair is responsible for ensuring that the Chairs of the various subcommittees adequately identify the appropriate constituents who would be affected by new policy or policy revision under discussion and to disseminate relevant information to those constituents. One way this occurs is by the Chair's posting agenda items electronically to the Faculty Assembly Web site. The Chair also is responsible for appointing members of the College Council to the College Council’s various subcommittees. The Chair asks for volunteers at the first meeting and makes appointments as necessary. The Chair finalizes the minutes of the College Council and forwards these to the Secretary of the Faculty Assembly. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of College Council The College Council will meet at least once a month during the academic year to discuss the work completed by the subcommittees of the College Council (see below). At the discretion of the Chair, the College Council may meet more frequently. A quorum of two-thirds of voting members is required for voting purposes. The Administrative Assistant to the Dean for Academic Affairs is responsible for recording the minutes and any votes. Relevant Procedures and Policies The Subcommittees and Boards of the College Council update the College Council on decisions, recommendations, and reports of their activities. The College Council can move recommendations forward to the Faculty Assembly for either informational or voting purposes. Before a recommendation is moved forward to Faculty Assembly, the College Council must endorse this recommendation through a formal vote. An endorsement requires a majority vote when a quorum (two-thirds of the membership) is present. Those recommendations that require a Faculty Assembly vote include (but are not limited to) changes in College-wide requirements and major changes in departmental requirements (such as an increase in the number of credits) for graduation. Subcommittees of the College Council The Subcommittees of College Council include the Assessment Subcommittee, the Undergraduate Curriculum Subcommittee, and the Graduate Council Subcommittee. 1.1.9.1 Assessment Subcommittee (Student Learning Outcomes) Purpose of the Assessment Subcommittee The Assessment Subcommittee has the following responsibilities:


• To determine measurable learning outcomes; • To review and select measurement tools from outside providers; • To create its own measurement instruments and analytic systems;

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• To administer measurement tools; • To analyze data gathered; • To make recommendations to College Council and to faculty based on assessment results

and/or about the assessment process and procedures; • To monitor learning outcomes and establish benchmarks; • To delineate, as necessary, relevant procedures and policies to be added to the Faculty

Handbook. Membership of the Assessment Subcommittee The Chair of the College Council appoints members of the College Council (at least two but no more than four) to the Assessment Subcommittee. These members will serve three-year terms, with no more than two consecutive terms. Two other faculty members will be appointed by the Nominating and Appointment Board to represent the faculty at-large. These members will serve three-year terms, with no more than two consecutive terms. Other contributors to the Assessment Subcommittee include the Director of Institutional Research, the Engagements with the Common Good (ECG) Coordinator, ECG Diversity Coordinator, and two Department Chairs, and additional faculty and staff to be appointed by the Dean for Academic Affairs in consultation with the Chair of the Assessment Subcommittee and approved by the Assessment Subcommittee (these faculty members serve as resources—but not voting members—of the Assessment Subcommittee). The Dean for Academic Affairs serves ex officio. Leadership of the Assessment Subcommittee The Chair of the Assessment Subcommittee is elected by subcommittee members at the first meeting. The Chair serves a three-year term and may serve no more than two consecutive terms. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Assessment Subcommittee The Assessment Subcommittee meets at least once a month during the academic year. The Chair distributes an agenda prior to each meeting. Relevant Procedures and Policies Assessment recommendations are endorsed by a consensus determination of the Assessment Subcommittee. Recommendations are forwarded to the Chair of College Council. If the recommendations must move to the Faculty Assembly, then a formal vote of the College Council is required. 1.1.9.2 Undergraduate Curriculum Subcommittee (Majors and Core) Purpose of the Undergraduate Curriculum Subcommittee The Undergraduate Curriculum Subcommittee has the following responsibilities:


• To review proposed changes to major requirements as they relate to student need and department perspectives;

• To review general education requirements and proposed changes as they relate to student need and department perspectives;

• To design and propose new curricular structures and requirements;

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• To review graduation requirements and proposed changes as they relate to student need and department perspectives;

• To receive proposals and recommendations from the Student Government Association; • To recommend changes in academic policies and procedures; • To review, evaluate, and recommend changes in the College’s student learning outcomes to

the faculty and administration; • To create feedback loops for integrating the various assessments; • To coordinate co-curricular activities and campus life initiatives that promote student

learning and development; • To stimulate interdisciplinary interests; • To identify new fields and areas of learning not in the present curriculum; • To disseminate information concerning curriculum changes to the appropriate

constituencies; • To delineate, as necessary, relevant procedures and policies to be added to the Faculty

Handbook.

Membership of the Undergraduate Curriculum Subcommittee The Chair of the College Council appoints members of the College Council (at least two but no more than four) to the Undergraduate Curriculum Subcommittee. These members will serve three-year terms, with no more than two consecutive terms. At least four other faculty members will be elected by the Faculty Assembly to represent the faculty at-large from a list of candidates prepared by the Nominating and Appointment Board, with one of these four being a faculty member teaching predominantly in graduate studies. These members will serve three-year terms, with no more than two consecutive terms. Other voting members of this subcommittee include representatives from the Library, the College Honors Program, the Study Abroad Program, College Success Seminar, Living and Learning Communities Council, and Engagements with the Common Good. These representatives are selected by their respective committees, in consultation with the College Council Chair. The Associate Dean for Academic Affairs and the Dean for Education serve ex officio. Leadership of the Undergraduate Curriculum Subcommittee The Chair of the Undergraduate Curriculum Subcommittee is elected by subcommittee members at the first meeting. The Chair serves a three-year term and may serve no more than two consecutive terms. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Undergraduate Curriculum Subcommittee The Undergraduate Curriculum Subcommittee meets at least once a month during the academic year. The Chair distributes an agenda prior to each meeting. Relevant Procedures and Policies Changes, additions, or deletions to the undergraduate curriculum and its policies are endorsed or rejected by a consensus determination of the Undergraduate Curriculum Subcommittee. This endorsement or rejection is then forwarded to the Chair of College Council. If a recommendation must move to the Faculty Assembly, then a formal vote of the College Council is required.

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1.1.9.3 Graduate Council Subcommittee (Graduate Programs) Purpose of the Graduate Council Subcommittee The Graduate Council Subcommittee has the following responsibilities:


• To review, evaluate, and recommend changes in the curricula of all existing graduate programs;

• To develop and assess learning outcomes to document and enhance the academic quality of graduate programs;

• To review, evaluate, and recommend changes in graduate admission policies; • To review, advise, and recommend changes in academic policies and procedures as they

impact graduate students, faculty, and programs; • To review, evaluate, and recommend changes in resource support for graduate programs; • To disseminate information concerning graduate programs to the appropriate constituencies; • To delineate, as necessary, relevant procedures and policies to be added to the Faculty

Handbook.

Membership of the Graduate Council Subcommittee The Chair of the College Council appoints members of the College Council (at least two but no more than four) to the Graduate Council Subcommittee. These members will serve three-year terms, with no more than two consecutive terms. One graduate student also serves a one-year term and may serve consecutive terms. One full-time faculty member will be elected by the Faculty Assembly to represent the faculty at-large for a three-year term from a list of candidates prepared by the Nominating and Appointment Board. Department Chairs of disciplines associated with each of the College’s graduate degree programs serve a one-year term and may serve consecutive terms. In the event that a Department Chair is unable to serve his/her term, the Provost/VPAA will appoint a designee in consultation with the appropriate Chair. A representative from the Library and the Assistant to the Provost for Assessment and Accreditation serve as a voting member of this subcommittee., The Dean for Academic Affairs and the Dean for Education serve ex officio. Leadership of the Graduate Council Subcommittee The Graduate Council Subcommittee is co-chaired by (1) the Dean for Academic Affairs and (2) a faculty member elected by subcommittee members at the first meeting. The faculty co-chair serves a three-year term and may serve no more than two consecutive terms. The co-chairs will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Graduate Council Subcommittee The Graduate Council Subcommittee meets at least once a month during the academic year. The Chair distributes an agenda prior to each meeting. As necessary, individuals can petition the Chair to include items on the subcommittee’s agenda. Relevant Procedures and Policies Changes, additions, or deletions to the graduate curriculum and its policies are endorsed or rejected by a consensus determination of the Graduate Council Subcommittee. This endorsement or rejection is then forwarded to the Chair of College Council. If a recommendation must move to the Faculty Assembly, then a formal vote of the College Council is required.

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Boards of the College Council The Boards of the College Council are the Academic Honesty Board, the Academic Review Board, and the Student Grievance Board. 1.1.9.4 Academic Honesty Board Purpose of the Academic Honesty Board The Academic Honesty Board has the following responsibilities:

• To hear and decide all student appeals of academic dishonesty charges based on the preponderance of evidence;

• To consider imposing additional penalties beyond the faculty member’s penalty, including suspension or expulsion in instances of serious violations or multiple violations;

• To solicit nominations for, to select, and to present the Academic Honesty Award; • To delineate, as necessary, relevant procedures and policies to be added to the Faculty

Handbook. Membership of the Academic Honesty Board The Academic Honesty Board is composed of

• Associate Dean for Academic Affairs. • Five full-time faculty members. The Faculty Assembly will elect these members from a list

of candidates prepared by the Nominating and Appointment Board and each will serve three-year terms but no more than two consecutive terms.

• Five full-time undergraduate students. The Student Government Association will select the full-time undergraduate students to serve one-year terms. Students may serve more than one term, but no more than three consecutive terms.

• One graduate student from the graduate program, who will serve only when a student from the graduate program is charged with academic dishonesty. The student from the graduate program will be selected by the Vice-Provost/Dean for Academic Affairs or his/her designee and will serve a one-year term. A student representing the graduate program may serve more than one term, but no more than three consecutive terms.

Leadership of the Academic Honesty Board The Chair of the Academic Honesty Board is appointed by the Provost/VPAA from the full-time faculty for a three-year term. The Chair sets the agendas for the meetings and presides over the hearings but does not have a vote. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Academic Honesty Board The Academic Honesty Board has bi-monthly meetings each semester. The Board meets to discuss all issues related to academic integrity and hears cases when needed. The Chair distributes an agenda prior to each meeting. Relevant Procedures and Policies When the Board convenes to hear a case, an equal number of faculty and students must be present, with no fewer than three faculty and three students. In cases involving a hearing of a student from a graduate program, the graduate student representative from the respective program must be present. The decision to uphold a violation charge and impose possible additional College-level penalties is based on a consensus of attending members. A full description of the Academic Honesty Policy is available in the Undergraduate and Graduate Catalogs.

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Recommendations regarding academic integrity are endorsed or rejected by a consensus determination of the Academic Honesty Board. Recommendations that develop out of the Academic Honesty Board are forwarded to the Chair of College Council. If the recommendations must move to Faculty Assembly, then a formal vote of the College Council is required. 1.1.9.5 Academic Review Board Purpose of the Academic Review Board The Academic Review Board has the following responsibilities:

• To review and resolve student petitions for exceptions to established policies and practices; • To resolve student appeals when there is no stated policy; • To make recommendations to the College Council on the formulation of, or the need for,

policy additions or changes; • To review transcripts of all students experiencing academic difficulty and make decisions

regarding academic probation, dismissal, and readmission; • To review and select Plate winners for student(s) with the highest GPA in each class; • To select the Valedictorian for the May commencement ceremony; • To delineate, as necessary, relevant procedures and policies to be added to the Faculty

Handbook. Members of the Academic Review Board The Academic Review Board is comprised of three faculty members appointed by the Nominating and Appointment Board to represent the faculty at-large for a three-year term. Other voting members include the Dean for Academic Affairs, the Associate Dean for Academic Affairs, the Registrar, and the College’s Judicial Officer. Relevant academic support personnel serve as needed but do not vote. Leadership of the Academic Review Board The Dean for Academic Affairs serves as Chair. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Academic Review Board The Academic Review Board meets on an as-needed basis throughout the academic year. It also convenes after final grades have been posted in the fall and spring semesters to review the records of students who are subject to dismissal, probation, and academic warning. Relevant Procedures and Policies Decisions and recommendations are endorsed or rejected by a consensus determination of the Academic Review Board. Recommendations that develop out of the Academic Review Board are forwarded to the Chair of College Council. If the recommendations must move to Faculty Assembly, then a formal vote of the College Council is required. 1.1.9.6 Student Grievance Board Purpose of the Student Grievance Board The Student Grievance Board has the following responsibilities:

• To review student grievances against a faculty member if all other options have been exhausted and the Dean for Academic Affairs determines that a grievable situation has occurred;

• To recommend to the Dean for Academic Affairs an appropriate action;

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Members of the Student Grievance Board Three faculty members are appointed by the Nominating and Appointment Board to represent the faculty at-large, each serving three-year terms with no more than two consecutive terms. Three students will be selected by the Student Government Association to serve one-year terms. Three alternate students also will be selected annually. The Dean for Academic Affairs and Associate Dean for Academic Affairs also serve ex officio. Leadership of the Student Grievance Board The Dean for Academic Affairs chairs the hearings. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Student Grievance Board Meetings of the Student Grievance Board are convened as needed by the Chair. Relevant Procedures and Policies No person from the Student Grievance Board will hear his/her own complaint. A full description of the procedure for academic grievances is available in the Undergraduate Catalog. Recommendations are endorsed or rejected by a consensus determination of the Student Grievance Board. Recommendations that develop out of the Student Grievance Board are forwarded to the Chair of College Council. If the recommendations must move to Faculty Assembly, then a formal vote of the College Council is required. 1.1.10 FACULTY DEVELOPMENT AND ADVANCEMENT COMMITTEE Purpose of Faculty Development and Advancement Committee (FDAC) The FDAC has the following responsibilities:


• To recommend policies for promotion, rank and tenure (administered by the Promotion and Tenure Board);

• To recommend faculty workload policies that support the College’s strategic priorities (administered by Academic Affairs and Department Chairs);

• To recommend policies for College-sponsored faculty development grants and sabbaticals that support the College’s strategic priorities (administered by Academic Affairs and Department Chairs);

• To recommend policies and procedures for evaluating full-time faculty members and Department Chairs (administered by individual faculty, Department Chairs, and Academic Affairs);

• To identify areas of professional growth and development deemed important for faculty integration and advancement at the College;


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Membership of Faculty Development and Advancement Committee Six full-time faculty are elected by Faculty Assembly from a list of candidates prepared by the Nominating and Appointment Board, with at least one from each of the six curricular areas.* Members will serve three-year terms and may serve no more than two consecutive terms. One full-time faculty member will be elected by the Faculty Assembly to represent the faculty at-large for a three-year term from a list of candidates prepared by the Nominating and Appointment Board. Each member, with the exception of the Chair, must serve on at least one subcommittee of the FDAC each academic year. The Provost/VPAA and Dean for Academic Affairs serve ex officio. *Six Curricular Areas Area 1 – Philosophy, Religious Studies, Romance Languages and Literatures Area 2 – English, Communication, Graphic Design and Fine Arts Area 3 – History/Political Science, Psychology, Social Work, Sociology/Criminology Area 4 – Sciences, Exercise Science and Health Promotion, Mathematics Area 5 – Education Area 6 – Business, Information Science and Technology The Nominating and Appointment Board will over time rotate representatives among all departments within each curricular area. Leadership of the Faculty Development and Advancement Committee The Chair of the FDAC is elected by the Faculty Assembly from a list of candidates presented by the Nominating and Appointment Board. The Chair serves a three-year term and may serve no more than two consecutive terms. Should the Chair of the FDAC be unable to fulfill his/her obligations, an Interim Chair will be appointed by the Nominating and Appointment Board to serve in the vacated office through the end of the academic year when the Nominating and Appointment Board will hold an election to fill the remainder of the unexpired term. The Chair is responsible for submitting recommendations of the FDAC to the Chair of Faculty Assembly for review and revision and also serves as a member of the Faculty Cabinet and is a Vice-Chair of the Faculty Assembly. The Chair ensures that Chairs of subcommittees identify adequately the appropriate constituents who would be affected by new policy or policy revision under discussion in subcommittees and disseminate relevant information to those constituents. One way this occurs is by the Chair's posting agenda items electronically to the Faculty Assembly Web site. The Chair also is responsible for appointing members of the FDAC to the FDAC’s various subcommittees. The Chair asks for volunteers at the first meeting and makes appointments as necessary. The Chair finalizes the minutes of the FDAC and forwards these to the Secretary of the Faculty Assembly. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of Faculty Development and Advancement Committee The FDAC will meet at least twice per semester to discuss the work completed by the subcommittees of the FDAC. At the discretion of the Chair, the FDAC may meet more frequently. A quorum of two-thirds of the voting members is required for voting purposes. The Assistant to the Provost and Vice President for Academic Affairs is responsible for recording the minutes and any votes. Relevant Procedures and Policies The Subcommittees and the Board of the Faculty Development and Advancement Committee update the Faculty Development and Advancement Committee on all decisions, recommendations, and reports. The Faculty Development and Advancement Committee can move recommendations

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forward to the Faculty Assembly for either informational or voting purposes. Before a recommendation is moved forward to Faculty Assembly, the Faculty Development and Advancement Committee must endorse this recommendation through a formal vote. An endorsement requires a majority vote when a quorum (two-thirds of the membership) is present. Those recommendations that require a Faculty Assembly vote include (but are not limited to): changes to policies for promotion, rank, tenure, workload, and faculty evaluations. Subcommittees of the Faculty Development and Advancement Committee The Subcommittees of Faculty Development and Advancement Committee include the following: Faculty Development Subcommittee, Faculty Professional Topics Subcommittee, and Faculty Grants, Initiatives, and Sabbaticals Subcommittee. 1.1.10.1 Faculty Development Subcommittee Purpose of the Faculty Development Subcommittee The Faculty Development Subcommittee has the following responsibilities:


• To assist new faculty in their initiation to the College by establishing and supervising a mentoring program;

• To orient new faculty to the faculty course evaluation process; • To assist faculty in portfolio development; • To foster and promote excellence in teaching and student learning in order to support

curricula and co-curricular changes; • To identify resources to support faculty development; • To plan and implement annual faculty development workshops and book discussions and to

make recommendation to the Faculty Assembly and the Office of Academic Affairs for workshops on the teaching/learning process;

• To promote interdisciplinary faculty-and-student learning communities; • To update the FDAC twice per semester or as needed to discuss proposed changes to

policies affecting full-time faculty workload and to make recommendations for faculty development workshops;

• To disseminate information concerning faculty workload and development opportunities to the appropriate constituencies;


Membership of the Faculty Development Subcommittee The Chair of the FDAC appoints two members of the FDAC to the Faculty Development Subcommittee. These members will serve three-year terms, with no more than two consecutive terms. At least two other faculty members will be appointed for a three-year term by the Nominating and Appointment Board to represent the faculty at-large. The Dean for Education, the Associate Dean for Academic Affairs, the Director of the Center for Teaching and Learning, and the chair of Cabrini Day serve ex officio. Leadership of the Faculty Development Subcommittee The Chair of the Faculty Development Subcommittee is elected by subcommittee members at the first meeting. The Chair serves a three-year term and may serve no more than two consecutive

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terms. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meeting of the Faculty Development Subcommittee The Faculty Development Subcommittee meets at least once a month during the academic year. The Chair distributes an agenda prior to each meeting. Relevant Procedures and Policies Faculty development recommendations are endorsed or rejected by a consensus determination of the Faculty Development Subcommittee. Recommendations are forwarded to the Chair of the Faculty Development and Advancement Committee. If the recommendations must move to the Faculty Assembly, then a formal vote of the Faculty Development and Advancement Committee is required. 1.1.10.2 Faculty Professional Topics Subcommittee Purpose of the Faculty Professional Topics Subcommittee The Faculty Professional Topics Subcommittee has the following responsibilities:


• To recommend policies for promotion, rank and tenure (administered by Promotion and Tenure Board);

• To define criteria for full-time faculty workload to ensure equity among faculty teaching undergraduate, graduate, and research-based curricula and recommend policies to ensure College-wide implementation;

• To recommend full-time faculty workloads that support strategic priorities to the Provost/VPAA;

• To recommend policies for evaluation of faculty and department chairs; • To select or design and implement reliable and valid evaluation instruments (SIR II,

Department Chair Questionnaires, Junior Advising Questionnaires, On-Line Evaluations, Internship/Co-Op Evaluations, etc.) for evaluating faculty teaching and advising, department chair administrative responsibilities, and academic administrators;

• To oversee the process for evaluating faculty, department chairs and academic administrators in conjunction with the Offices of Academic Affairs and Faculty Support;

• To update the FDAC twice per semester or as needed to discuss proposed changes to policies affecting promotion, rank, tenure, and faculty evaluation;

• To disseminate information concerning evaluations and promotion, and any changes made to the evaluation or promotion process, to the appropriate constituencies;

• To review and investigate compensation-related issues impacting full-time faculty, part-time faculty and the College;


Membership of the Faculty Professional Topics Subcommittee The Chair of the FDAC appoints members of the FDAC (at least two but no more than four) to the Faculty Professional Topics Subcommittee. In addition, at least one elected faculty member at each rank: Assistant Professor, Associate Professor, and Full Professor. The Provost/VPAA will also be a voting member on this committee to represent the administration for budgetary purposes. Terms will be for three years, with no more than two consecutive terms. At least two other faculty

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members will be appointed for a three-year term by the Nominating and Appointment Board to represent the faculty at-large. Leadership of the Faculty Professional Topics Subcommittee The Chair of the Faculty Professional Topics Subcommittee is elected by subcommittee members at the first meeting. The Chair serves a three-year term and may serve no more than two consecutive terms. The Chair will arrange for the replacement of committee member who cannot attend meetings as appropriate. Meetings of the Faculty Professional Topics Subcommittee The Faculty Professional Topics Subcommittee meets at least once a month during the academic year. The chair distributes an agenda prior to each meeting. Relevant Procedures and Policies Faculty evaluation recommendations are endorsed or rejected by a consensus determination of the Faculty Professional Topics Subcommittee. Recommendations are forwarded to the Chair of the Faculty Development and Advancement Committee. If the recommendations must move to the Faculty Assembly, then a formal vote of the Faculty Development and Advancement Committee is required. 1.1.10.3 Faculty Grants, Initiatives, and Sabbaticals Subcommittee Purpose of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee The Faculty Grants, Initiatives, and Sabbaticals Subcommittee has the following responsibilities:


• To establish criteria for eligibility for College-sponsored faculty development grants; • To work with appropriate administrators to identify possible grant proposals and

disseminate information to appropriate department chairs or College committees; • To seek ways to increase available funding for College-supported faculty grants; • To solicit grant applications from full-time faculty for qualifying summer projects with

priority being given to first-time applicants, to applicants who did not receive grants the previous year, and to initiatives supporting the strategic priorities of the College;

• To organize Faculty Forums where grant recipients present work supported through College-supported faculty grants;

• To recommend criteria for sabbaticals that support the College’s strategic priorities, disseminate this information to eligible faculty, and recommend qualifying applications to the Provost/VPAA;

• To update the FDAC twice per semester or as needed to discuss proposed changes to policies affecting eligibility for College-sponsored faculty development grants and sabbaticals;

• To disseminate information concerning College-supported faculty grants, grant initiatives, and the sabbatical process to the appropriate constituencies;


Membership of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee The Chair of the FDAC appoints two members of the FDAC to the Faculty Grants, Initiatives, and Sabbaticals Subcommittee. These members will serve three-year terms, with no more than two

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consecutive terms. At least one other faculty member will be appointed for a three-year term by the Nominating and Appointment Board to represent the faculty at-large. The Director of Corporate, Foundation, and Government Relations serves ex officio. Leadership of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee The Chair of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee is elected by subcommittee members at the first meeting. The Chair serves a three-year term and may serve no more than two consecutive terms. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee The Faculty Grants, Initiatives, and Sabbaticals Subcommittee meets at least once a month during the academic year. The Chair distributes an agenda prior to each meeting. Relevant Procedures and Policies Any recommendations regarding Faculty Grants, Initiatives, and Sabbaticals policies and procedures are endorsed or rejected by a consensus determination of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee. Recommendations are forwarded to the chair of the Faculty Development and Advancement Committee. If the recommendation must move to the Faculty Assembly, then a formal vote of the Faculty Development and Advancement Committee is required. Recommendations for sabbaticals are established by a consensus determination of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee. Recommendations are forwarded to the Provost/VPAA. Board of the Faculty Development and Advancement Committee The one Board of the Faculty Development and Advancement Committee is the Promotion and Tenure Board. 1.1.10.4 Promotion and Tenure Board Purpose of the Promotion and Tenure Board (PTB) The Promotion and Tenure Board has the following responsibilities

• To maintain professional and academic standards through a system of peer review; • To work with the Provost/VPAA to supervise the review process at the third-year review,

tenure/rolling contract, and promotion; • To review materials submitted by faculty for third-year review, tenure/rolling contract, or

promotion; • To review periodically the criteria endorsed by Faculty Assembly for tenure/rolling contract,

promotion, and third-year review and recommend changes to the Faculty Professional Topics Subcommittee of the Faculty Development and Advancement Committee (Guidelines for tenure/rolling contract, promotion, and third-year review decisions are found in Section 3.5.0 of the Faculty Handbook.);

• To submit recommendations for third-year review and tenure/rolling contract and promotion to the President;


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Membership of the Promotion and Tenure Board Five tenured faculty members will serve three-year terms and may serve no more than two consecutive terms. A list of candidates is prepared by the Nominating and Appointment Board when vacancies arise and is voted on by Faculty Assembly. No two members should be from the same department, and at least two of the members will be at the rank of full professor. The Nominating and Appointment Board also prepares a list of candidates from which the Faculty Assembly will elect four tenured alternates for a three-year term. Two of the alternates will hold the rank of full professor and no two alternates can be from the same department. The alternates will become Board members only when an individual Board member or the Board itself determines there is a personal or academic conflict of interest in a third-year review, tenure/rolling contract, or promotion case including, but not limited to, cases when a PTB member is the chair of a candidate or has been a reviewer of a candidate. PTB members are required to step down during the year in which that member would be considered for promotion. Leadership of the Promotion and Tenure Board Annually, the Chair of the Promotion and Tenure Board is elected by Board members at the first meeting in the spring semester. The Chair is responsible for submitting the recommendation of the Promotion and Tenure Board to the President with a copy to the Provost/VPAA and for joining the Provost/VPAA in the face-to-face review of third-year faculty and in the tenure/rolling contract recommendations to the Teaching and Learning Committee of the Board of Trustees. The Chair has other unique responsibilities that are fully delineated in Section 3.5.0. The Chair will arrange for the replacement of committee members who cannot attend meetings as appropriate. Meetings of the Promotion and Tenure Board At the discretion of the Chair, the Promotion and Tenure Board meets monthly and more frequently in October and November to review candidates for promotion and tenure/rolling contract, and in February and March to review third-year review candidates. The Promotion and Tenure Board and the Provost/VPAA hold an orientation meeting in September of each year, meet again on or before November 15 to share their independent findings on tenure/rolling contract and promotion candidates, and hold a closing session before May 1 to discuss third-year reviews and the joint letter. When deemed beneficial to the Promotion and Tenure Board’s deliberations, the Chair of the Promotion and Tenure Board invites the Provost/VPAA to attend additional meetings. Relevant Procedures and Policies Any recommendations regarding tenure/rolling contract and promotion criteria and policies and procedures regarding third-year reviews, tenure/rolling-contract reviews, and promotion reviews are endorsed or rejected by a consensus determination of the Promotion and Tenure Board. Recommendations are forwarded to the Chair of the Faculty Development and Advancement Committee. If the recommendation must move to the Faculty Assembly, then a formal vote of the Faculty Development and Advancement Committee is required. A full description of the Promotion and Tenure/Rolling Contract policy is available in Section 3.5.0. Amendment Procedure This governance model may be amended at any meeting of the Faculty Assembly if the amendment proposed has moved through the appropriate governance bodies and if it receives a majority vote of the full-time faculty. The President determines which amendments require the approval of the Board before becoming effective. Any substantive changes to the Faculty Handbook must be forwarded through the President to the Board of Trustees for approval.

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CHAPTER 2 INSTITUTIONAL POLICIES

2.0.0 Introduction Institutional Policies are written to provide order and predictability to the daily interactions of members of the community of Cabrini College. The purpose of this chapter is to provide all members of the faculty, particularly those who are new to Cabrini College, with knowledge of the policies, regulations, practices and expectations which prevail at the College. The various institutional policies of this Handbook are subject to revision from time to time by the Trustees, administration and faculty on their own initiative or in response to changes in state and federal legislation. 2.1.0 Equal Employment Opportunity Cabrini College, as an equal opportunity employer, is committed to the principle of equal employment and educational opportunities for all qualified persons. Cabrini College does not discriminate and makes all of its decisions in the operation of any of its programs and activities without discrimination against faculty, staff or students because of race, color, religion (except for positions where religion is a legitimate consideration), sex, age, national origin, handicap or disability which does not interfere with the performance of the essential functions of a job (with or without reasonable accommodation, if any), veteran status, or any other protected class. Further, discrimination conflicts with belief in the dignity of the individual—a belief firmly rooted in the traditions of the Missionary Sisters of the Sacred Heart of Jesus, the founding order of Cabrini College. Final authority and responsibility for equal employment opportunity and the College’s Affirmative Action Plan rests with the President of the College. The day-to-day administration and implementation of the Affirmative Action Plan has been assigned to the Director of Human Resources, who has been appointed as the College’s Affirmative Action Officer in the development and review of Cabrini College’s equal opportunity and affirmative action policies and practices. 2.1.1 Nondiscrimination Policy The procedure used in the investigation of any complaint relating to Federal or State Civil Rights Law, infringement, harassment or disability (Section 504 of the Rehabilitation Action of 1973 or the Americans with Disabilities Act) will be the same as those used for the investigation of a complaint of sexual harassment. 2.1.2 Americans with Disabilities Act It is Cabrini College's policy that the College will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. Cabrini College is committed to complying with the Americans with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973, as applicable. The College recognizes that some individuals with disabilities may require accommodations at work. If an employee is currently disabled or becomes disabled during his/her employment, he/she should contact his/her manager to discuss reasonable accommodations that may enable the employee to perform the essential functions of his/her job.

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2.2.0 Harassment and Sexual Harassment Policy and Procedure Cabrini College’s Charter of Core Values rests on the cornerstone of Respect. Cabrini College seeks to create and maintain an academic environment in which all members of the College community are free from any form of harassment. Cabrini College’s policy is that all employees and students should be able to enjoy and work in an educational environment free from harassment. Harassment based on race, color, religion, sex, age, national origin, sexual orientation, marital status, pregnancy, veteran status, or disability will not be tolerated. It is the wish of Cabrini College to ensure that no member of the College community is subjected to harassment. Therefore, any offensive physical, written or spoken conduct, including conduct of a sexual nature, is prohibited at the College. It is a violation of this policy for any member of the College community, supervisor or manager, male or female, to engage in the acts or behavior categorized below.

The College further recognizes that harassment on the basis of sex is a violation of Section 703 of Title VII of the 1964 Civil Rights Act and Title IX of the Education Amendments of 1976. 2.2.1 Definition of Harassment Harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual and has the purpose or effect of creating an intimidating, hostile or offensive employment or educational environment or has the purpose or effect of unreasonably interfering with an individual's employment or academic performance. 2.2.2 Definition of Sexual Harassment Sexual harassment includes, but is not limited to, verbal or non-verbal conduct with an inappropriate focus on individual characteristics or individual orientation that is intimidating, demeaning, hostile or offensive; unwelcome verbal or physical advances; attempts to subject a person to unwanted sexual attention or to coerce a person into sexual relations; and/or retaliation for refusal to comply with sexual demands. Sexual harassment is further defined as unwelcome 1) sexual advances or 2) requests for sexual favors, or 3) other behavior of a sexual nature where submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment, academic standing, or participation in a College-sponsored program or activity—and/or where such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational performance or of creating an intimidating, hostile or offensive environment for work or learning. All members of the community, regardless of their position, are covered by and expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. The College regards such behavior as intolerable and a violation of the standards of conduct required of all persons associated with this institution. Accordingly, any members of the community found inflicting such behavior on others within the College setting are subject to appropriate disciplinary institutional action, which may include verbal or written reprimand, suspension, demotion, transfer or discharge. Conduct alleged to be harassment/sexual harassment will be evaluated by considering the totality of the particular circumstances, including the nature, frequency, intensity, location and duration of the questioned behavior. The standard of judgment will be the

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judgment one would attribute to a reasonable person in similar circumstances. Procedures detailing disposition of complaints are listed below. 2.2.3 Academic Freedom and Harassment/Sexual Harassment The protections of academic freedom must be considered if issues of speech or artistic expression are involved. Academic freedom applies to the speech of students and teachers; however, speech or conduct of a hostile or sexual nature which occurs in the context of educational instruction may exceed the protections of academic freedom and constitute prohibited harassment/sexual harassment if it meets the definition of harassment/sexual harassment and is reasonably regarded as non-professional speech or lacks reasonable pedagogical purpose. Hereafter harassment and/or sexual harassment will be forthwith designated as “harassment.” 2.2.4 The Complaint Process Overview Who May File a Complaint?

Any person who believes an employee of the College community has subjected him or her to discrimination, harassment, or retaliation may file a complaint. The complaint procedure is detailed below. Forms for filing the complaint can be obtained from the Office of Human Resources or from the Human Resources Web site. (See Appendix B) Any person electing to utilize the complaint resolution procedure will be treated courteously. The problem will be handled swiftly and as confidentially as feasible in light of the need to take appropriate corrective action, and the registering of a complaint will in no way be used against the complainant, nor will it have an adverse impact on the individual's status at the College. While reporting such incidents may be a difficult personal experience, allowing harassment activities to continue could certainly lead to less desirable outcomes. For that reason, members of the community are expected to utilize this procedure. The College will make every effort to protect the rights of those who might be accused under this policy. In the unusual event that a malicious or deliberately groundless complaint is filed, the College will take disciplinary action against the complainant. The Director of Human Resources has the primary responsibility for implementing this policy and procedure.

Confidentiality The College will do all that it can to protect the privacy of the individuals who are parties to a complaint. Information about individual complaints and their disposition is considered confidential and will be shared only as determined to be appropriate.

Assurance Against Retaliation Retaliation against persons who report or provide information about harassment or behavior that might constitute harassment is strictly prohibited. This policy seeks to encourage students, faculty and other employees to express freely, responsibly, and in an orderly way, opinions and feelings about any problem or complaint of harassment. The Director of Human Resources is authorized to take steps necessary to ensure that persons acting in good faith are not subject to retaliation.

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2.2.4.1 What Employees Should Do If They Are Victims of Harassment: Recipients of any unwelcome gesture or remark do not have to remain silent. At any time they can file a formal or informal complaint. They may choose to do any or all of the following:

• State clearly to the harasser that they find such conduct offensive and unwelcome and want the offensive conduct to stop at once.

• If they are uncomfortable addressing the harasser directly, they can speak to an appropriate administrator and ask for proper intervention. The College cannot solve the problem if no one is aware of it.

• Keep a written log of all incidents of harassment, noting the date and time, place and persons involved, and any witnesses to the event.

• If the conduct does not stop after speaking with the harasser or after going to the harasser's appropriate administrator, then they should strongly consider filing a complaint with the Office of Human Resources. Please note that a formal complaint can be filed at any point after harassment has occurred.

• Complete a Complaint Form—this form will ask for the name of the accused and the dates and times of alleged harassment. Return the form, with signature and date, to the Office of Human Resources. Forms for filing the complaint can be obtained from the Office of Human Resources or from the Human Resources Web site. The Director of Human Resources or a designee will meet with the complainant to discuss the complainant’s concerns and clarify the College’s policy and internal complaint resolution procedures within five (5) business days after receiving the complaint form.

2.2.5 Harassment Resolution Process 2.2.5.1 Informal Process Many harassment complaints can be resolved through an informal process designed to provide assistance and guidance to both the complainant and the accused by educating them both on the College’s harassment procedures. If the complainant elects to seek resolution through an informal process, the complainant will attempt such resolution with the help of the Director of Human Resources. Acknowledgement in writing by both parties that the issue has been resolved is necessary for the informal resolution process to be completed. Both parties have thirty (30) calendar days from the date of the initial complaint to file their acknowledgements. These statements of resolution will be retained in the Office of Human Resources as part of the personnel records of both parties. If the College decides that the informal process has not resolved a problem to its satisfaction, it may choose to pursue the matter on its own behalf through an investigation and appropriate disposition. At any time during the informal resolution process, the complainant may change his/her request for disposition of the complaint from the informal to formal process. The complainant must notify the Director of Human Resources of that decision in writing. Should the same individual be the accused in repeated informal complaints, the Director of Human Resources will file a formal complaint against this individual and present the matter to the Discrimination and Harassment Resolution Committee. Procedures are described on the next page.

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2.2.5.2 Formal Resolution Process All written complaints reported via the complaint form will be pursued formally, unless the complainant elects to pursue the allegations in the informal resolution process described above. The complaint must include the following information:

1. the name of complainant, 2. the name of accused, 3. the details of the alleged harassment, 4. the names of any persons believed by the complainant to have knowledge of the alleged

harassment, 5. the number of incidents, 6. the effect the behavior had on the complainant, 7. any other information the complainant believes pertinent to the alleged harassment.

The responsibility for conducting an investigation is the duty of the Director of Human Resources and he/she may designee other individuals, including outside parties (e.g., lawyers) to facilitate that process to the extent necessary. During the formal resolution process, the complainant may change his/her request for disposition of the complaint from the formal to informal process. The complainant must notify the Director of Human Resources of that decision in writing. 2.2.5.3 Discrimination and Harassment Resolution Committee (DHRC) The Discrimination and Harassment Resolution Committee is responsible for determining whether there is enough evidence to suggest that the alleged harassment occurred, and, if so, the Committee is charged with recommending appropriate sanctions. The Director of Human Resources or designee as well as the appropriate senior administrators will review the recommendations. 2.2.5.3.1 Composition of the Discrimination and Harassment Resolution Committee The College will create a pool of eight (8) tenured faculty, eight (8) staff, and two (2) administrators, who are trained to deal with harassment issues. The Faculty Assembly will submit a list of names of tenured faculty for this pool. STAC members will submit a list of names for this pool. The Director of Human Resources will nominate two administrators. On a case-by-case basis the Director of Human Resources will eliminate any members who have an apparent conflict of interest from this pool. The Director of Human Resources will then randomly choose the committee to be comprised as follows: two (2) tenured faculty, two (2) staff members, and an administrator. The committee will select its own chair. All members of the trained pool will be available to serve on the committee for two years. The Director of Human Resources may not be a committee member. 2.2.5.3.2 Procedure

1. Within five (5) business days of receiving the complaint, the Director of Human Resources or an appointed investigator (hereafter investigator) will a. Meet with the complainant to discuss the complainant’s concerns and clarify the College’s

policy and internal complaint resolution procedures; b. Meet with the accused to discuss the complainant’s concerns and clarify the College’s

policy and internal complaint resolution procedures;

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c. Provide a copy of the complaint to the accused; d. Initiate an investigation to determine whether there is a reasonable basis for believing that

the alleged violation of this policy occurred. During the investigation, the Director of Human Resources or investigator, together with legal counsel and/or other senior administrators, will interview the complainant, the respondent, and any witnesses, to determine whether the alleged conduct occurred. Relevant witnesses may provide information for both the complainant and the accused. The investigator will interview witnesses and collect written statements from all witnesses.

2. Within twenty (20) business days of the complaint’s being filed, the Director of Human Resources or investigator will conclude the investigation and submit a report of his or her findings to the DHRC, with copies to the complainant and the accused. If there are extraordinary extenuating circumstances that do not allow the report to be completed within the allotted time, then the DHRC can grant an extension of an additional fifteen (15) business days. It will be the responsibility of the Chair of the DHRC to inform all parties of the extension.

3. Within five (5) business days of receipt of the completed investigation report, the DHRC will convene to review the complaint. The Director of Human Resources or investigator will report the findings to the DHRC. The DHRC may call the parties and/or any witnesses before a DHRC meeting at any time during the process. Parties involved with the case may not otherwise attend a DHRC meeting.

4. Within ten (10) business days of the DHRC's first meeting with the Director of Human Resources or investigator, the DHRC will conclude its review and will present the Director of Human Resources or designee with a letter stating the conclusions reached by the Committee and, if necessary, recommendations for sanctions.

The DHRC may determine

1. That the alleged conduct did not occur and/or does not constitute harassment/sexual harassment;

2. That the alleged conduct constituted harassment and sanctions are in order. Recommended sanctions may include, but are not limited to the following: a. Certification of completion of a harassment education program, b. Formal reprimand, c. Reassignment of duties, d. Denial of pay increase, e. Suspension with or without pay, f. Termination of employment.

The appropriate action will depend on the following factors:

a. The severity, frequency and pervasiveness of the conduct, b. The quality of the evidence (first-hand knowledge, credible corroboration), c. Impact on the complainant and the College.

If sanctions are recommended by the DHRC, the Director of Human Resources or designee will meet within five (5) business days with the appropriate administrators and review the findings and make a final decision as to sanctions. Immediately after a final decision has been rendered, the Director of Human Resources or designee will meet with the complainant and the accused separately in order to notify them in person of the

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findings of the investigation and to inform them of the sanctions, if any. In addition both the complainant and the accused will receive a copy of the Committee's final report and the ultimate administrative decision. All statements of resolution will be retained in the Office of Human Resources as part of the personnel records of both parties. Should a faculty member be accused of discrimination, harassment, or retaliation, the College shall handle the matter in accordance with the procedures in Chapter 2 (including investigation, imposition of any sanctions, and appeal) rather than procedures in Chapter 3. 2.2.5.3.3 Appeals Process The complainant and the accused may submit statements challenging the factual basis of the findings/decision to the Director of Human Resources or designee. Any such statement must be submitted no later than five (5) business days after the meeting with the Director of Human Resources or designee in which the findings of the investigation are discussed.

Once such a challenge is received, the Director of Human Resources or designee will have ten (10) business days to investigate and respond in writing. Should new evidence come to light, the Director of Human Resources or designee will notify the DHRC of this development. Within ten (10) business days of this notification, the DHRC will conclude its review and will present to the Director of Human Resources or designee a letter stating any revised conclusions. Within three (3) business days of receiving the letter, the Director of Human Resources or designee and appropriate administrators will meet to review the findings and make a determination. Immediately after a final decision has been rendered, the Director of Human Resources or designee will meet with the complainant and the accused separately in order to notify them in person of the findings of the investigation and to inform them of the results of the appeal. In addition both the complainant and the accused will receive a copy of the Committee's final report and the ultimate administrative disposition. All statements of resolution will be retained in the Office of Human Resources as part of the personnel record of both parties. 2.2.5.4 Consensual Amorous Relationships Policy Cabrini College seeks to maintain an educational atmosphere wherein students and faculty members, administration and staff interact in appropriate professional and pedagogic ways. In keeping with this goal, any individual who has power or authority over another individual is not permitted to have a romantic or sexual relationship with that individual. For example, faculty are not permitted to have romantic or sexual relationships with students who are enrolled in their classes. Although it is recognized that the partners in the relationship may be full and willing participants, the responsibility for adhering to this policy and the consequences for violating it fall upon the individual in the authoritative position.

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Violations of the policy will be handled though the Office of Human Resources. The sanctions imposed for violation of this policy will necessarily depend on the facts and circumstances of the case. 2.3.0 Human Resources Employment Policies 2.3.1 Hiring Procedures The Office of Human Resources is responsible for overseeing the hiring process for all employees. A Personnel Requisition Form must be completed by the hiring supervisor for every position that is to be filled. All necessary approvals must be received on this form before the search for a replacement or new employee is begun. Hiring supervisors should consult with the Office of Human Resources for information regarding search procedures. Temporary employees may be used to fill an open position until a regular full-time or part-time employee can be hired. Also, all jobs which are only for a specified duration should be filled with a temporary employee. Temporary positions need not be posted on campus. When a qualified candidate is selected, the hiring manager must complete the Authorization to Hire Form prior to making an offer of employment. 2.3.2 Posting/Advertising Positions Cabrini College may promote from within. Therefore, vacant positions may be filled immediately and without being posted on campus if a particularly well-qualified individual is available within the department or has been training specifically for the position. The College will make an effort to post most positions on campus to enable internal candidates to apply. The general policy of Cabrini College is to initiate a national search for full-time faculty positions and academic administrative posts. Open positions will be posted by Office of Human Resources on a weekly basis on the Human Resources link on the College’s web site. Open positions will be posted internally for five days and then may be advertised externally. Internal applicants should inform their supervisor of their interest in another position and then submit a resume and cover letter to the Office of Human Resources. Internal applicants are not guaranteed an interview for an open position. The Hiring Manager and area Vice President (if applicable) will make interview decisions based on an applicant’s qualifications. Those positions that are not required to be posted include temporary positions, sub-contracted assignments, jobs being filled from within, and positions reporting directly to the President. 2.3.3 Search Committees At their discretion, the President and area Vice President may establish search committees for certain positions. The composition of Search Committees shall be directly related to the position opening and to the campus offices affected by the position. For further information regarding this policy, please refer to Section 3.4.0. The Chair of the Search Committee, in consultation with the Director of Human Resources, shall be responsible for following and implementing College personnel and affirmative action procedures and policies during the advertising, interviewing and selection actions. Records from all searches shall be stored in the Office of Human Resources.

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2.3.4 Background Check Policy A check of a candidate’s background is intended to serve as an important part of the selection process when hiring new employees after January 1, 2006. Background checks may also be required for current employees and student-workers whose jobs are defined as security sensitive. A background check is conducted to promote a safe work environment and to protect the College’s most important assets—the people of the Cabrini community. It assists hiring authorities in making prudent employment decisions based upon more comprehensive job-related information, and because the background check may be updated periodically, it also assists the College in maintaining a high-quality workforce. To be considered for employment, all prospective employees must complete and submit two documents: the Application for Employment and the Background Check Consent Form. All job offers must be made “contingent upon successful completion of a background check.” After the background check is successfully completed, generally three to five working days, the Office of Human Resources will notify the Hiring Manager. If the background check is not satisfactory, the Office of Human Resources will provide guidance and a recommendation to the supervisor and appropriate Vice President. 2.3.5 Employment of Relatives At the College's discretion, persons related by family or marriage may be employed by the College, provided such individuals meet regular College employment standards. However, employees shall not initiate, participate in or exercise any influence over departmental or institutional decisions involving a direct benefit to a person related by family or marriage (such benefits include initial appointment, retention, promotion, tenure, salary, leave of absence and appeals adjustment). In situations where a conflict of interest might occur under normal operating procedures, the responsibility for the decision will pass to the next higher administrative level to make appropriate changes to eliminate the conflict. For purposes of this policy, persons related by family or marriage are defined as a spouse, parent, child, sibling, grandparent, grandchild, aunt, uncle, niece, nephew, cousin and in-laws. 2.3.6 Employment References In response to verification of employment or reference inquiries, the Office of Human Resources will verify dates, positions and length of employment for a present or former employee of Cabrini College. Additional information may be released with written approval of both the Office of Human Resources and the employee; exception to this policy will be made if withholding of information may endanger the future employer or third parties. In such a case, the Director of Human Resources will use discretion on the releasing of additional information. Employees who are contacted to provide an employment reference are not permitted to release any information. All inquiries must be directed to the Office of Human Resources. Personal recommendations, professional references and application recommendations are not to be given in the name of the College. Employees who give these types of recommendations/references for other employees are doing so as individuals, and their evaluations do not represent those of the College.

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2.3.7 Offer of Employment Faculty receive an appointment letter from the Office of Academic Affairs. The Office of Human Resources is sent a copy of the appointment letter and will prepare the necessary paperwork for employment. For further information, please refer to Section 3.4.0, Search and Appointment of Faculty. 2.3.8 Employment Categories The College recognizes three employee classifications: faculty, staff and student employee. The employment status of faculty and staff can be defined in three ways: full-time, part-time, and temporary/volunteer. All student employment is defined as temporary. The opportunity to employ individuals with different employment statuses in each classification satisfies the flexibility necessary for the College to meet the varying employment needs of academic, research and administrative functions. Definitions of each classification and status are shown below. The combination of employee classification and employment status determines the application of other human resource policies as well as eligibility for benefits. The Office of Academic Affairs is responsible for recommending and identifying faculty employment status. The following guidelines are provided to assist in determining the appropriate employment status. In the event that a supervisor is uncertain about the status of a position, the supervisor should contact the Office of Human Resources as soon as possible.

a. Full-time faculty: Specified by academic appointment, associated with the College for the primary purpose of teaching, research or leadership and administration in an academic area equal to 50 percent or more of their compensated time, and considered regular member of Faculty.

b. Part-time faculty: Also termed as adjunct faculty, specified by academic appointment, classified as non-tenure and not leading to tenure/rolling contract, associated with the College for the primary purpose of teaching in an academic area less than half time in a primary or secondary appointment.

c. Temporary/Volunteer: Employees who serve the College on a temporary basis or who volunteer their services and donate their time for College activities (for a specified period of time) regardless of the number of hours worked per week and are not eligible for benefits.

2.3.9 Exempt and Non-Exempt Pay Status Determination of the exempt or non-exempt pay status of a position is governed by the Fair Labor Standards Act (FLSA), which is a federal law. Based on the guidelines provided by FLSA, the Office of Human Resources determines the exempt or non-exempt status of each position at Cabrini College. If employees have a question about whether their job is exempt or not, they should contact the Director of Human Resources. Exempt employees are those whose positions are exempt from FLSA provisions because their work is predominantly professional, administrative or executive (as defined by the FLSA) in nature. Exempt employees are not eligible for overtime compensation and are usually paid on a biweekly salaried basis. Non-exempt employees are those who are covered by the FLSA and are eligible for overtime compensation in accordance with the FLSA. All non-exempt employees have a designed base hourly pay rate and are paid on a biweekly salaried or hourly basis.

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2.3.10 Date Of Hire/Bridging Of Service Faculty who have been rehired by the College within a 12-month period will have an adjusted hire date that will reflect their previous service. Faculty originally hired on a part-time basis, who later become full-time employees with no break in service, will receive credit for their part-time service as explained below. The adjusted hire date will be used for calculating accruals of benefits such as tuition remission and service awards. Other benefit plans, such as medical and dental insurance and the retirement plan, have waiting periods and other criteria that must be met regardless of previous service. 2.3.11 Access To Personnel Files The personnel file containing records for each employee will be maintained by the Office of Human Resources in a secured area. The file will contain information in connection with Cabrini College employment. The material contained in the file shall be confidential and shall be subject to the review of only the employee, the Office of Human Resources and those persons who have supervisory or administrative authority over the employee. Cabrini College may submit copies of documents in such files to federal, state or other governmental and judicial agencies if required by law in connection with any investigations, hearings or judicial proceedings involving such agencies or the courts. Cabrini College may also submit such information to its insurance carriers in connection with any such proceedings or in connection with Worker's Compensation claims or proceedings in cooperation with the Health Insurance Portability and Accountability Act (HIPPA) and all applicable laws. Additional information on this topic can be found in Section 3.3.3. The College is required to comply with external requirements for recordkeeping. For a complete list of employment record types and retention and disposal requirements, please contact the Office of Human Resources. 2.3.12 Personnel Data Changes Employees are free to examine their own personnel files in the presence of a Human Resources staff member during normal business hours. Employees must make an appointment. No part of the file may be removed, copied or taken to another location. The employee may request copies of information in the file. If there is a disputed item within the file, the employee may add a written statement to the file. It is the responsibility of the employee to notify the Office of Human Resources of any changes to basic personnel information, such as address, telephone numbers, marital status, number of dependents, insurance plan beneficiaries and tax withholding status. Proof of change may be required. All employees are required to give their home phone number. This number will be used to contact the employee only when necessary. Only employees who live on campus may give Cabrini College as the address of record. The Office of Human Resources also maintains emergency contact information. All employees are required to give the name, telephone number and address of whom to contact in case of emergency. 2.3.13 Voluntary Termination of Employment Employees who decide to leave Cabrini College are expected to submit a letter of resignation that includes the date of termination, reason for termination and the employee's signature. All wages due the employee will be paid on the next regularly scheduled payday after the employee's last day of employment with the College.

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When appropriate, resigning employees will be scheduled for an exit meeting with the Office of Human Resources to ensure that all College property is returned and to provide an opportunity to discuss any questions or concerns related to employment with Cabrini. Employees who fail to return any College property including keys, credit cards, computers, uniforms, cellular phones, pagers and other equipment, will be deemed ineligible for rehire and may be subject to legal proceedings on behalf of Cabrini College. 2.4.0 NEW EMPLOYEE POLICIES 2.4.1 CabriniOne CabriniOne provides students, faculty and staff affiliated with Cabrini College access to online resources, both internal to Cabrini and external, and all with one user ID and password. CabriniOne provides access to e-mail, calendar, BannerWeb, course Web sites, payroll information and other Cabrini accounts. Within 48 hours of new hire orientation, employees are able to retrieve usernames and passwords to access CabriniOne. Instructions are available in the Office of Human Resources. It is the responsibility of employees to maintain their user ID and password and regularly check CabriniOne for important information. 2.4.2 Identification Card Cabrini College identification cards can be obtained through the Department of Public Safety, Monday through Friday, 8:00 a.m. to 6:00 p.m. ID cards are required by all faculty and staff and should be obtained within three (3) business days of employment. The card is necessary for entry into specified campus buildings, and for use of College facilities and services such as libraries, athletic events, and other activities. To prevent deactivation, holes should not be punched in the ID card, and it should be stored away from computers, electronic devices, and other cards that have a magnetic strip. Loss or stolen cards should be reported to Public Safety as soon as possible. Upon termination, employees will be required to return ID badges to the Office of Human Resources as part of the exit interview. 2.4.3 Key Policy All requests for keys are made by the supervisor to the area Vice President on a Facilities Service Request Form. If approved, the area Vice President forwards the request to the Facilities Department. The request shall include location of door (building and office), number of keys, individual(s) to receive keys and the reason key is needed. The Facilities Department is responsible for making all keys and will not make keys unless approved by the department head. Master keys must be approved by the area Vice President and Public Safety. Cabrini College reserves the right to charge individuals for any cost incurred as a result of lost keys. All keys must be returned to the Facilities Department as soon as they are no longer needed or to the Director of Human Resources upon separation from employment. It is the responsibility of the supervisor to see that keys are turned in when an employee separates from employment.

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Keys are not to be copied or transferred from one individual to another, nor are they to be loaned or given to students. 2.4.4 New Employment The Immigration Reform and Control Act of 1986 requires employers to verify both the identity and work eligibility of all new hires within three business days of employment. Employers must attest on an I-9 form that they have examined certain documents to verify the employment eligibility and identity of the individual hired. Every new employee must report to the Office of Human Resources immediately upon hire with proof of identity and eligibility to work. If identification is not provided within three days of employment, the employee will be terminated. Employees under the age of 18 must provide Cabrini College with a work permit. Minor employees are prohibited from performing certain types of work, such as operating heavy machinery. The Office of Human Resources can provide details of the laws relating to child labor laws. 2.4.5 New Employee Orientation The purpose of new employee orientation is two-fold: to provide to new employees valuable, standardized information and to help new employees develop a good understanding of their position and Cabrini College. On a regular basis, the Office of Academic Affairs will hold an orientation program for new faculty. In addition, every new full-time employee will meet with a Human Resources staff member. Information will be provided on campus policies, benefits, payroll and other important information the employee will need to have a rewarding experience as an employee of Cabrini College. Specific information on new faculty orientation can be found in Section 3.9.1. 2.4.6 Parking Regulations and Vehicle Registration The roadways of the College and its parking spaces fall under the jurisdiction of the Department of Public Safety, which is responsible for the administration and enforcement of regulations designed to facilitate an orderly traffic flow on campus. These regulations apply to students, faculty, staff and visitors. Infractions of these regulations are the responsibility of the person who registered the vehicle on campus. All employees are required to register their vehicle within three (3) business days of their employment with the Department of Public Safety. The College is not responsible for loss due to theft or damage to vehicles that occur on College property. Special events parking and all temporary parking arrangements on campus are to be scheduled and approved by the Public Safety Department. Additional information on vehicle registration, traffic and parking regulations can be found on the College’s web site or in Public Safety. 2.5.0 BENEFITS POLICIES 2.5.1 Mandatory Benefits 2.5.1.1 COBRA Statement The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) requires that most employers who sponsor group health plans offer employees and their families the opportunity for a temporary extension of health coverage (called "continuation coverage") at group rates in certain instances where coverage under the plan would otherwise end. The following is intended to inform

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employees, in a summary fashion, of their rights and obligations under the continuation coverage provisions of COBRA. Employees and their spouses should take the time to read this carefully. An employee, the employee's spouse or dependent become qualified beneficiaries if the employee, the employee's spouse or dependent are covered under the employer's group health plan and would lose coverage due to one of the following events (called a qualifying event):

• Death of the covered employee; • Termination (for reasons other than gross misconduct) or reduction of hours of the covered

employee's employment; • Divorce or legal separation of the covered employee from his or her spouse; • Entitlement of the covered employee for Medicare; or • Dependent ceases to be a "dependent child" under the group health plan.

In the case of a qualifying event, each qualified beneficiary would have the right to elect to choose continuation coverage if the group health coverage would be lost. Employees, their spouses or dependent children (where applicable) would each, as a qualified beneficiary, have the option to elect continuation coverage for a period shown as follows: Reason for Termination Under Group/Period: Voluntary Termination of Employee 18 months Involuntary Termination of Employee (except for gross misconduct) 18 months Reduction in Work Hours of Employee 18 months Disability of Employee as determined under the Social Security Act 29 months Death of Employee 36 months Divorce or Legal Separation 36 months Employee becomes entitled to Medicare 36 months Dependent Child no longer qualifies as dependent under group health plan 36 months The continuation coverage extends from the date of one of the events described previously to

• 18 months (in the case of termination or reduced work hours) or 29 months (in the case of disability) or 36 months (in all other cases described previously except retirees and newly acquired dependents; see "Special Rules").

• The date the employer no longer provides any group health plan to employees. • The date the premium for continuation coverage is not paid on time. • The date the person whose coverage is being continued becomes covered under another

group health plan unless the other plan contains an exclusion or limitation with respect to a pre-existing condition.

• The date the person whose coverage is being continued becomes entitled to Medicare benefits (unless the qualifying event is the employer's Title 11 Bankruptcy).

• The date a spouse is divorced from a covered employee, subsequently remarried and becomes covered under another group health plan. In the latter case, the covered person can continue until the maximum allowed period of termination or upon being covered for pre-existing conditions if the new plan excludes or limits benefits for the pre-existing condition and the continuation coverage plan covers it, whichever occurs first.

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To prevent a lapse in coverage, if continuation coverage is elected, any required premiums must be paid within 45 days after the election. If the employer's group health plan provides a conversion privilege to other beneficiaries, the employer must also provide covered family members with the opportunity to enroll under a conversion health plan during the 180-day period proceeding the date that continuation coverage expires. COBRA also affects the rights of employees and their spouses who are over 65 years of age. Cabrini College must offer employees and their spouses age 65 and over the same health insurance coverage that is offered to younger workers and their spouses. For detailed information or questions regarding COBRA, please contact the College's Plan administrator, the Director of Human Resources, 610 King of Prussia Road, Radnor, PA 19087-3698. 2.5.1.2 Social Security Benefits All employees are covered under the Social Security Act, which is governed by federal guidelines. Taxes (FICA) are deducted at the rate and amount of earnings specified in the current federal guidelines. The College is required to contribute an equal amount to that deducted from the employee’s paycheck. 2.5.1.3 Unemployment Benefits Unemployment compensation is a benefit established to assist those employees who, because of a variety of circumstances beyond their control, have lost their positions. If a faculty or staff member’s employment is permanently terminated through no fault of his/her own and there is no assurance of continued work, such a change in employment situation is covered under PA Unemployment Compensation laws. Examples of circumstances under which an employee would be eligible for unemployment compensation include lay-off due to lack of work, reduction in force for budget reasons, loss of grant-funding, etc. College employees who are temporarily furloughed during semester and summer break periods are not covered by the PA Unemployment Compensation laws and are, thus, ineligible for unemployment compensation benefits during these break periods. The Office of Human Resources will assist employees or their supervisors with any questions or problems related to unemployment compensation. Specific requirements for benefits can be obtained from the local Commonwealth of Pennsylvania Unemployment Office. 2.5.1.4 Worker's Compensation All employees are eligible for benefits provided by worker's compensation. The employer's liability law of the Commonwealth of Pennsylvania is designed to assist employees with medical expenses and some salary reimbursement when they sustain job-related injuries while on duty. All injuries incurred while on duty must be reported immediately to the supervisor and/or Office of Human Resources. Failure to report an injury in a timely manner may result in the medical bills' being the employee’s responsibility. The College's worker's compensation insurance carrier pays all necessary and reasonable medical expenses provided that the injured employee selects care from a licensed health care provider on the

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College’s panel. The list of approved health care providers is available through the Office of Human Resources. Employees are encouraged to visit the nearest hospital emergency room in the event of an emergency work injury. If an employee does not visit a panel doctor, the payment of bills becomes the responsibility of the employee. Worker's compensation pays lost wages according to the following guidelines:

• If an employee is out of work for fewer than 7 calendar days, worker's compensation does not pay any lost wages.

• If an employee is out of work for more than 7 calendar days, but fewer than 14, worker's compensation pays for days 8 through 14.

• If an employee is out for more than 14 calendar days, worker's compensation pays from the first day out.

Employees may use their earned time (sick, personal or vacation) to continue their salary during those days not covered by worker's compensation. When physical therapy or other periodic medical treatment is required for an extended period of time, the employee must make all attempts to schedule appointments before or after work hours. 2.5.2 College-Funded Plans 2.5.2.1 Benefit Eligibility All full-time faculty who are tenured or in tenure-track contracts are eligible for benefits the first of the month following their date of hire. All other full-time faculty are eligible for benefits if their employment is expected to last more than one academic year. Benefits can represent a significant portion of overall compensation, based on the elections made. A variety of other supplemental plans, which are strictly employee-paid, are also available. New employees must complete paperwork necessary to enroll in benefits. If an employee chooses to enroll in the benefits plans available, they must do so within 31 calendar days of date of hire. If employees miss this 31-day window, they will not be able to enroll in benefits until the open enrollment period. Employees may change or add benefits when they experience a qualifying status change event so long as the change is consistent with the event and the paperwork for the change is submitted to the Office of Human Resources within 31 calendar days of the event. A list of various plans available is provided in Section 2.5.2.2. More detailed information, such as premium rates, dependent coverage, and additional benefits and options, for any of the plans is available by contacting the Office of Human Resources. A detailed outline of available benefits, including a benefits worksheet and tutorial to assist employees with their selections, is also provided on our benefits web site found at http://www.mybenergy.com. Username: cabrinibenefits. Password: benefits. Current full-time employees may access their personalized benefits web site found at http:///www.mycabrini.mybenergy.com 2.5.2.2 College-Funded Benefits Medical Insurance Dental Insurance Vision Insurance

http://www.mycabrini.mybenergy.com

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Short-Term Disability (STD) Long-Term Disability (LTD) Group Life Insurance and Accidental, Death & Dismemberment (AD&D) 403(b) Defined Contribution Plan Holidays Employee Assistance Program (EAP) Cabrini College Tuition Remission Council of Independent College Tuition Exchange Program (CIC-TEP) Tuition Exchange Program Undergraduate Scholarship Assistance Plan and Agreement (USAP) 2.5.2.3 Voluntary Benefits Personal Accident Indemnity Plan Personal Cancer Indemnity Plan Personal Recovery Plus Plan Flexible Spending Accounts (FSA) Long-Term Care Insurance Additional Life Insurance and Accidental, Death & Dismemberment Freedom Credit Union 2.5.3 Other College Benefits 2.5.3.1 Library All employees have access to the Holy Spirit Library which houses more than 200,000 items that support the College's academic programs. Included in the collection are books, periodicals, audio-visual and multi-media materials, microforms, rare books, and juvenile and curriculum books. Holy Spirit Library is open seven days a week, September through May, and six days a week during the summer months. 2.5.3.2 Bookstore Employees receive a 10 percent discount on clothing and gift item purchases made at the Campus Bookstore, located on the lower level of the Widener Building. Regular store hours are Monday and Tuesday 9:00 a.m.–7:00 p.m., Wednesday and Thursday 9:00 a.m.–5:00 p.m., Friday 9:00 a.m.–2:00 p.m. Summer and holiday hours vary. Cabrini College Bookstore: 610-902-8526. 2.5.3.3 Dixon Athletic Center The Dixon Center, Cabrini’s sports and recreation complex, is located on the west side of campus. The Center houses squash courts, a gymnasium with three full-length basketball courts, swimming pool, a fitness center and strength training area, a dance/aerobic room, an indoor track, and locker rooms. Classes are available in Water Aerobics, Mat Pilates, Dancers’ Workout, Hatha Yoga and more. Hours of operation are listed on the Cabrini College web site or are available from the Dixon Center front desk at 610-225-3901.

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Full-time employees and their families have full access to the Center free of charge. Part-time employees can join the Center for $50.00 per year for an individual membership. Please contact the Administrative Coordinator at 610-225-3904 for membership applications. 2.5.3.4 Campus Shuttle Several times a day while school is in session, Cabrini runs a shuttle service that connects with the R5 Paoli/Downingtown train that stops at Radnor, the 100 Rapid Transit Line, and stops at the King of Prussia Mall and in Wayne. For a shuttle schedule, please go to the following web site: http://www.cabrini.edu/About/Leadership-and-Administration/Administrative-Offices-and-Departments/Public-Safety/Shuttle.aspx 2.5.3.5 The Children's School The Children's School offers child-centered pre-school and kindergarten programs from 9:00 a.m. to 3:00 p.m., September through June. The Children's School is nationally accredited by the National Association for the Education of Young Children (NAEYC) and state licensed. Parents have the option of full- or half-day programs and may enroll children in a three-, four-, or five-day program. Children ages two years, seven months (in September) through five years are eligible to attend. The school is located at 45 Walker Road, Wayne, PA 19087. Faculty and staff receive a 10 percent discount on tuition. For more information about the school, please visit: http://www.cabrini.edu/Friends-and-Community/The-Childrens-School.aspx or contact the School’s Director at 610-964-6112. 2.6.0 Compensation Policies 2.6.1 Compensation Philosophy The College’s Planning and Budgeting Guidelines benchmark for desired faculty and staff salary ranges. The Office of Academic Affairs conducts an annual salary review of individual faculty members. For specific information regarding faculty compensation, please see Section 3.8.0. 2.6.2 Payment of Salary Salaries for full-time contracted faculty members are distributed in 26 equal payments, beginning with the second pay period in August. Salary payments are made on a bi-weekly basis every other Friday. Salaries for overloads and adjunct faculty are paid on a bi-weekly basis over the length of the contract. Employees are paid through direct deposit of funds to either a savings or checking account at their bank of choice (providing the bank has direct deposit capability). To activate direct deposit, a Direct Deposit Authorization Form must be completed and returned with a voided personal check to the Payroll Department. Because of banking requirements it may take two pay periods for activation of the direct deposit. A statement of earnings for each pay period can be found on CabriniOne indicating

Gross Pay Statutory Deductions Voluntary Deductions.

http://www.cabrini.edu/About/Leadership-and-Administration/Administrative-Offices-and-Departments/Public-Safety/Shuttle.aspx

http://www.cabrini.edu/About/Leadership-and-Administration/Administrative-Offices-and-Departments/Public-Safety/Shuttle.aspx

http://www.cabrini.edu/Friends-and-Community/The-Childrens-School.aspx

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2.6.3 Child-Supporting Requirements Federal and state laws require the College to report basic information about new employees, including name, address, and social security number, to a state agency designated as the State Directory of New Hires. The state collects this information in an effort to enforce child support orders. Please be advised that if the state determines that an employee owes child support, it will send the College an order requiring the College to withhold money from the employee's paycheck to pay his/her child support obligations. Cabrini College is required to comply with such orders as a matter of federal and state law. 2.7.0 Health and Safety Policies 2.7.1 AIDS and HIV Policy Cabrini College does not unlawfully discriminate against employees or applicants living with or affected by HIV (Human Immunodeficiency Virus) or AIDS (Acquired Immune Deficiency Syndrome). The College recognizes that HIV infection and AIDS, the most serious stage of disease progression resulting from HIV infection, pose significant and delicate issues for the workplace. Accordingly, the College established the following guidelines and principles to serve as the basis for handling employee situations and concerns related to HIV infection and AIDS.

The College is committed to maintaining a safe and healthy work environment for all employees. This commitment stands on the recognition that HIV, and therefore AIDS, is not transmitted through any casual contact.

The College will treat HIV infection and AIDS the same as other illnesses in terms of all of its employee policies and benefits, including health and life insurance, disability benefits and leaves of absence. Employees living with or affected by HIV infection and AIDS will be treated with compassion and understanding, as would employees with other disabling conditions.

In accordance with the law, the College will provide reasonable accommodations for employees and applicants with disabilities who are qualified to perform the essential functions of their positions. This applies to employees and applicants living with HIV infection and AIDS, and is especially relevant in light of new treatments for HIV infection that may allow people living with AIDS to return to work after periods of disability leave.

Generally, disabled employees have the responsibility to request an accommodation. It is the policy of the College to respond to the changing health status of employees by making reasonable accommodations. Employees may continue to work as long as they are able to perform their duties safely and in accordance with performance standards. Supervisors and managers are encouraged to contact the Office of Human Resources for assistance in making reasonable accommodations.

Co-worker concerns will be handled in an educational fashion. The Office of Human Resources will provide information and educational materials as well as the names of community-based organizations in the area to be consulted for support and information. Supervisors and managers are encouraged to contact the Office of Human Resources for assistance in providing employees with information and assistance.

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Recognizing the need for all employees to be accurately informed about HIV infection and AIDS, the College will make information and educational materials and seminars available. Employees who want to obtain information and materials should contact the Office of Human Resources.

Co-workers are expected to continue working relationships with any employee who has HIV infection or AIDS. Co-workers who refuse to work with, withhold services from, harass or otherwise discriminate against an employee with HIV infection or AIDS will be subject to the same disciplinary procedures that apply to other discrimination and harassment policy violations.

Information about an employee’s medical condition is private and must be treated in a confidential manner. In most cases, only administrators directly involved in providing a reasonable accommodation or arranging benefits may need to know an employee’s diagnosis. Others who may acquire such information, even if obtained personally from the individual, should respect the confidentiality of the medical information.

Cabrini maintains an “open-door” policy. Employees living with or affected by HIV infection and AIDS, and those who have any related concerns, are encouraged to contact their supervisor, their area Vice President, or the Director of Human Resources to discuss their concerns and obtain information.

2.7.2 Bloodborne Pathogens The following staff and faculty members of Cabrini College are identified as having occupational exposure to Bloodborne Pathogens:

a. Staff of Health Services, b. Faculty and Staff of the Athletics Department, c. Specific academic personnel in research situations, d. Facilities Technicians, e. Public Safety Personnel.

Universal precautions shall be observed to prevent contact with blood or other potentially infectious materials. All blood and body fluids will be treated as and considered to be potentially infectious materials. Engineering and work practice controls shall be used to eliminate or minimize employee exposure. Details regarding these controls are available from Health Services (610-902-8400) and/or the Safety Committee (610-902-8242). 2.7.3 Communicable Diseases Policy Cabrini College’s decisions involving persons who have communicable diseases shall be based on current and well-informed medical judgments concerning the disease, the risks of transmitting the illness to others, the symptoms and special circumstances of each individual who has a communicable disease, and a careful weighing of the identified risks and the available alternative for responding to an employee with a communicable disease. Communicable diseases include, but are not limited to, measles, influenza, viral hepatitis-A (infectious hepatitis), viral hepatitis-B (serum hepatitis), human immunodeficiency virus (HIV infection), AIDS, AIDS-Related Complex (ARC), leprosy, Severe Acute Respiratory Syndrome (SARS) and tuberculosis. Cabrini may choose to broaden this definition within its best interest and

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in accordance with information received through the Centers for Disease Control and Prevention (CDC). Cabrini will not discriminate against any job applicant or employee based on the individual's having a communicable disease. Applicants and employees shall not be denied access to the workplace solely on the grounds that they have a communicable disease. Cabrini reserves the right to exclude a person with a communicable disease from the workplace facilities, programs and functions if the institution finds that, based on a medical determination, such restriction is necessary for the welfare of the person who has the communicable disease and/or the welfare of others within the workplace. Cabrini will comply with all applicable statutes and regulations that protect the privacy of persons who have a communicable disease. Every effort will be made to ensure procedurally sufficient safeguards to maintain the personal confidence about persons who have communicable diseases. 2.7.4 Drug- and Alcohol-Free Workplace Policy Cabrini College is committed to providing a safe and healthy work environment and seeks to promote the health and welfare of its employees. The College recognizes the importance of physical and emotional health to job performance and overall quality of life. Additionally, the College fully subscribes to the provisions of the Drug-Free Workplace Act of 1988. Under the Act, all employees are hereby notified of the serious dangers related to drug use in the workplace. With this in mind, the College has established the following Drug and Alcohol-Free Workplace policy:

Cabrini College considers the abuse of alcohol or other drugs as a health care problem and treats it as such. The term abuse, as used in this policy, shall refer to the consumption of alcohol or any illicit substance while at work, or at any other time, so as to impair an employee's ability to perform the duties and responsibilities of his/her job description. Consumption of any controlled substances prescribed by a licensed physician is subject to the directives of that physician governing their use.

The College values the contribution of each of its employees and recognizes the risks that drug abuse, alcoholism and other forms of chemical dependency pose to the individual employee as well as to Cabrini College at large. Thus, support for the individual employee's assessment/treatment needs is important. Acknowledging that alcoholism and other forms of chemical dependency are recognized health care problems, Cabrini College takes the position that employees so impaired are in need of assistance and/or treatment in order to preclude progression that may jeopardize their Cabrini College employment. The College offers a free, confidential Employee Assistance Program (EAP). Contact with an EAP counselor can be arranged directly by the employee or upon referral/directive of the employee's supervisor and/or Human Resources. In all cases, the privacy of the employee shall be respected and details of services provided by the EAP will be held in the strictest confidence.

The goal of this policy is to balance concern and respect for every employee with the need to maintain a safe, productive and drug- and alcohol-free environment. The intent of this policy is to offer a helping hand to those who need it while sending a clear message that the illegal use of drugs and/or abuse of alcohol are incompatible with employment at Cabrini College.

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Drug and alcohol abuse by any employee of the College runs counter to the mission and core values of Cabrini College. Therefore,

• Cabrini College strictly prohibits the selling, purchasing, dispensing, manufacturing, distributing, diverting, stealing, using, possessing and/or being under the influence of non-medically indicated prescription or non-prescription drugs or illegal substances, and/or alcohol on College premises or while conducting College business.

• It is a violation of the College policy for any employee to report to work under the influence of illegal drugs or alcohol.

• It is a violation of the College policy to use prescription drugs illegally; however, nothing in this policy precludes the appropriate use of legally prescribed medication.

• Employees shall not possess or sell illegal drugs or alcohol while on company premises or when representing the College.

• It is a violation of College policy to serve alcohol on Cabrini College property or College-sponsored events except in designated approved areas or events if the employee is over 21 years of age. No minor will be served alcoholic beverages at College-approved events.

• No Cabrini College employee less than 21 years of age shall attempt to purchase, consume, possess or transport any alcohol, liquor or malt or brewed beverages during working hours, on Cabrini College property or at any College-sponsored event.

• No Cabrini College employee shall transfer a registration card or other form of identification for the purpose of falsifying age to secure any alcohol, liquor or malt or brewed beverages.

• No Cabrini College employee shall sell, furnish or give any alcohol, liquor, malt or brewed beverages or permit any alcohol, liquor or malt or brewed beverages to be sold, furnished or given to any person under 21 years of age.

• No Cabrini College employee shall attempt to distribute, sell or furnish illicit drugs to any individual during working hours, on Cabrini College property or at any College-sponsored event.

Any employee who violates this prohibition of the distribution of alcohol and/or drugs may be immediately discharged from employment with Cabrini College and may be referred for criminal prosecution. Cabrini College strives to maintain a campus that is free of the illegal possession, use or distribution of controlled substances. Therefore, the unlawful manufacture, distribution and dispensing of a controlled substance is absolutely prohibited on campus, as is possession and/or use of any controlled substance or any paraphernalia associated with the use of controlled substances. Any employees reasonably suspected of being under the influence or found to be using alcohol or drugs during working hours on Cabrini College property or at College-sponsored events except as stated above, may be required to consent to any scientifically-approved test for the presence of alcohol or drugs in the body and, if they refuse, will be disciplined or discharged for insubordination. Any employee found to possess, use or be under the influence of alcohol or drugs except as stated above will be subject to disciplinary action, up to and including termination of employment. Cabrini College reserves the right to refer the employee to the EAP for subsequent referral to any one of the following programs: drug and alcohol awareness, counseling or rehabilitation. If the EAP counselor refers the employee to any one of these programs, the employee will not be eligible to re-

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enter employment until he/she supplies the appropriate certification of completion of the program. A subsequent incident involving drugs or alcohol use or possession may result in dismissal. Sanctions Violations of this policy will result in disciplinary action up to and including termination. Sanctions include: corrective action; referral for treatment; termination of employment; and referral for prosecution for violations of local, state or federal laws. Criminal Drug and/or Alcohol Convictions Cabrini College is required under federal law to ensure a workplace free from the illegal use, possession or distribution of controlled substances. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the workplace. As a condition of employment, all employees must abide by the terms of this Drug and Alcohol Free policy and are required to notify Cabrini College of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. Any employee convicted of any drug- or alcohol-related crime in the workplace will be subject to discipline, up to and including termination of employment. Furthermore, Cabrini College is required to notify all agencies issuing federal grants to Cabrini College within 10 days after receiving notice of conviction from the employee or other forms of actual notice of such conviction. Cabrini College is then required to take one of the following actions within 30 days of receiving notice of an employee's conviction:

a. Formally warn, suspend or terminate the employee; or b. Require the employee to participate satisfactorily in a drug and/or alcohol abuse assistance

or rehabilitation program approved for such purposes by a federal, state or local health, law enforcement or other appropriate agency.

It is the discretion of Cabrini College as to what action will be taken. Applicable Legal Sanctions under State and Federal Law Cabrini College is required by law to inform employees of the sanctions that may be imposed on them if they violate federal, state or local laws regarding the unlawful possession, use or distribution of illicit drugs or alcohol. The following are examples of illegal activity and the applicable legal sanction. Alcohol

Under Pennsylvania law, a person who is under 21 years of age commits a summary offense if he or she attempts to or actually does, (a) purchase, (b) consume, (c) possess or (d) transport alcohol. The police department must notify the parents of a minor charged with violating this law. If convicted of this offense, the minor's driver's license will be suspended. A second offense will yield a fine of up to $500.

In addition, any person who intentionally provides alcohol to a minor will be convicted of a misdemeanor in the third degree, for which the fine will be at least $1,000 for the first offense and $2,500 for subsequent violations.

Drugs

There are both federal and state laws that proscribe the possession, use and distribution of illegal drugs. The sanctions for offending these laws consist, in many cases, of

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mandatory imprisonment, coupled with substantial fines. The sanctions for any given offense vary widely, depending on the nature of the offense, the type of drug involved and the quantity of the drug involved.

For instance, under federal law, simple possession of a controlled substance carries with it a penalty of imprisonment of no more than one year, plus a fine of an amount between $1,000 and $5,000. If the controlled substance contains a cocaine base and the amount exceeds five grams, the offender will be imprisoned for not fewer than five years and not more than 20 years or fined or both.

Also under federal law, anyone who is at least 18 years old and who distributes drugs to anyone under 21 will be imprisoned and/or fined up to twice what is otherwise provided by law, with a minimum prison sentence of one year.

Pennsylvania has laws prohibiting the use, possession and distribution of drugs that are similarly strict. In addition to imposing fines and/or terms of imprisonment for violations of its drug laws, Pennsylvania has a forfeiture statute. Under this statute, when the state arrests someone for violating its laws concerning the use, possession or distribution of drugs, the state will seize and the person will forfeit all property that was used to accomplish the violation of Pennsylvania's anti-drug laws including the automobile.

2.7.5 Inclement Weather Policy 2.7.5.1 College Closings The Board of Trustees, the President of the College or persons acting under their authority, may close the College because of circumstances beyond the College’s control that impair its ability to continue normal operations. Such circumstances may include, but are not limited to, inclement weather, natural disaster, national emergencies or other forces beyond the College’s control. When inclement weather makes traveling extremely hazardous, Cabrini College will be closed or may experience a delayed opening or early closing. When the College is open, all students and employees are expected to report to campus. Appropriate precautions should be taken, such as an earlier than usual departure from home, to compensate for travel delays. When the decision is made to close the College because of inclement weather, it will be announced over KYW radio 1060, KYW-TV or Fox News. The following snow numbers will be given without reference to the name of the school: Day School 523 Evening Division 2523 The Children’s School 1200 The College switchboard will provide such information, if possible, with a recorded announcement at 610-902-8100. Information will also be posted on the College’s web site, www.cabrini.edu, as it becomes available. Cancellation of evening classes means all classes that meet at or after 4:35 p.m.

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2.7.5.2 Delayed Opening Length of Delay: Begin with class time: 1 hour delay 9:40 a.m. 2 hour delay 11:05 a.m. For a one-hour delay, offices will open no later than 9:00 a.m. For a two-hour delay, offices will open no later than 10:00 a.m. In the case of a delayed opening, staff employees are expected to arrive at work as soon as the College is open or at the beginning of their normal work shift, whichever is later. Activities, athletic events or sports and recreation facilities may be cancelled or closed even when the College is open. The College’s status may change. For example, a one-hour delay may later change to a closing, or evening classes may be cancelled even though the College was open all day. 2.7.6 Occupational Safety and Health Act (OSHA) Information Cabrini College is committed to providing a healthful and safe environment for students, employees and visitors. It is the responsibility of all employees to assist in this effort. It is the intent of the College to comply with applicable federal and state laws relating to safety, such as the federal Occupational Safety and Health Act (OSHA). Maintaining safe and healthful conditions is a responsibility of every employee at Cabrini College. Supervisors and managers have the added responsibility for the safety of their employees and visitors and must take appropriate precautions against hazards associated with the activities they oversee. All College employees are responsible for the following:

a. To follow safe work practices and safety rules; b. To report immediately observed safety hazards or unsafe conditions to the Director of Public

Safety; c. To report any injury, no matter how slight, to the Office of Human Resources/and

the immediate supervisor; d. To use/wear any required personal protective clothing or equipment.

The Director of Public Safety is responsible for developing and promulgating building evacuation plans. In case a building needs to be evacuated because of an emergency, the Director of Public Safety or his/her designee is responsible for ordering and overseeing the evacuation. Employees who handle toxic or hazardous substances on behalf of Cabrini College are required to maintain, use and dispose of such substances in accordance with applicable state, federal and local laws and regulations as a condition of their employment. Employees may obtain assistance in ascertaining their obligations under these laws and regulations from the Director of Public Safety or other appropriate officer. Any employee who violates such laws, unless such violation occurs upon advice given by Cabrini College, shall be deemed to have acted outside the scope of authority and be subject to sanctions up to and including termination of employment.

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2.7.7 Service Animal Policy In accordance with the Americans with Disabilities Act (ADA), Cabrini College permits service animals to accompany persons with disabilities on campus and in its facilities. All other animals are prohibited. Cabrini College recognizes a service animal as an animal that has been trained to assist a person with a disability with activities of normal living. The College adheres to the ADA’s definition of a service animal: “…any...animal individually trained to do work or perform tasks for the benefit of an individual with a disability, including, but not limited to, guiding individuals with impaired vision, alerting individuals who are hearing impaired to intruders or sounds, providing minimal protection or rescue work, pulling a wheelchair, or fetching dropped items.” Therapy animals, companion animals and pets are not defined as service animals and, therefore, are not covered under the ADA. Faculty and staff using a service animal on campus need to contact the Office of Human Resources, 610-902-8760. 2.7.8 Smoking Policy Cabrini College is a smoke-free environment. Where the desire of smokers to smoke conflicts with the desire of nonsmokers to breathe smoke-free air, the desire to have smoke-free air will have priority. Therefore, all Cabrini College buildings and transportation vehicles are designated as follows:

• Smoking is not permitted within 30 feet of any entrance to any Cabrini facility, air intake, athletic fields, or where posted.

• Smoking is prohibited in all College buildings. • Smoking is prohibited at all times in College-owned or leased vehicles.

Cooperation and consideration between smokers and nonsmokers are necessary to ensure the successful implementation of this policy. All members of the Cabrini College community are responsible for observing the provisions of this policy on smoking. For questions about signage, please contact Facilities at 610-902-8242. Questions related to policy enforcement should be directed to Student Development with regard to students and to the area administrator/supervisor or Office of Human Resources with regard to employees. Information regarding smoking cessation programs is available through the Office of Human Resources. 2.7.9 Workplace Violence Prevention Policy Cabrini College is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, Cabrini has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises. All employees, including supervisors and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, "horseplay," or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of Cabrini College without proper authorization.

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Conduct that threatens, intimidates, or coerces another employee, a student, or a member of the public will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual's sex, race, age, or any other characteristic protected by federal, state, or local law. All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to the immediate supervisor or any other member of administration. This includes threats by employees, as well as threats by students, vendors, solicitors, or other members of the public. When reporting a threat of violence, the employee should be as specific and detailed as possible. All suspicious individuals or activities also should be reported as soon as possible to an administrator. Employees should not place themselves in peril. If an employee sees or hears a commotion or disturbance near his/her workstation, he/she should not try to intercede or see what is happening, but should report the suspicious activity immediately. Cabrini will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Cabrini may suspend employees, either with or without pay, pending completion of a full investigation. Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment. Cabrini encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or the Office of Human Resources before the situation escalates into potential violence. The College is eager to assist in the resolution of employee disputes and will not discipline employees for raising such concerns. 2.8.0 Leave Policies 2.8.1 Bereavement Leave Bereavement leave of five work days with pay will be granted immediately following the death of an immediate family member. Immediate family member is defined as husband, wife, mother, father, son, daughter, brother, sister, stepfather, stepmother, stepson or stepdaughter. Bereavement leave of three work days with pay will be granted for the funeral of the following relatives: mother-in-law, father-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandmother, grandfather or grandchild. Bereavement leave of one work day with pay will be granted for the funeral of the following relatives: uncle, aunt, nephew, niece or cousin. One additional paid day of bereavement will be granted if funeral services for the family member are conducted beyond a 200-mile radius of the College.

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If for some reason more time is needed, the employee may request additional time without pay. Such requests should be made through the employee's immediate supervisor to the area Vice President and the Office of Human Resources for approval. 2.8.2 Family and Medical Leave Act (FMLA) Pursuant to the Family and Medical Leave Act of 1993, Cabrini College is to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons during a 12-month period. This leave does not have to be 12 consecutive weeks, although no more than 12 weeks can be taken during a 12-month period. Cabrini College defines this 12-month period as the first date of the absence in a 12-month period. Employees are eligible if they have worked for Cabrini College for at least one year and for 1,250 hours (specified by law) over the previous 12 months. Although the law mandates only unpaid leave, under certain circumstances, Cabrini College policies will allow for paid leave such as an employee’s own personal, vacation, sick or short-term disability leave. FMLA leave must be granted for any of the following reasons:

• to care for the employee's child after birth; • to care for a child that has been placed with an employee for adoption or foster care; • to care for the employee’s spouse, son, daughter or parent who has a serious health

condition; or • for a serious health condition that makes the employee unable to perform his/her job.

The employee is required to provide advance leave notice of 30 days, if leave is foreseeable, and medical certification before taking leave. Cabrini College requires a medical certification because of the definition of a serious health condition and may require second or third opinions (at Cabrini College's expense) and a fitness-for-duty report to return to work. Intermittent Leave or a reduced work schedule may also be available through the Family and Medical Leave Act (FMLA). Only the amount of leave actually taken while on intermittent leave or a reduced schedule may be charged as FMLA leave. Employees who may require this type of FMLA leave must work with their supervisor and the Director of Human Resources to schedule the leave so that it does not cause undue disruption to the department's operations. In some cases, the employee may be temporarily transferred to an alternative position with equivalent pay and benefits. Please see the Director of Human Resources for more information. Job Benefits and Protection For the duration of FMLA leave, Cabrini College will maintain the employee's health coverage under any group health plan. This means that the College and the employee continue current contributions to the group health plan to the same extent as before the leave was granted. If the employee pays into his/her own health insurance, these costs will accrue and then settle once the employee returns to active employment. Cabrini College will also continue other insurance plans in which the employee is currently enrolled (life, short- or long-term disability, etc.). Employees will not accrue sick or vacation hours while out on FMLA leave. Upon return from FMLA leave, the employee must submit medical certification that he/she is medically able to return to work. In most cases, employees will be restored to their original or equivalent positions with equivalent pay, benefits and other employment terms.

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The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave. FMLA makes it unlawful for any employer to interfere with, restrain or deny the exercise of any right provided under FMLA; or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Any employee who must extend their leave beyond the approved leave request must submit the appropriate medical certification indicating the condition or circumstances for the extension. However, once the leave exceeds the requirements of the FMLA, the College may have to fill the position if business needs determine such action. Any employee who does not return by the expected FMLA date of return or fails to contact his/her supervisor or the Office of Human Resources prior to the date of return, will be considered to have abandoned his/her job which constitutes an automatic resignation and subsequent loss of benefits, seniority and employment rights. 2.8.3 Jury Duty and Legal Proceedings Jury duty leave will be provided without loss of pay for a maximum of two weeks. An employee required to serve on jury duty should make appropriate arrangements with his/her immediate supervisor. If an employee is subpoenaed to appear as a court witness, the employee must submit proof of subpoena prior to such court duty in order to receive compensation for time spent away from work. Employees appearing as a plaintiff, defendant or for non-subpoenaed court appearances will not receive paid time-off. 2.8.4 Military Leave Cabrini College will provide a leave of absence for those employees who are serving in the United States through military service. In compliance with the military Selective Service Act and Pennsylvania law, leave will be granted for a period of active duty, active duty for training or training duty for reservists in any branch of the U.S. Armed Forces. Employees are expected to notify their supervisors and the Office of Human Resources of their need for military leave as far in advance as possible. A copy of the official military orders must be submitted to the Office of Human Resources. The difference between the employee's regular base salary and military pay will be paid for up to 10 working days of reserve training duty and for up to 10 additional working days of emergency reserve duty. In all other cases, military leave is taken without pay. Employees may be permitted to use any accumulated personal or vacation time to extend pay. Benefits are extended during this period of time up to 30 days. The College will continue their contributions, and employees are responsible for their regular deductions. Extension of benefits beyond this period is governed by federal and state law. In most cases, employees are entitled to reinstatement upon completion of military service to the same or equivalent position with equivalent pay upon return from leave pursuant to federal and state

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law. Upon completion of military service, employees must promptly notify their supervisor of their intention to return to work. Failure to do so may preclude reemployment. 2.8.5 Sick Leave Cabrini College has established a salary-continuation policy designed to protect its employees against personal sickness or disability and to enable care of a member of the immediate family or care for a child after birth. The birth of a child or maternity leave falls under Family Medical Leave Act (FMLA) leave, which begins the day the child(ren) is born or is adopted and can continue for up to 12 weeks. Neither FMLA nor sick leave covers daycare or the need to obtain or provide daycare, as it is not considered a medical reason under the FMLA law. Salary continuance for full-time faculty members in the event of sickness or disability becomes available after one year of full-time teaching at Cabrini College. Upon completion of the first year of full-time teaching service, a faculty member is eligible to receive one month of sick pay for a qualified sickness or disability in the second year. Each succeeding year of full-time teaching service will entitle a faculty member to an additional month of sick pay including, but not to exceed, a maximum of three months total of sick pay. One month of sick pay is equal to the normal gross salary less the normal deductions. Sick leave taken in excess of three consecutive working days must present medical documentation for the absence and notify the Office of Human Resources to inquire and/or apply for the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of job protected-leave. FMLA and sick leave runs congruent with one another. For complete details on FMLA, see Section 2.8.2. The faculty member must provide medical certification of the health condition that includes the starting and expected ending date of the health condition. This certification must be submitted to the Director of Human Resources who will review the certification and make a determination on benefit qualification. The faculty member must return to work as soon as permitted by his or her healthcare provider and must submit a fitness-to-return-to-duty clearance to the Director of Human Resources. An absence that has been designated as FMLA (Family and Medical Leave Act) leave is eligible for reinstatement as provided by the FMLA. When sickness or disability occurs in excess of available sick leave, faculty may be eligible for short-term (STD) and/or long-term disability (LTD) benefits. If a faculty member’s leave is not medically certified by their physician via FMLA, STD or LTD, they may request arrangements with their department chair and the Provost/VPAA to cover or teach 24 credit hours during the course of the academic year in adherence of their contract of employment. These courses/credit hours must be made up within the same academic year including the fall, spring and summer semesters of which the faculty member requests time off from work. For the duration of sick leave, Cabrini College will maintain the faculty member’s health coverage under any group health plan. This means that the College and the faculty member continue current contributions to the group health plan to the same extent as before the leave was granted. If the faculty member pays into his/her own health insurance, these costs will accrue and then settle once

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the faculty member returns to active employment. Cabrini College will also continue other insurance plans in which the faculty member is currently enrolled (life, pension, etc.). Unused sick leave is not payable upon termination of employment. 2.9.0 Other General Policies 2.9.1 Acceptable Use Policy Rapid changes in technology and technology threats require flexibility from both the users and providers of technology. The Department of Information Technology and Resources (ITR), staffed by Drexel University, supports and maintains all e-mail, Internet and other electronic systems on campus. Current acceptable use policy, maintained by ITR, can be found online at http://www.cabrini.edu/itr/pol-com.htm The Cabrini College Administrative Services Department supports and maintains all telecommunication and voice systems on campus. 2.9.2 Cell Phone Use Policy Cell phones shall be turned off or set to silent or vibrate mode during class times, meetings, conferences and in other locations where incoming calls may disrupt normal workflow. 2.9.3 Children in the Workplace Policy Employees are welcome to bring their children to visit their worksite, provided that the visits are infrequent, brief and planned in a fashion that limits disruption to the workplace. While children are in the workplace, they must be directly supervised by the host/parent at all times. If the frequency, length or nature of visits becomes problematic, the employee will be advised of the situation and will be expected to take corrective action. Employees are not permitted to bring children to work with them when other childcare arrangements have fallen through. 2.9.4 College-Sponsored Events When authorized by the College, alcoholic beverages may be served at College-sponsored events. Only those individuals legally permitted to consume alcoholic beverages may be served at such functions. However, no employee is obligated to consume alcohol at such events. At College functions, no employee should feel pressured to consume alcoholic beverages. If an employee chooses to drink alcohol during College events, the employee does so at his or her own risk. All employees are expected to maintain a high standard of professional and personal conduct at any College event. The College reserves the right to arrange transportation for any employee suspected of being intoxicated at a College social event. The College reserves the right to cease allowing alcoholic beverages to be served to any employee who is suspected of being intoxicated or who behaves inappropriately at such functions. Supervisors should set the standard for acceptable, responsible behavior at College social events. 2.9.5 Confidential Information Many employees come into contact with confidential information about the College, its employees, students, alumni and contributors. Examples of confidential information include, but are not

http://www.cabrini.edu/itr/pol-com.htm

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limited to salaries, performance evaluations, home addresses, phone numbers and social security numbers, and charitable donations to the College. Supervisors should emphasize to employees in their department what is considered confidential. Employees are expected to respect this confidentiality and to refrain from disclosing information of a confidential nature to inappropriate people, including other employees of the College or family members. Confidential information will only be released to the individual for whom it is necessary. Unauthorized disclosure of confidential information relating to the College is considered a serious offense and may be cause for corrective action up to and including termination of employment. 2.9.6 Crime Reporting A federal law known as the “Clery Act” requires colleges and universities to compile and publish crime statistics for their campus and other designated areas in an Annual Security Report. Under the terms of the act, individuals who have significant responsibility for student and campus activities are defined as “Campus Security Authorities,” who are obligated to report incidents for inclusion in the annual campus crime statistics. Generally, all administrators, full-time faculty members, advisors to student organizations, athletic coaches and Public Safety officers are considered to be “Campus Security Authorities.” Categories of reportable offenses under the Clery Act and the College’s campus crime statistics can be found on the Cabrini web site at: http://www.cabrini.edu/About/Leadership-and-Administration/Administrative-Offices-and-Departments/Public-Safety/Reporting-Crime-and-Crime-Statistics.aspx. As "Campus Security Authorities," faculty members who observe or who learn of a crime from a victim or perpetrator should immediately contact the Director of Public Safety (610-902-8245) or the Director of Residence Life (610-902-8410) to report the incident. While an alleged victim of a crime may wish to keep the matter confidential, faculty members still have an obligation to report it, but may do so without identifying the victim or, if necessary to keep the matter confidential to the extent possible, the alleged perpetrator. Proper reporting of any crime requires, at minimum, the date, time, location and a description of what occurred. If doubt exists as to whether or not a crime is reportable, faculty members are asked to err on the side of reporting the incident. 2.9.7 Fundraising Fundraising is centralized through the Office of Institutional Advancement. All fundraising efforts for the College must be coordinated through this office. 2.9.8 General College Insurance Employees of the College are, in most cases, covered by the general insurance policies of the College while they are engaged in their assigned duties, subject to the terms and conditions of the policy. For example, claims brought against an employee by a fellow employee may not be covered. If at any time an employee is named in a work-related lawsuit, the employee should immediately notify the Vice President for Finance and Administration and the Director of Human Resources. For covered claims, the insurance carriers will normally provide legal counsel and indemnification within the terms of the policy. An employee's personal property, whether or not used in performing assigned duties, is not covered under College insurance policies. Theft or damage to such personal items is the sole responsibility of the employee. No employee involved in an accident while operating a personally owned vehicle

http://www.cabrini.edu/About/Leadership-and-Administration/Administrative-Offices-and-Departments/Public-Safety/Reporting-Crime-and-Crime-Statistics.aspx



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or a vehicle leased in the employee's name will be covered under College automobile liability insurance. Liability protection is governed by the terms of the employee's automobile insurance coverage. Any employee involved in an accident while operating a vehicle owned by or leased in the name of Cabrini College must report the accident immediately to his or her supervisor, the Vice President for Finance and Administration and the Director of Human Resources. 2.9.9 Gifts From Vendors Employees of Cabrini College are not permitted to accept personal gifts from vendors. If such a gift is received, other than items of nominal value such as pens, magnets, etc., that serve as advertising, it must be returned to the vendor with an explanation of College policy. 2.9.10 Health Insurance Portability and Accountability Act (HIPPA) Rights For Individuals covered under Cabrini College’s Health Insurance Plans: If an employee should terminate health plan coverage, he/she may need to provide evidence of prior coverage in order to enroll in another group health plan, to reduce a waiting period in another group health plan, or to get certain types of individual coverage. This policy describes certain protections available under the Health Insurance Portability and Accountability Act (HIPAA) when changing health insurance coverage. Questions regarding HIPAA portability rights should be directed to the Office of Human Resources. Pre-existing condition exclusions: Some group health plans restrict coverage for medical conditions present before an individual's enrollment. These restrictions are known as "pre-existing condition exclusions." A pre-existing condition exclusion can apply only to conditions for which medical advice, diagnosis, care, or treatment was recommended or received within the six months before an employee's "enrollment date." An employee's enrollment date is the first day of coverage under the plan, or, if there is a waiting period, the first day of the waiting period (typically, the first day of work). In addition, a pre-existing condition exclusion cannot last for more than 12 months after an employee's enrollment date (18 months if the employee is a late enrollee). Finally, a pre-existing condition exclusion cannot apply to pregnancy and cannot apply to a child who is enrolled in health coverage within 30 days after birth, adoption, or placement for adoption. If a plan imposes a pre-existing condition exclusion, the length of the exclusion must be reduced by the amount of an employee's prior creditable coverage. Most health coverage is creditable coverage, including group health plan coverage, COBRA continuation coverage, coverage under an individual health policy, Medicare, Medicaid, State Children's Health Insurance Program (SCHIP), and coverage through high-risk pools and the Peace Corps. Not all forms of creditable coverage are required to provide Certificates of Group Health Plan Coverage. If an employee does not receive a certificate for past coverage, he/she should talk to his/her new plan administrator. An employee can add up any creditable coverage he/she has, including the coverage shown on his/her Certificate of Group Health Plan Coverage. However, if at any time an employee went for 63 days or more without any coverage (called a break in coverage), a plan may not have to count the coverage the employee had before the break. Therefore, once an employee's coverage ends, he/she should try to obtain alternative coverage as soon as possible to avoid a 63-day break. He/she may use his/her Certificate of Group Health Plan Coverage as evidence of creditable coverage to reduce the length of any pre-existing condition exclusion if he/she enrolls in another plan.

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Right to get special enrollment in another plan: Under HIPAA, if an individual loses his/her group health plan coverage, he/she may be able to get into another group health plan for which he/she is eligible (such as a spouse's plan), even if the plan generally does not accept late enrollees, if the individual requests enrollment within 30 days. (Additional special enrollment rights are triggered by marriage, birth, adoption, and placement for adoption). Therefore, once an individual's coverage ends, if he/she is eligible for coverage in another plan (such as a spouse's plan), he/she should request special enrollment as soon as possible. Prohibition against discrimination based on a health factor. Under HIPAA, a group health plan may not keep an individual (or his/her dependents) out of the plan based on anything related to an individual's health. Also, a group health plan may not charge an individual (or his/her dependents) more for coverage, based on health, than the amount charged a similarly situated person. Right to individual health coverage: Under HIPAA, "eligible individuals" have a right to buy certain individual health policies (or in some states, to buy coverage through a high-risk pool) without a pre-existing condition exclusion. To be an eligible individual, a person must meet the following requirements: 1) Have had coverage for at least 18 months without a break in coverage of 63 days or more; 2) Most recent coverage was under a group health plan (which can be shown by a Certificate of Group Health Plan Coverage); 3) Group coverage was not terminated because of fraud or nonpayment of premiums; 4) Not eligible for COBRA continuation coverage or have exhausted COBRA benefits (or continuation coverage under a similar state provision); 5) Are not eligible for another group health plan, Medicare, or Medicaid, and do not have any other health insurance coverage. The right to buy individual coverage is the same whether a person is laid off, fired, or quit his/her job. Therefore, if a person is interested in obtaining individual coverage and meets the other criteria to be an eligible individual, he/she should apply for this coverage as soon as possible to avoid losing eligible individual status due to a 63-day break. State flexibility: This policy describes minimum HIPAA protections under federal law. States may require insurers and HMOs to provide additional protections to individuals in that state. For more information: Employees with questions about HIPAA rights should contact the state's insurance department or the U.S. Department of Labor, Employee Benefits Security Administration (EBSA) toll-free at 1-866-444-3272 (for free HIPAA publications ask for publications concerning changes in health care laws). They may also contact the CMS publication hotline at 1-800-633-4227 (ask for "Protecting Your Health Insurance Coverage"). These publications and other useful information are available on the Internet at: http://www.dol.gov/ebsa., the DOL's interactive web pages - Health Elaws, or http://www.cms.hhs.gov/hipaa1. 2.9.11 HIPPA Privacy and Security Compliance It is the intent of Cabrini College to safeguard and protect the privacy and security of its applicants and employees' "protected health information" as defined by HIPAA. "Protected health information" includes individually identifiable information, maintained or transmitted through any medium, relating to an individual's past, present, or future physical or mental health or healthcare. Health information is considered “individually identifiable” if it either identifies a person by name or creates a reasonable basis to believe the individual could be identified (through identifiers such as address, social security number, dates of service, telephone number, e-mail address, or vehicle identification number).

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It is the policy of Cabrini College to ensure the confidentiality, integrity, and availability of protected health information entrusted to the College by its applicants and employees by protecting those assets from unauthorized access, alteration, deletion, or unauthorized transmission and by ensuring their physical security. Employees and supervisors of Cabrini College shall not at any time access, use, or disclose to any person or entity, any protected health information of the College's applicants or employees, except as necessary and authorized in the course of their duties and responsibilities with the College. Similarly, employees and supervisors are prohibited from making any unauthorized transmission, alteration, deletion, or unauthorized access of protected health information. Such unauthorized transmission includes, but is not limited to, removing and/or transferring protected health information in the College's computer system to an unauthorized location. These privacy and security obligations apply regardless of the manner in which the employee or supervisor acquires the protected health information, whether it was communicated verbally, in writing, electronically, or in any format, and regardless of whether it was communicated directly to the individual or intended for his/her access. The unauthorized access, use, disclosure, alteration, deletion, or unauthorized transmission of protected health information in violation of this policy may subject an employee to disciplinary action up to and including termination of employment. 2.9.12 Media/Marketing/Communications Information If employees are contacted by anyone from the media concerning the College, the call must be referred to the Office of Marketing and Communications. It is the responsibility of the Office of Marketing and Communications to manage any such requests.

2.9.13 Political Activity Employees are free to engage in political activities outside of work hours. However, employees should not speak for the College in political matters. 2.9.14 Solicitations and Personal Business A College employee may not solicit another College employee for any purpose while either is working unless it has been authorized by the area Vice President. Likewise, non-employees are not permitted to distribute any material or solicit employees on College property. Employees are expected to refrain from conducting personal business with salespeople or others on College property during business hours unless authorized by the area Vice President. 2.9.15 Use of College Property A. College Name and Seal

The College's name and seal are the exclusive property of the College and, consequently, may not be used in connection with goods or services offered by an outside organization without the prior permission of the Vice President for Advancement and External Relations. Similarly, official stationery may not be used in connection with outside activities, except with respect to academic and scholarly activities.

B. Other College Property

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Employees may not take College property off campus without the explicit prior permission of the employee's Department Head and/or the area Vice President. Supervisors should keep a written record of College property that has been taken off campus by an employee.

2.10.0 Student Employment Policies Students are eligible to work on campus to meet the needs of the departments. If a department requests a student employee, the open position must first be filled from among those students eligible for work study/work grant. Each year the Financial Aid Office holds a work-study fair to recruit work-study students for available positions. Only those departments with budgeted student positions may hire non-work study students. This procedure is necessary in order to spend the monies that are awarded to Cabrini College for work study. For the full policy and procedure in hiring student workers, please contact the Office of Human Resources. 2.11.0 Whistleblower Policy Cabrini College encourages all faculty, staff, students and volunteers, acting in good faith, to report suspected or actual wrongful conduct. The College is committed to protecting individuals from interference with making a protected disclosure and from retaliation for having made a protected disclosure or for having refused an illegal order as defined in this policy. College faculty, staff, students, and volunteers may not retaliate against any individual who has made a protected disclosure or who has refused to obey an illegal order. College faculty, staff, students, or volunteers may not directly or indirectly use or attempt to use the official authority or influence of their positions or offices for the purpose of interfering with the right of an individual to make a protected disclosure to the individual’s immediate supervisor or other appropriate administrator or supervisor within the operating department, or other appropriate College official about matters within the scope of this policy. It is the intention of the College to take whatever action may be needed to prevent and correct activities that violate this policy. Please visit the Human Resources Web site for the Whistleblower Procedures and related information regarding the College’s Secure Reporting Line.

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CHAPTER 3 FACULTY PERSONNEL POLICIES

3.0.0 Introduction The academic reputation and accomplishments of Cabrini College depend on the institution's ability to attract and retain well-qualified faculty members who embrace the mission and goals of the College. In its commitment to excellence, Cabrini College is dedicated to promoting and supporting an academic climate in which faculty can engage in teaching, research and other scholarly work, as well as outreach and service to the community. This section of the Faculty Handbook provides criteria, policies and procedures that guide the College and full-time faculty members from initial faculty appointments, through the granting of academic tenure/rolling contract and promotions, to final separation from the College. 3.1.0 Academic Integrity 3.1.1 Academic Freedom The Faculty and Administration of Cabrini College support the 1940 Statement of Principles on Academic Freedom and Tenure published by the American Association of University Professors (AAUP) and quoted from below:

"The purpose of this statement is to promote public understanding and support of academic freedom and tenure and agreement upon procedures to ensure them in colleges and universities. Institutions of higher education are conducted for the common good and not to further the interest of either the individual teacher or the institution as a whole. The common good depends upon the free search for truth and its free exposition.

Academic freedom is essential to these purposes and applies to both teaching and research. Freedom in research is fundamental to the advancement of truth. Academic freedom in its teaching aspect is fundamental for the protection of the rights of the teacher in teaching and of the student to freedom in learning. It carries with it duties correlative with rights.

Tenure is a means to certain ends; specifically: (1) freedom of teaching and research and of extramural activities, and (2) a sufficient degree of economic security to make the profession attractive to men and women of ability. Freedom and economic security, hence, tenure, are indispensable to the success of an institution in fulfilling its obligations to its students and to society.

A. 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 the authorities of the institution.

B. 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. Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of the appointment.

C. 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

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the opinions of others, and should make every effort to indicate that they are not speaking for the institution."

See http://www.aaup.org/AAUP/pubsres/policydocs/1940statement.htm 3.1.2 Professional Ethics The Faculty and Administration of Cabrini College support the AAUP's Statement on Professional Ethics as quoted below: “From its inception, the American Association of University Professors has recognized that membership in the academic profession carries with it special responsibilities. The Association has consistently affirmed these responsibilities in major policy statements, providing guidance to professors in such matters as their utterances as citizens, the exercise of their responsibilities to students and colleagues, and their conduct when resigning from an institution or when undertaking sponsored research. The Statement on Professional Ethics that follows sets forth those general standards that serve as a reminder of the variety of responsibilities assumed by all members of the profession. In the enforcement of ethical standards, the academic profession differs from those of law and medicine, whose associations act to ensure the integrity of members engaged in private practice. In the academic profession the individual institution of higher learning provides this assurance and so should normally handle questions concerning propriety of conduct within its own framework by reference to a faculty group. The Association supports such local action and stands ready, through the general secretary and the Committee on Professional Ethics, to counsel with members of the academic community concerning questions of professional ethics and to inquire into complaints when local consideration is impossible or inappropriate. If the alleged offense is deemed sufficiently serious to raise the possibility of adverse action, the procedures should be in accordance with the 1940 Statement of Principles on Academic Freedom and Tenure, the 1958 Statement on Procedural Standards in Faculty Dismissal Proceedings, or the applicable provisions of the Association’s Recommended Institutional Regulations on Academic Freedom and Tenure.

A. Professors, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end professors devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although professors may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.

B. As teachers, professors encourage the free pursuit of learning in their students. They hold before them the best scholarly and ethical standards of their discipline. Professors demonstrate respect for students as individuals and adhere to their proper roles as intellectual guides and counselors. Professors make every reasonable effort to foster honest academic conduct and to ensure that their evaluations of students reflect each student’s true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation, harassment, or discriminatory treatment of students. They acknowledge significant academic or scholarly assistance from them. They protect their academic freedom.

C. As colleagues, professors have obligations that derive from common membership in the community of scholars. Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of associates. In the exchange of criticism and ideas

http://www.aaup.org/AAUP/pubsres/policydocs/1940statement.htm

http://www.aaup.org/statements/Redbook/1940stat.htm

http://www.aaup.org/statements/Redbook/Rbfacdis.htm

http://www.aaup.org/statements/Redbook/Rbfacdis.htm

http://www.aaup.org/statements/Redbook/Rbrir.htm

http://www.aaup.org/statements/Redbook/Rbrir.htm

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professors show due respect for the opinions of others. Professors acknowledge academic debt and strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty responsibilities for the governance of their institution.

D. As members of an academic institution, professors seek above all to be effective teachers and scholars. Although professors observe the stated regulations of the institution, provided the regulations do not contravene academic freedom, they maintain their right to criticize and seek revision. Professors give due regard to their paramount responsibilities within their institution in determining the amount and character of work done outside it. When considering the interruption or termination of their service, professors recognize the effect of their decision upon the program of the institution and give due notice of their intentions.

E. As members of their community, professors have the rights and obligations of other citizens. Professors measure the urgency of these obligations in the light of their responsibilities to their subject, to their students, to their profession, and to their institution. When they speak or act as private persons, they avoid creating the impression of speaking or acting for their college or university. As citizens engaged in a profession that depends upon freedom for its health and integrity, professors have a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.”

See http://www.aaup.org/AAUP/pubsres/policydocs/statementonprofessionalethics.htm

3.1.3 Academic Honesty Policy of Cabrini College The principal objective of the Cabrini College Academic Honesty Policy is to encourage a dynamic, open and honest intellectual climate based on the personal and academic integrity of all its members. The faculty are expected to endorse and support the College's Academic Honesty policy as described in the College Catalogs. It is also a duty and responsibility of all faculty members to understand the policy and to educate their students about its importance and how the policy will be enforced in their classrooms. 3.2.0 Types of Faculty Appointments 3.2.1 Regular Faculty Academic ranks for full-time teaching faculty at Cabrini College include Instructor, Assistant Professor, Associate Professor, and Professor. Rank reflects a professional’s training and experience in higher education. The Provost and Vice President for Academic Affairs (Provost/VPAA), in consultation with the Department Chair (Chair), will recommend initial faculty rank to the President. 3.2.1.1 Instructor Instructors may be hired to complete either a one-year or multi-year contract. An instructor’s appointment may be either non-tenure track or tenure/rolling contract track. Instructors must hold at least a Master's degree or an acceptable alternative as determined by the Provost/VPAA in consultation with the Chair. Instructors are not eligible to apply for tenure. Service credit for time spent as an Instructor may be applied to a tenure-track/rolling contract appointment with approval of the Chair and the Provost/VPAA. An Instructor in a tenure/rolling contract track appointment who completes a doctoral program or an acceptable alternative will be promoted to the rank of Assistant Professor without formal application at the beginning of the next academic year.

3.2.1.2 Assistant Professor Assistant Professors must hold an appropriate doctoral degree or an acceptable professional degree in their discipline as well as demonstrate potential for successful teaching, research or

http://www.aaup.org/AAUP/pubsres/policydocs/statementonprofessionalethics.htm

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scholarly/creative work, and service. On a case-by-case basis, a faculty member who lacks, but is in the process of earning, these credentials may be hired at the Assistant Professor rank. At the time of hire, the Provost/VPAA will give the faculty member a deadline for completion of his/her degree work, and failure to meet this deadline may result in demotion to Instructor rank or termination of employment. Assistant Professors approved by the Board of Trustees to receive tenure or a rolling contract automatically receive an appointment as Associate Professor without formal application at the beginning of the next academic year. 3.2.1.3 Associate Professor Associate Professors must meet the criteria for Assistant Professor and have completed a minimum of six years of effective full-time college-level teaching or equivalent experience as determined by the Provost/VPAA. Associate Professors must consistently demonstrate successful teaching, scholarship, and service relative to their discipline and show sustained contributions to the College and the profession. 3.2.1.4 Professor Professors must meet the criteria for Associate Professor and have completed a minimum of four years at the Associate Professor rank or have a minimum 10 years of full-time college-level teaching. Promotion to Professor is not based solely on time in rank or years teaching. Professors are expected to show continued growth and sustained excellence in teaching and service to the College as well as to demonstrate significant contributions, recognized by their peers, to a scholarly/creative field relevant to their discipline. Endeavors may include but are not limited to research, publications, exhibitions, and/or activity in professional organizations. 3.2.2 Part-time Faculty 3.2.2.1 Lecturer Adjunct faculty are typically hired at the rank of Lecturer on an as-needed basis. Adjunct appointments are normally accorded to highly skilled professionals who are employed in the community or elsewhere and who are appointed to academic responsibilities on a part-time basis to enrich the College’s offerings or competencies. Lecturers often do not possess the academic degrees requisite for full-time appointment. Lecturers remain eligible to apply for a full-time faculty opening should one occur. The rank of Professorial Lecturer may be assigned in exceptional cases when a distinguished scholar, researcher, or teacher is brought to campus at a higher rate of compensation than other lecturers. 3.2.3 Additional Faculty Types 3.2.3.1 Administrative Faculty Administrative faculty are employees of the College whose primary positions include oversight of the College as a whole or management of broader educational goals and programs, such as the President, Provost/VPAA, Dean, or Director of the Library. Administrative Faculty may hold all ranks open to regular faculty and are eligible, but not required, to engage in teaching, scholarship, and service. 3.2.3.2 Visiting Faculty Visiting status may be conferred upon faculty holding a temporary appointment at the College. Visiting faculty may be on leave from another institution, an eminent scholar, or an expert available for a limited time period whose primary objective is to pursue teaching and/or research during the

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appointment. Visiting faculty may hold all ranks open to regular faculty. 3.2.3.3 Professors Emeriti Upon nomination by a full-time faculty member or Provost/VPAA, the rank of Professor Emeritus/Emerita may be awarded to distinguished faculty following their separation from the College. Faculty must have served the College for a minimum of 15 years, held tenure or a rolling contract and been approved by the full Board of Trustees upon the recommendation of the Chair, Provost/VPAA, President, and Academic Affairs Committee of the Board of Trustees.

3.3.0 Types of Contracts 3.3.1 Tenure-Track Contracts Tenure-track faculty are those persons whose employment record will be evaluated in accordance with established tenure eligibility and promotion criteria (See Section 3.5.0). If the final evaluation results in a positive outcome, a faculty member will be awarded tenure or a rolling contract. 3.3.1.2 Tenure Tenure commonly refers to the academic system in which professors enjoy security of appointment. While a tenure contract is considered a contract for life, certain circumstances exist that can result in termination such as financial exigencies, substantial decline in enrollment, program discontinuation, or inadequate performance (See Section 3.6.0).

In accordance with provisions specified by the Board of Trustees (1994), no more than 70 percent of the regular full-time faculty may be tenured (See Appendix C). The President may exceed this percentage as provided by the Board of Trustees. Reducing this percentage requires a vote of the Board of Trustees. Prior to implementation of any policy change, it is desirable that the Board of Trustees review and consider recommendations about its policy proposal with members of the College administration and the faculty.

3.3.1.3 Three-Year Rolling Contracts A rolling contract is a term contract for a specified period of time and may be rolled forward from year to year. At Cabrini College, the rolling contract is usually for three years. The receipt of a rolling contract signifies that the person has been deemed worthy of tenure, but that there is not a tenure slot available for him/her to fill. A faculty member on a rolling contract will be considered to be in the first-year of a three-year rolling contract unless financial exigencies, substantial decline in enrollment, program discontinuation, or inadequate performance warrant that the contract becomes terminal (See Section 3.6.0).

Faculty members serving on rolling contracts enjoy the same academic freedom and due process rights as tenured faculty. For promotion in rank, faculty members on rolling contracts must satisfy the same criteria for promotion as tenured faculty. Salaries and benefits are comparable to those for similarly situated tenured faculty. Faculty members on rolling contracts have the right to participate in faculty governance and departmental deliberations, to be awarded sabbaticals, and to participate in all faculty development activities and programs. 3.3.1.4 Determination of Tenure/Rolling Contract Status The contract status of full-time faculty members will be determined according to the following procedure:

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The Provost/VPAA will advise each new full-time faculty member at the time of initial appointment of the likelihood he/she will stand for either tenure or rolling contract. At the time of the full-time member's third-year review, the Chair and Provost/VPAA will again advise him/her in writing of the likelihood he/she will stand for either tenure or a rolling contract. This determination will be based on the Board of Trustees-approved cap on tenure and institutional criteria as defined below. At the time the full-time faculty member applies for a change in his/her probationary contract status in the fifth year, it is the responsibility of the Provost/VPAA, after appropriate consultation, to make a formal recommendation about the contract status of each applicant to the President. If the Board-approved limit precludes all successful candidates standing in the same year to be considered for tenure, the College will award tenured positions to them in order of the length of full-time service to Cabrini College. If two or more candidates have an equal number of years of service, the President will weigh their documented prior performance, recommendations of the Provost/VPAA and Promotion and Tenure Board (PTB), and institutional criteria as described below to determine contract status. The President will inform each candidate in writing whether he/she will stand for tenure or a rolling contract in the following year and will report his/her decision as information to the Academic Affairs Committee of the Board of Trustees.

The sixth-year evaluation process will be the same, whether the candidate is applying for tenure or a rolling contract. When a tenure slot opens, the faculty member serving on a rolling contract who has the longest full-time service to the College will be moved into a tenured slot. If two or more candidates have an equal number of years of full-time service, then institutional criteria and the candidate's continued professional growth in teaching, research or scholarly/creative work, and service to the College, as evaluated jointly by the Provost/VPAA and PTB, will be considered. Final determination of contract status will be made by the President.

3.3.1.5 Institutional Criteria for Determination of Tenure vs. Rolling Contract Status

Program vitality as documented in a five-year history of departmental enrollments and the number of majors and minors;

Percentage of courses taught by adjunct faculty;

Institutional goals, to include considerations of strategic planning, faculty diversity, contributions to the general education program, percentage of doctoral faculty within departments, and market forces.

3.3.2 Non-tenure Track Contracts Full-time teaching faculty may be hired by the College in non-tenure track positions on an annual or as-needed basis. Renewal of this type of contract is possible, but not guaranteed.

3.3.3 Personnel Files The Office of Human Resources maintains personnel files for all College employees. In addition, the Office of Academic Affairs maintains a personnel file for each faculty member. The contents of this file include materials relevant to a faculty's role as teacher and scholar such as annual contracts, curriculum vitae, SIR reports, and performance evaluations submitted by Chairs and the

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Provost/VPAA. Faculty may request to review their files by contacting the Office of Academic Affairs. Within six months of termination of employment, the Office of Academic Affairs sends all files to the Office of Human Resources for storage/disposal. Access and disposal policies for all Human Resource personnel files are described in Section 2.3.11. 3.4.0 Search and Appointment of Faculty Cabrini College is dedicated to the task of recruiting faculty members of high quality to provide excellence in teaching and learning. The primary focus in screening candidates is on their academic credentials, teaching competence, potential for scholarship, and ability to contribute to the Cabrini College community. In recruiting new faculty members, the College conforms to the letter and spirit of the Equal Employment Opportunity policies as required by state and federal laws and Affirmative Action guidelines. All new faculty members will be required to undergo a background check and provide employment eligibility verification information as dictated by the Department of Homeland Security. Cabrini College is also bound by the State of Pennsylvania (Act 76 of 1990 English Fluency in Higher Education Act) requirement that all faculty must be fluent in speaking the English language. Chairs should ascertain fluency through normal conversation during the interview process. Acceptable fluency must be documented for all non-native speakers by a letter from the Chair to the Provost/VPAA with a copy to Director of Human Resources. The letter will be placed in the faculty candidate's personnel file.

3.4.1 Full-Time Appointments Requests for new or replacement full-time faculty positions are initiated by the Chair and submitted to the Provost/VPAA in the form of a written needs assessment rationale. The Provost/VPAA will submit these requests to the Academic Planning Committee for prioritization and, following review by the Planning and Budgeting Council and approval by the President, will inform the Chair regarding the final decision as to new and continuing faculty lines within the department. The Office of Academic Affairs and the Chair, in conjunction with the Office of Human Resources, initiate an appropriate search.

The Chair convenes a suitable search committee, which includes the Chair, additional department faculty, at least one faculty representative from outside the department, and student representatives. The Chair either serves as the Search Committee Chair or selects another department faculty member to serve in this capacity. The Chair also prepares materials for advertising that are sent to the Provost for approval. Following advertisement in nationally recognized journals or websites (e.g., The Chronicle of Higher Education, discipline-specific journals/websites), interested candidates send their applications to the Office of Human Resources which notifies applicants of the receipt of their materials and then sends the applications to the Search Committee Chair. The Search Committee reviews all applications and organizes preliminary interviews via phone, on-campus meetings or acceptable professional meetings/conferences for selected candidates. Final approval by the Provost/VPAA is required to invite candidates for campus interviews. Search Committees must follow search guidelines established by the Office of Human Resources.

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Candidates selected for campus interviews meet with department faculty, College administrators, including the Provost/VPAA and the Director of Human Resources (or their representatives). Candidates should have some interaction with students and will be asked to demonstrate teaching proficiency during the interview process. With input from the Search Committee, the Chair and Provost/VPAA, in consultation, select the finalist. The Provost/VPAA determines the provisions of the contract, including initial salary, tenure/rolling contract or non-tenure/rolling contract track status, and acceptance of prior experience as it relates to rank and length of the probationary period. The Provost/VPAA will consult with the Academic Planning Committee regarding tenure/rolling contract or non-tenure/rolling contract status for new faculty appointments. The Provost/VPAA will consult with the Department Chair and PTB regarding a potential candidate’s prior experience as it relates to rank and length of the probationary period.

The Provost/VPAA recommends the finalist to the President who makes the contract offer or delegates this responsibility to the Provost/VPAA. New faculty receive a letter of one-year appointment stating rank, salary, and any special provisions. The letter notes the year in which the individual would stand for tenure/rolling contract, provided he or she receives annual reappointments. The Office of Academic Affairs will send a formal employment contract and Faculty Handbook to new faculty members prior to the beginning of the first academic semester of employment. The individual must return the signed contract by the date specified. Appointments are also contingent upon the College’s receipt of official transcripts from all colleges and universities confirming the individual’s attendance and degrees, a satisfactory background check, and submission of INS credentials. The Office of Human Resources notifies all other candidates as to the final status of their application. Cabrini College, as an Equal Opportunity Employer, is committed to the principle of equal employment and educational opportunity to all qualified persons and does not discriminate against faculty in the operation of any of its programs and activities because of race, color, religion, sex, age, national origin, handicap or disability which does not interfere with performance of essential functions of the job (with or without reasonable accommodation, if any), veteran status, marital or parental status, or any other protected class.

3.4.2 One-Year Appointments In situations where the search process outlined above cannot be completed in a timely manner, the College may appoint faculty on a full-time, one-year, temporary basis. Such situations include discontinued searches, resignations, sabbaticals, death or illness, or unexpected enrollments. The Provost/VPAA, Chair, and the Director of Human Resources will process all such appointments. One-year appointments also may be appropriate for faculty members who do not possess the academic degrees requisite for tenure status. Employment on a one-year appointment does not preclude the possibility of the appointee's being hired for a tenure-track appointment in the future. New one-year appointments receive a letter of appointment stating rank, salary, and special provisions. Appointments are contingent on receipt of official transcripts from all colleges and universities attended, a satisfactory background check, and INS credentials. The Office of Academic

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Affairs will send a formal employment contract and Faculty Handbook to new faculty members prior to the beginning of the academic semester. 3.4.3 Part-Time Appointments - General Undergraduate Faculty It is the responsibility of the Chair and Program Coordinators to staff undergraduate courses they submit for inclusion in a given semester’s offerings for that department and of the Chair to notify the Office of Academic Affairs of regular and/or new appointments for a given semester.

It is the responsibility of the Office of Academic Affairs to draw up and send contracts to part-time appointees approximately one month prior to the first day of class of the contracted semester. The part-time appointee must sign and return the contract within 15 calendar days. Academic Affairs will notify the Chair if contracts have not been accepted and returned within 20 calendar days. The Office of Academic Affairs will provide part-time faculty members with an abbreviated version of the current Faculty Handbook. Chairs or Program Coordinators inform the part-time faculty member of general school policies and teaching evaluation procedures. All part-time faculty are required to file their syllabi in the Office of Academic Affairs prior to the first class meeting each semester and to participate in formal course evaluations as directed by current College guidelines (See Section 3.5.1.1). 3.4.3.1 Policy on the Appointment of Retired Faculty Members for Short-Term, Part-Time Teaching Assignments Cabrini College values the scholarly expertise, professional experience, and dedication to student learning of its retired faculty members and faculty emeriti. So that current students may benefit academically from contact with these former members of the College’s teaching force, the College encourages, as appropriate and as needed, the appointment of retired faculty members and faculty emeriti to serve as adjunct faculty members on a course-by-course, semester-by-semester basis. Such appointments shall be governed by the following terms:

The recommendation to engage a retired faculty member for an adjunct teaching appointment is the prerogative of the chair of the appropriate academic department and is subject to approval by the Provost/VPAA;

The retired faculty member will be appointed to teach only courses scheduled by the appropriate academic department and for which there is demonstrated need;

The retired faculty member may teach no more than nine (9) credits (typically three courses or sections) in any twelve-month period;

The retired faculty member will be compensated at the highest level of the adjunct faculty pay scale currently in effect for undergraduate or graduate instruction as may be appropriate;

Retired faculty members will not be eligible for any employee benefit plan coverage as a result of appointment as an adjunct faculty member;

The appointment of a retired faculty member as an adjunct faculty member could have an impact on the retired faculty member’s Social Security benefits. The College encourages retired faculty members to consult with a professional advisor on this and potential other financial issues before making a decision to return as an adjunct faculty member;

Service by a retired faculty member in an adjunct appointment is on a course-by-course, semester-by-semester basis and shall not guarantee future employment. As with all policies of the College, this policy may be changed, amended, or terminated at any time by the College;

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While teaching in an adjunct appointment, the retired faculty member is welcome to use his or her former faculty rank (e.g., Associate Professor of Biology) or his or her emeritus rank (e.g., Professor of Graphic Design Emerita);

The retired faculty member will be assigned a faculty office on a space-available basis for the term in which he or she teaches as an adjunct faculty member; and

This policy supersedes previous agreements that may have restricted retired faculty members from accepting future teaching assignments at Cabrini College for compensation.

3.4.4 Part-Time Appointments - Graduate Studies Faculty The Graduate Studies Office maintains responsibility for staffing Graduate Studies courses, although Chairs may recommend part-time faculty for Graduate Studies courses. Graduate program directors conduct interviews with potential candidates following local and regional searches, select finalists, and make recommendations to the Dean for Graduate Studies. Contracts are drawn up and sent to Graduate Studies appointees along with Human Resources paperwork, payroll schedules, and e-mail account and general faculty information. Once all Human Resource paperwork has been completed and returned to Graduate Studies, a contract is issued and processed using the same timeline indicated above for Part-Time Appointments - General Undergraduate Faculty. 3.4.5 Summer Session Appointments Adjunct contracts for undergraduate Summer Session courses are processed by the Academic Affairs Office and by the Graduate Studies Office for graduate Summer Session courses. The Dean for Academic Affairs, in consultation with undergraduate Department Chairs, is responsible for the hiring of undergraduate Summer Session faculty. The Dean for Graduate Studies, in consultation with graduate Program Coordinators, is responsible for the hiring graduate Summer Session faculty. Contracts for courses having or exceeding a minimum class enrollment are finalized one week prior to the beginning of each Summer Session. The signed contract is due prior to the first day of class. 3.4.6 Faculty Vacancy In the event that a faculty position becomes vacant and the College is unable to follow the above stated search and appointment procedures, an interim faculty member will be appointed by the Provost/VPAA or Dean for Graduate Studies in consultation with the Program Director or Chair.

3.5.0 Evaluation, Reappointment, Tenure/Rolling Contract and Promotion 3.5.1 Evaluation Tools The Faculty and Administration support the use of external and College-designed tools to assess teaching, advising, and overall performance. Examples of assessment instruments include Student Instructional Reports II (SIRS), student evaluations of academic advising skills, student evaluations of co-op and internship supervisors, department peer review, and Chair evaluations. These tools are designed for use in contract renewal decisions and tenure/rolling contract and promotion recommendations, as well as for a faculty member's personal growth.

3.5.1.1 SIRS The SIRS are a standardized assessment tool for student rating of instructional quality, designed and administered by the Educational Testing Service (ETS), and intended to be used following the

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procedures prescribed by the ETS. This report rates a faculty member and course on the following categories:

course organization and planning,

communication,

faculty-student interaction,

assignments, exams, and grading,

supplementary instructional methods,

student effort and involvement,

course difficulty and workload,

and course outcomes.

While all faculty are encouraged to use SIRS as a developmental tool, specific faculty groups are required to administer and submit SIRS to the Provost/VPAA and/or Chair as part of their performance evaluation and/or as a condition of their continued employment by the College. The Faculty has approved the following SIR administration guidelines:

All full-time, non-tenured/rolling contract faculty must administer at least one SIR per semester and provide original copies of the SIRS to the Provost/VPAA and Chair.

All full-time, tenured/rolling contract faculty must administer at least one SIR per year and provide copies to the Provost/VPAA.

All full-time faculty seeking promotion within the next year must administer at least one SIR per semester and provide copies to the Provost/VPAA.

Adjunct faculty must administer at least one SIR for each of the first eight courses taught at the College, one SIR for every two courses taught comprising the next eight courses taught, and then one SIR for every four courses taught or one SIR per academic year, whichever is more frequent, after sixteen courses are taught. Copies should be submitted to the Chair. SIR outcomes may be examined for improvement, consistency, and distribution of values relative to faculty within the same discipline or general faculty at four-year institutions.

3.5.2 Tenure/Rolling Contract Faculty - Probationary Faculty Reappointment and Tenure The College endorses the 1940 Statement of the AAUP on Academic Freedom and Tenure with its several interpretations as set forth in the current edition of AAUP Policy Documents and Reports (http://www.aaup.org/AAUP/pubsres/policydocs/1940statement.htm). Tenure is an agreement between the College and the individual faculty member that he or she will have permanent and continued employment. The granting of tenure to an individual is a pledge of the College’s confidence in the faculty member. It is likewise a pledge of the faculty member that he or she will continue to be a vital part of the College community. Tenure gives the College stability; it also assumes a continued productivity on the part of the tenured faculty member. If such productivity is not maintained, provision is made for the termination of tenure of the faculty member. All initial tenure track appointments are probationary. Probation is that period of service without tenure, normally six years. In accordance with provisions specified in the initial contract this may be reduced.

http://www.aaup.org/AAUP/pubsres/policydocs/1940statement.htm

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3.5.2.1 First-Year Review Reviewers – Chair and Provost.

Procedure – Chairs submit written evaluations, based primarily on their evaluation of the faculty member's teaching proficiency through class observation and SIRS, to the faculty member and Provost/VPAA by February 1 of the first academic year. Chairs also may comment on the potential of the faculty member to develop scholarly work, his/her advising proficiency, and his/her initial service to the Department and College. The Provost/VPAA will write a separate evaluation and meet with the faculty member to complete the performance review. Written notification of intention of reappointment or non-reappointment for the next academic year will be sent by the Provost/VPAA, with the approval of the President, not later than March 1 of the first year of employment.

If the candidate is a Chair, a tenured faculty member, selected by the Provost/VPAA in consultation with the candidate, will evaluate the candidate in place of the Chair. This alternate faculty evaluator will act in place of a Chair for evaluative purposes only. 3.5.2.2 Second-Year Review Reviewers – Chair and Provost. Procedure – The faculty member submits a portfolio by September 15 of the second academic year to the Chair. Materials within the portfolio should include a narrative, not to exceed 16 double- spaced pages, and supplemental attachments. A summary of information required in the portfolio is stated below.

A. Title Page

Name,

Department,

Date,

Academic Year. B. Courses Taught

Courses taught for current academic year and those planned for the next academic year,

Description of newly designed or redesigned courses and supporting documentation (e.g., syllabi, exams, examples of student work),

SIR evaluations and self-analysis of teaching proficiency,

Planned changes to existing courses. C. Departmental Service

Service during current academic year and what is planned for the next academic year,

Advising (e.g., major/minor advising loads, student group advising, advising methods, publications).

D. College Service

Service completed during the current academic year and what is planned for the next academic year (e.g., committee work, assisting with the admissions process, co-curricular participation such as Cabrini Day).

E. Professional Growth

Plans for the current academic year and next academic year;

Participation in professional organizations;

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Summary of publishing, editing, etc.;

Professional growth and development (e.g., current journal readings, attending courses, development of online materials, artistic productions, consulting, scholarship of teaching, volunteer service in community, assessment, publication, etc.);

Meeting/Conference attendance (e.g., on-campus, local, national).

The Chair provides his/her written evaluation and the portfolio to the Provost/VPAA by October 1 of the second year. The Provost/VPAA, in consultation with the Chair, recommends reappointment status to the President. With the President’s approval, the Provost/VPAA will send the faculty member written notification of the College’s decision regarding reappointment or non-reappointment for the next academic year not later than December 15 of the second year of employment. 3.5.2.3 Third-Year Review The third-year faculty review is a comprehensive developmental review that serves four purposes: (a) to provide a framework for a future tenure/rolling contract portfolio, (b) to provide an assessment of probationary faculty that will give them a firmer picture of their potential for tenure at Cabrini College, (c) to create a sustained involvement of elected members of the PTB in the peer review process, and (d) to establish consistency in the review of candidates for tenure.

Outcomes - The third-year review will provide information on a probationary faculty member’s future prospects and will conclude with the granting of one of the following options:

A terminal fourth-year contract;

A contract of reappointment together with a letter that, as appropriate, commends meritorious work and identifies areas for improvement.

Reviewers - PTB and Provost/VPAA. The Chair also reviews the portfolio as part of the evaluation process.

Procedure - The faculty member will submit a portfolio for use by the PTB and Provost/VPAA to the Office of Academic Affairs by March 1 of his/her third academic year at Cabrini College. This portfolio will form the basis of the portfolio he/she will submit for tenure in the sixth year. The portfolio should contain the following:

A. Table of Contents. B. Professional Vita. C. Narrative Section. The narrative should contain four parts, each addressing one of the topics

below in a maximum of six double-spaced pages per topic:

Statement of Teaching to include a description of breadth of courses taught, pedagogy, alternate methods of content delivery, and contributions to the core and major's curriculum;

Summary of Department and College Service to include a description of advising, committee work, administrative work, and involvement with student activities;

Statement of Professional Vitality to include a description of scholarship and/or creative work, professional organization participation, seminar and convention attendance, research, publishing and public presentations, grants, consulting, and relevant service in the community;

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Personal statement regarding the faculty member's engagement at Cabrini College. D. All previous written evaluations from the applicant's Chair and the Provost/VPAA. E. Advising assessments when available. F. Professional Recommendations. The portfolio should include letters of recommendation

discussing the candidate’s overall contribution to the College and/or professional reputation. These confidential letters should be delivered by the authors to the Office of Academic Affairs to be placed in the candidate’s portfolio. All letters must be signed and on letterhead or on the PTB form. E-mail versions are not permitted or accepted. Candidates will solicit letters from

their Department Chair;

a Cabrini College faculty member who is not a current member of the PTB;

an external evaluator, such as a disciplinary-specific professional or faculty member from another institution;

an administrative employee other than the Provost/VPAA (optional, limit of one). Each candidate will submit to the chair of the PTB a list of the committees on which the candidate has served, and will indicate the committees on which the candidate believes he or she has made the greatest contributions. The PTB chair will solicit Committee Member Evaluation Forms from the chairs of at least two of the committees. Letters will not be solicited from persons who are also PTB members or other candidates who are up for review. If the PTB chair deems it appropriate, a letter may be solicited from a person who is not the chair but who is familiar with the candidate’s work on that committee.

G. Syllabi from two different courses taught while at Cabrini College. H. Two student course evaluations for the same course offered in different semesters from

three different courses (a total of six evaluations). I. Samples of the candidate’s publications, presentations or projects.

Upon completion of independent reviews by the PTB and Provost/VPAA, the PTB and Provost/VPAA will meet and a vote will take place, in which each tenured faculty member and the Provost/VPAA have one vote, to support or not to support the candidate. A decision is made by majority vote. The Provost/VPAA will be charged with drafting a summary letter representing the collective opinion of the PTB and Provost/VPAA and with submitting that recommendation to the President. After review and approval by the President, the final letter will be presented to the candidate and his/her Chair by June 30 of the third year of employment. Inadequate progress or institutional need will be grounds for the faculty member's receipt of a terminal fourth-year contract. Probationary faculty members will be notified of their appointment status for the third and all subsequent years of probationary employment at least 12 months before the expiration of their current appointment, as suggested by the AAUP. 3.5.2.4 Fourth-Year Review Reviewers – Chair and Provost. Procedure – By May 1 of the fourth year the candidate will submit a letter to his/her Chair addressing only those issues raised for improvement in the third-year review. The Chair will submit the letter with his/her comments to the Office of Academic Affairs for review by the Provost/VPAA. The Provost/VPAA, in consultation with the Chair, will respond in writing by June 30 of the fourth year, evaluating the faculty member’s progress. Inadequate progress or

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institutional need will be grounds for the faculty member’s receipt of a terminal fifth-year contract or the necessity of a fifth-year review. 3.5.2.5 Fifth-Year Review There is no formal fifth-year review required for faculty receiving positive performance reviews during the fourth year. If a fifth-year review is indicated, the following procedure applies: Reviewers – Chair and Provost/VPAA Procedure – By May 1 of the fifth year the candidate will submit a letter to his/her Chair addressing only those areas for improvement raised in the fourth-year review. The Chair will submit the letter with his/her Chair’s comments to the Office of Academic Affairs for review by the Provost/VPAA. The Provost/VPAA, in consultation with the Chair, will respond in writing by June 30 of the fifth year, evaluating the faculty member’s progress and discussing the likelihood that the candidate will meet the evaluation criteria necessary to earn tenure/rolling contract. Inadequate progress or institutional need will be grounds for the faculty member’s receipt of a terminal sixth-year contract. Faculty members who intend to stand for tenure in their sixth year must file the Application for Tenure/Rolling Contract form with the Office of Academic Affairs by May 1 of their fifth year of employment. A copy of the form is included in Appendix D. 3.5.2.6 Sixth-Year Tenure/Rolling Contract Review Cabrini College awards tenure/rolling contracts to those faculty members whose professional characteristics indicate that they will continue to serve with distinction in roles of long-term value to the College. Outcomes - The tenure/rolling contract review serves as a final summative review and will result in

A terminal seventh-year contract,

Receipt of tenure and promotion to the rank of Associate Professor,

Receipt of a three-year rolling contract and promotion to the rank of Associate Professor. Reviewers – Chair, PTB, Provost/VPAA, President, Teaching and Learning Committee of the Board of Trustees, and the full Board of Trustees.

Procedure - Prior to the end of the spring semester of the fifth year, all candidates indicating their intention to stand for tenure/rolling contract will meet with the current PTB Chair to discuss tenure portfolio development and procedure. The Sixth-Year Review requires a summative portfolio of the candidate's work at the College. The faculty member will submit three complete copies of his/her portfolio for use by the PTB and Provost/VPAA to the Office of Academic Affairs by September 15 of his/her sixth academic year at Cabrini College. The contents of the sixth-year portfolio are as follows:

A. Table of Contents. B. Professional Vita. C. Narrative Section. This reflective narrative should contain four parts, each addressing one of

the topics below with a maximum of 24 double-spaced pages for the entire narrative:

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Statement of Teaching to include a description of breadth of courses taught, pedagogy, alternate methods of content delivery, and contributions to the core and major’s curriculum;

Summary of Department and College Service to include a description of advising, committee work, administrative work and involvement with student activities;

Statement of Professional Vitality to include a description of professional organization participation, seminar and conference attendance, research, publishing and public presentations, grants, consulting, relevant service in the community;

Personal statement reflecting on the applicant’s view of how his/her personal educational philosophy and work at the College is reflective of the Mission of Cabrini College as articulated in the College Catalog.

D. All previous written evaluations completed by the applicant’s Chair, PTB and Provost/VPAA. E. Advising assessments when available. F. Alumni Recommendations. Using a standardized form, ten evaluations will be solicited prior

to July 15 from the pool of Cabrini alumni who both have taken at least two courses with the applicant and have attained a minimum grade of “C” in those courses as determined by the Office of Academic Affairs. The applicant selects five evaluators from the pool of students and then the PTB Chair or his/her designee randomly solicits five additional evaluators. Student evaluators send their letters to the Office of Academic Affairs by September 15 for inclusion in the portfolio. These letters will not be made available to the candidate following the completion of the tenure review process without prior written consent from the authors.

G. Professional Recommendations. The portfolio should include letters of recommendation that discuss the candidate's overall contribution to the College and/or professional reputation. Authors should deliver their confidential letters to the Office of Academic Affairs by September 15 for inclusion in the portfolio. All letters must be signed and on letterhead or on PTB forms. E-mail versions are not permitted or accepted.

The candidate will solicit letters from

his/her Chair (or alternate faculty evaluator if the candidate is the Chair),

three Cabrini College faculty members, at least two of whom are tenured and two from outside the applicant's department and who are not current members of the PTB,

external evaluators such as faculty from other institutions and/or professional affiliations (Minimum of one. Examples of appropriate external evaluators include previous employers, co-authors of peer-reviewed journal articles, experts in a relevant academic field.).

optional letters (no more than three total) from administrative employees other than the Provost/VPAA or administrator involved in the review process.

The PTB Chair, using a standardized form, will solicit Committee Member Evaluation Forms from Chairs of up to six major committees on which the candidate served. The candidate will be asked to submit, by July 15, a list of all major College committees (with names of Committee Chairs) on which they have served during their career at Cabrini College. From this list the candidate will be allowed to recommend three Committee Chairs to write on his/her behalf. Jointly the PTB and Provost/VPAA will select and solicit letters from up to three additional Committee Chairs for inclusion in the portfolio. If the candidate

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served as Chair of a major committee, he or she shall designate a senior committee member to serve as a potential evaluator.

H. Syllabi from three different courses taught while at Cabrini College. I. Six SIRs, including at least two from the same course taught in two different years to

demonstrate teaching growth and development. J. The candidate should provide two or three samples of his/her publications, presentations, or

projects to the Office of Academic Affairs.

Before the fall semester begins, the Provost/VPAA will inform the PTB Chair of individuals standing for tenure/rolling contract review and the PTB Chair will schedule an orientation meeting with members of the PTB. The PTB and Provost/VPAA will review the portfolio and supporting documents. On or before November 15, the PTB will meet with the Provost/VPAA to share its findings. By December 15, the PTB and the Provost/VPAA will present their separate recommendations for consideration by the President. After reviewing these materials, candidate portfolios and supporting documents, the President determines the candidates for tenure/rolling contract who will be recommended. The Provost/VPAA and PTB Chair will present portfolios of recommended candidates to the Teaching and Learning Committee of the Board of Trustees at the regularly scheduled February/March Board of Trustees meeting. The Teaching and Learning Committee of the Board of Trustees will review the candidate’s materials, the recommendations of the PTB, Provost/VPAA and President and institutional need. In order to facilitate discussion, the PTB chair will be present during the deliberation, but not the voting, of the Teaching and Learning Committee. The Chair of the Teaching and Learning Committee shall present a formal recommendation to the full Board of Trustees. The candidate will be notified by the President of the Board's decision no later than March 15 of the sixth year of employment. Tenure/rolling contract, if granted, is effective at the beginning of the seventh year unless the faculty member is notified otherwise. Candidates receiving such a contract will no longer be probationary and will be subject only to review and continuation provisions as are required for tenured faculty. If the decision is not to grant tenure/rolling contract, the faculty member receives a seventh-year terminal contract. The candidate may solicit a written statement of reasons for the denial and/or the candidate may appeal the decision to the Grievance Committee (Section 3.10.0). 3.5.2.7 Tenure/Rolling Contract Portfolio Evaluation Guidelines The PTB evaluates candidates for tenure/rolling contract on the basis of teaching ability, contributions to the College community as a whole, professional involvement and accomplishments, and promise of continued growth and excellence. The following procedures form the basis of this evaluation:

Acquisition of the commonly accepted terminal degree in the field, of a terminal degree approved by the College, or satisfactory educational progress in conformity with the terms of his or her appointment.

Review of student evaluations of the candidate’s teaching. These evaluations should cover the work of several past semesters, core vs. major courses, upper vs. lower-level courses, etc., in order to present a balanced historical picture and should take a variety of forms. The PTB reserves the right to request additional SIRs or teaching assessments.

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Survey of evaluation of teaching ability and other contributions by various alumni, selected according to the procedure already outlined.

Evaluation of a candidate’s publications, attendance at and participation in professional conferences and the state of his or her research or performance in his or her field. He or she must demonstrate competence in research or creative work which has been recognized both within and outside the College. Acquiring the terminal degree does not suffice to demonstrate this criterion. In addition to the external evaluators selected by the candidate, the PTB and/or Provost/VPAA reserve the right to seek outside expert advice as to the quality and appropriateness of the candidate's work. In such a case, the candidate will be asked to submit three potential evaluators and a summary of his/her credentials as related to the candidate's discipline to the party requesting the outside advice. That party will then select and solicit advice from one or two evaluators from this list.

Review of Chair’s and Provost/VPAA's written evaluations of the candidate’s performance during the probationary period. The PTB will examine existing evaluations of a candidate’s performance written by the Chair(s) and Provost/VPAA(s) for years preceding the tenure/rolling contract decision, as well as the Chair’s written evaluation of the candidate’s qualifications for tenure/rolling contract. When a Chair is being considered, the PTB may request an evaluation from his/her department colleagues and review previously existing evaluations.

Review of the candidate’s solicited written statements from the colleagues in his or her own field, evaluating the candidate’s knowledge of the field and the promise of continued professional growth and excellence. At least one letter must be submitted from a colleague not employed by Cabrini College at the time the letter is written in accordance with the procedure already outlined.

Review of the quality and appropriateness of the candidate’s committee activity, work on College programs of an academic or non-academic nature, work with student activities such as clubs, publications, community service, etc., as it pertains to the mission of the College.

Review of written statements made by administrators or faculty members that evaluate a candidate’s contributions to the College.

It should be noted that minimally satisfactory performance with reference to the above criteria does not guarantee tenure/rolling contract. 3.5.2.8 Alternate Review Schedules Faculty members receiving credit towards tenure/rolling contract for work completed prior to their hiring by Cabrini College, as indicated in their original letter of appointment and annual contracts, may stand for tenure/rolling contract using an accelerated review schedule. This schedule will be determined by the Provost/VPAA and the candidate, in consultation with the Department Chair. The Provost/VPAA will provide the candidate with written confirmation of the agreed-upon review schedule. Faculty with extended leaves of absence (e.g., medical leave, family leave, military leave) or other compelling reasons may request a suspension of the tenure/rolling contract clock for a period of time. Faculty must submit requests to the Provost/VPAA who will make a formal recommendation to the President. The President will grant or deny the request. If a faculty member is granted a suspension of the tenure/rolling contract clock, he/she will be reviewed/evaluated based solely on

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the work completed prior to and after the period of time during which the tenure/rolling contract clock was turned off. Exceptions will be confirmed in writing by the Provost/VPAA and President.

3.5.2.9 Evaluation Materials Effective evaluations and letters of reference describe the facts upon which they are based and then draw professional conclusions—whether positive, neutral, or negative—from the facts. The Pennsylvania Personnel Files Act allows employees to review certain information in their files, including performance evaluations. In compliance with the Act, faculty undergoing reviews may have the legal right to inspect documents submitted by current Cabrini College faculty, College committee chairs or members, and administrators. Under State law, candidates do not have the right to inspect letters of reference, required or optional, submitted by external reviewers or alumni. A candidate may invite a colleague to submit a letter on his or her behalf. (As described above, the third-year review requires one such letter and the tenure review requires three.) The colleague is free to accept or decline the invitation. The colleague shall, in either case, so advise the candidate. In the unlikely event that a candidate lacks the required number of letters to be solicited from colleagues, the candidate will be notified of the deficiency by the Provost/VPAA or PTB. If, after a reasonable period of time, the required number still has not been submitted, the evaluation process will continue with the available materials.

3.5.3 Tenure/Rolling Contract Anniversary Update Cabrini College employs periodic updates to provide information on the College faculty for such purposes as Middle States evaluation procedures, strategic planning, etc. They also are for the purpose of setting professional goals and reviewing accomplishments and contractually-required duties. 3.5.3.1 Annual Update Requirements All faculty who hold tenure or a three-year rolling contract appointment must provide the following items on an annual basis to the Office of Academic Affairs by July 1 for inclusion into his/her Academic Affairs personnel file.

Updated professional vitae,

one SIR of the faculty member's choosing,

and samples of professional growth and scholarship (copies of publications, presentation summaries, grants), if any.

Additionally, the Provost/VPAA will review each faculty member's major accomplishments as documented in the Department Annual Report submitted by the Chair. 3.5.3.2 Five-Year Anniversary Update Conference Tenured/rolling contract faculty are required to meet with the Provost/VPAA in five-year intervals following tenure (e.g., A faculty member approved for tenure in 2005 is required to meet with the Provost/VPAA by July 1 of 2010, 2015, 2020, etc.) until termination of employment at the College. During this conference the faculty member and Provost/VPAA will review past accomplishments and discuss future academic plans. The Provost/VPAA may call additional meetings with the faculty member as needed.

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3.5.4 Promotion in Professorial Faculty Ranks 3.5.4.1 Instructor to Assistant Professor Promotion from the rank of Instructor to Assistant Professor for Instructors on tenure/rolling contract track appointments occurs automatically at the start of the next academic year when faculty members obtain the appropriate terminal degree in his/her field as determined by the Chair and Provost. 3.5.4.2 Assistant Professor to Associate Professor Promotion from the rank of Assistant Professor to Associate Professor occurs automatically at the start of the academic year following the granting of tenure or a three-year rolling contract.

3.5.4.3 Associate Professor to Full Professor Faculty seeking promotion from the rank of Associate Professor to Professor not only must meet the qualifications previously listed for tenure and rank but also must have demonstrated excellence in teaching, a continued record of scholarship/creative work that has received substantial recognition within their discipline, and a varied and continuous record of leadership to the College and profession. Reviewers - Chair, PTB, Provost/VPAA, and President. Procedure - The candidate notifies the Office of Academic Affairs in writing of his/her intent to stand for promotion to Professor by May 1. The candidate prepares a portfolio and supporting documents using the format required for tenure/rolling contract, with an emphasis on what has been accomplished since the previous promotion. The candidate submits his/her portfolio to the Office of Academic Affairs by September 15 of the following academic year. The PTB and Provost/VPAA will review the portfolio and supporting documents and on or before November 15, the PTB will meet with the Provost to share its findings. By December 1, the PTB will send its final report to both the Provost/VPAA and the President. The Provost/VPAA shall send his/her recommendation to the President. The final responsibility for promotion rests with the President and, after consideration of both recommendations, the President will notify the candidate prior to February 1. Should a request for promotion be denied, the President shall send a written explanation to the applicant. If a promotion is denied, the faculty member may submit an appeal to the Grievance Committee (See Section 3.10.0). 3.5.5 Non-Tenure/Rolling Contract Track Reappointment and Review Faculty in non-tenure/rolling contract track continuing positions are reappointed upon the recommendation of the Chair and the Provost/VPAA and with the approval of the President following the same format prescribed for first-year tenure/rolling contract candidates. Written notification of intention of reappointment or non-reappointment for the next academic year will be sent to the candidate by the Provost/VPAA no later than March 1. 3.5.6 Part-time Faculty Reappointment and Review Part-time faculty in lecturer positions are reappointed upon the recommendation of the Chair or Program Coordinator, based on an evaluation of SIRS, classroom observations, and performance of other contractual responsibilities, and with the approval of the Provost/VPAA. If a reappointment is not approved or there is no College need for the position, the Chair will inform the faculty member in a timely manner.

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3.6.0 Separation/Termination of Employment 3.6.1 Voluntary Separation 3.6.1.1 Retirement Retirement is a voluntary termination after a career of academic service at the College. Faculty members relinquish tenure when they no longer have full-time teaching status at the College. Faculty members should submit a written notice of intention to retire to their Chair and Provost/VPAA one year prior to retirement allowing the College adequate time to respond to the vacancy. The Provost/VPAA will notify appropriate College offices, but it is also the responsibility of the faculty member to contact Office of Human Resources to discuss the retirement process and final salary payout schedules and changes to benefit availability (See Section 2.3.1.3). At various times the College has offered retirement incentives, available during specified and temporary time periods, to faculty who have served the College for many years. 3.6.1.2 Resignation Faculty who have signed and returned a contract for an academic semester or year are expected to fulfill their contractual obligations to the College. A faculty member is permitted to resign from the College within 30 days of signing the original contract. A faculty member who decides to resign for any reason is obligated to give immediate written notification to the Provost/VPAA who will then notify the Chair and appropriate College offices. Upon resignation, the faculty member relinquishes rights to all College services and benefits. A final paycheck for the percentage of contract served will be issued during the next pay period. The College retains the right to seek remuneration for costs incurred by the breaking of the employment contract.

3.6.2 Involuntary Separation Non-tenured faculty may be terminated because of one of the following conditions:

contract completion;

financial exigencies as declared by the Board of Trustees;

termination or reduction of programs and/or academic or administrative units as approved by the Board of Trustees;

malfeasance or contumacious conduct;

incompetence or inadequate performance;

other cause. Tenured/rolling contract faculty may only be terminated because of one of the following conditions:

financial exigencies as declared by the Board of Trustees;

termination or reduction of programs and/or academic or administrative units as approved by the Board of Trustees;

malfeasance or contumacious conduct;

gross incompetence or inadequacies in performance;

other cause. If the College intends to terminate or suspend a faculty member involuntarily for performance reasons during the term of a contract or while on tenure/rolling contract status, an appropriate administrative officer shall first discuss the situation with the faculty member. Upon request, the President or his/her designate shall provide the individual with a statement of charges. The College

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may then terminate or suspend the individual immediately. Tenured/rolling contract faculty dismissed for financial exigencies or termination or reduction of programs, academic or administrative units as approved by the Board of Trustees shall remain employed by the College for a minimum of one academic year from the date of notification and retain all rights and privileges of College faculty and employees until that time. Evidence for these reasons must be bona fide, and the College will not hire a replacement for this position for a period of three years from the final termination date. A final paycheck for monies owed may be issued during the pay period immediately following termination. Burden of proof rests with the College in cases where a faculty member is dismissed or suspended for malfeasance, contumacious conduct, incompetence, or other cause. Upon termination, the faculty member relinquishes rights to all College services and benefits. A final paycheck for the percentage of contract served will be issued during the next pay period or as determined at the time of hire. In all cases, faculty may appeal their dismissal pursuant to the grievance policies of the College (See Section 3.10). 3.7.0 Faculty Workload and Working Conditions Workload is defined as the total of the instructional and other scholarly and professional service rendered to the College by its faculty. All faculty, regardless of rank, are expected to respect and further the mission of the College as it is expressed in the Mission and Goals Statements in the Introduction of this Faculty Handbook. 3.7.1 Full-Time Faculty 3.7.1.1 Term of Employment Members of the Faculty receive a nine-month contract that is generally concurrent with the traditional Fall/Spring academic year and is payable over a 12-month period (26 biweekly pay periods) unless otherwise stipulated contractually. The College does not require teaching responsibilities on the part of full-time faculty members during the Winterim or Summer terms, but it is understood that the College’s need to prepare for upcoming semesters may require some limited faculty involvement during these months.

3.7.1.2 Teaching Effective teaching is a primary faculty responsibility which requires continued professional development in scholarly ability, mastery of subject matter, and use of pedagogies that facilitate learning. Faculty are encouraged to demonstrate effective teaching by contributing to the development of department courses, the College’s core curriculum, and other academic and co-curricular programs. Effective teaching is determined by Provost/VPAA evaluations, Chair and/or department colleague evaluations, self-reports, and standardized evaluation instruments. 3.7.1.2.1 Teaching Load The standard full-time undergraduate teaching load is 12 credits or its equivalent during each of the Fall and Spring semesters. For faculty teaching solely within the graduate division, the teaching load is nine credits or its equivalent during each of the Fall and Spring semesters. Credit awarded for other class formats (i.e., laboratories, studio courses, internships, directed study, team-taught courses) is determined by the Provost/VPAA using College-prescribed guidelines.

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Faculty members may choose, but are not required, to teach overloads/additional courses based on department need. Overloads of more than one three- or four-credit course during each of the Fall and Spring semesters should be approved by the Provost/VPAA. Courses taught during the Winterim and Summer terms are not generally considered part of the standard load, but credit assignment throughout the year may be subject to the priorities of the Academic Planning Committee. Chairs and others with similar responsibilities may be compensated for their efforts based on a matrix, to be determined, that provides for an equitable system of compensation. If course release is awarded, faculty members must teach a minimum of six credits per academic semester to retain Regular Faculty status (Section 3.2.1). 3.7.1.2.2 Teaching Responsibilities In addition to the expected instruction and assessment associated with teaching, for each student enrolled in a course, faculty must

provide a copy of a course syllabus within the first week of class that clearly states course learning objectives and outcomes as outlined in the College Catalog, course requirements, assessment tools, and policies related to academic honesty, attendance requirements, Disability Resource Center policy, etc. Copies of each syllabus also must be submitted to the Chair, Faculty Support Office, and the Office of Academic Affairs each semester;

maintain an accurate record of attendance until the last day of the Add/Drop period and notify the Registrar of sporadic or non-attendance so the College may adhere to state and federal financial aid dispersal policies;

notify the Office of Academic Affairs of poor student performance by submission of first-year student early assessments, warning notices, etc., throughout the semester;

accommodate students according to Disability Resource Center (DRC) and National Collegiate Athletic Association (NCAA) policies (see, in particular, Sections 4.3.2 and 4.3.3.3);

and assign final grades for all students enrolled in courses and submit same to the Office of the Registrar no later than 48 hours after exam completion.

Faculty are required to maintain a minimum of four regularly scheduled office hours per week each semester and are expected to be present on campus at least four days a week. 3.7.1.3 Advising All full-time faculty share the responsibility for the advising of students in academic and co-curricular matters. Advising has several forms, including but not limited to the following:

advising students in the major,

advising first-year students,

advising student clubs and organizations,

advising students in assignments outside the classroom (e.g., co-op, internships),

working with the Office of Admissions in student recruitment,

and assisting students in other academic initiatives such as the pursuit of academic scholarships, internships, career and graduate/professional school applications, etc.

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Major advisors discuss and approve advisees' academic rosters each semester prior to registration, supervise changes in advisees' rosters, and monitor students' academic progress. Faculty advisors should be familiar with important academic policy information and the requirements for earning the degree as per the core and major requirements. Advising responsibilities are established to meet departmental and institutional needs. Chairs are expected to assign equitable advising loads to all members of their department.

First-year student advisors are selected by the Coordinator of First-Year Advising, in consultation with the Dean for Academic Affairs, and may receive a supplemental contract and compensation for services. First-year advisor duties include the following:

attending events such as Matriculation and Orientation;

teaching COL 101, College Success Seminar;

attending COL 101 planning meetings and faculty development workshops organized by the Coordinator of First-Year Advising;

reviewing academic performance (e.g., review of transcripts and online warning notices and discussion of strategies to improve performance) of their advisees;

meeting with their advisees to select appropriate courses for subsequent semesters, to change class schedules, sign forms, provide guidance with academic issues or refer students to various College support services as needed;

and assisting their advisees in selection and declaration of majors.

Advisors to Student Organizations are required for all recognized and registered student clubs and organizations and must come from the ranks of the faculty, staff or administration of Cabrini College. The advisor’s primary responsibility is to assist in the growth and development of students involved with the organization, to help them apply their classroom learning to real world situations, sound decision-making and problem-solving, and to help students to exercise creativity and hone their leadership skills. The level of involvement of an advisor is an individual decision, and different organizations require different levels of advisor commitment. Generally, the College expects that student organization advisors will engage in the following activities:

advise and assist the group to the fullest extent, while respecting the right of the student members to establish organizational policies and make group decisions;

work with the organization to ensure that policies are followed and the welfare of student participants is protected;

attend periodic meetings sponsored by Student Activities to keep advisors informed about current issues of importance to student organizations;

and be present during activities sponsored by the organization, to serve as a resource if required and to intercede in the event of an emergency.

Effective advising is determined by self-reports, standardized evaluation instruments, Chair and/or colleague evaluations and Provost/VPAA assessments. 3.7.1.4 Service The College recognizes two levels of service—to the Department and to the College.

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3.7.1.4.1 Departmental Service Service to the Department may include participation in department meetings, course/major planning and development, design and implementation of department assessments plans and periodic program evaluations, oversight of equipment or facilities, student recruitment, advising of department majors and minors, moderation of departmental clubs or societies, and other duties as required by the department. 3.7.1.4.2 College Service Service to the College includes substantial contribution and participation in shared governance on an annual basis. Service includes committee work involving all facets of the College, participation in faculty meetings, workshops and College events, moderation of College clubs and societies, and active engagement in promoting the mission of the College including involvement in community service. Faculty also are expected to participate in Spring Honors Convocation and Commencement Weekend activities. In the absence of unusual circumstances (e.g., simultaneous meeting scheduling, illness, emergency), committee members are expected to attend all regularly scheduled meetings in order to fulfill their responsibility to the governance system. In the event of chronic absences, the Committee/Subcommittee/Board Chair, in consultation with the faculty member and the NAB, may request a replacement. 3.7.1.5 Professional Development and Scholarship Faculty are expected to engage in the process of professional development. This development may include published research in refereed journals, invited essays, books or book chapters, book or literature reviews, monographs, scholarly editing, presentations at conferences, juried exhibitions of creative work, musical or theatrical performances, video or multimedia productions, or other forms of generally recognized academic endeavors. Contributions to teaching in the form of pedagogical innovation, preparation and delivery of new courses, collaborative student-faculty research, demonstrated leadership in academic affairs, meaningful involvement in professional associations, and the attainment of advanced degrees or other forms of continuing education experiences are also valued by the College. 3.7.1.6 Outside Employment Full-time faculty members may engage in part-time outside employment, whether professional, instructional, or otherwise, as long as such outside work does not interfere with normal contractual duties and full-time commitment to the College. Faculty members receiving a regular salary/compensation from outside employment requiring more than the equivalent of one day per work week are required to obtain approval from the Provost/VPAA. All activities may be reviewed with the Provost/VPAA during annual/periodic evaluation conferences or as appropriate. 3.7.2 Part-Time Faculty 3.7.2.1 Term of Employment The faculty contract for part-time appointments is on a course-by-course basis and is payable bi-weekly during the semester. Part-time faculty are required to complete teaching evaluations (Section 3.5.0) as part of their contract renewal.

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3.7.2.2 Teaching 3.7.2.2.1 Teaching Load Part-time faculty may not exceed nine credits per semester and fifteen credits overall during the Fall and Spring semesters. The Chair and Provost/VPAA may approve exceptions to this policy in situations of exceptional departmental need. 3.7.2.2.2 Teaching Responsibilities Part-time appointees have the same classroom responsibilities as indicated for full-time faculty. Part-time faculty must be available to assist students with their academic needs either by appointment or regularly scheduled office hours.

3.7.3 Department Chairs 3.7.3.1 Duties and Responsibilities In general, Chairs are ultimately responsible for the contribution their departments make to the academic quality of the College. In particular, the College depends upon the Chairs to serve as department leaders and establish curricula and other ancillary services that advance the mission of the College. Key duties include the following:

curriculum planning and program oversight;

revising of the College Catalogs;

class scheduling;

planning, implementing, and using student learning outcome assessments for program improvement purposes;

assessing departmental efficacy and overseeing the program review process;

hiring of full-time and part-time faculty;

evaluating faculty performance;

assigning students for advising;

representing the department on College committees;

developing and overseeing departmental budgets. 3.7.4 Program Coordinators Program Coordinators, appointed by the Provost/VPAA, are selected to assist Chairs with specific course offerings, scheduling, budgeting, faculty hiring, advising, etc., and report directly to the Chair. Program Coordinators are hired on a semester-by-semester basis and may receive a supplemental contract and compensation. 3.7.5 Working Conditions In addition to standard compensation and benefits (See Section 3.8.0), Cabrini College provides each full-time faculty member with an office on the College campus, a computer, printer access, Faculty Support Services (e.g., secretarial services, technology support), and a budget, managed through his/her Chair, for teaching and office supplies. Chapter 2 covers working condition policies afforded all College employees. 3.7.6 Institutional Review Board Policy All faculty and students using human subjects in classroom or scholarly research are required to seek approval from and to meet standards set forth by the College's Institutional Review Board (IRB). Specifically, the purpose of the IRB is to determine whether

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procedures of proposed research will minimize risks to subjects;

risks to subjects are reasonable in relation to expected benefits;

selection of subjects is equitable;

informed consent is obtained;

the research plan makes adequate provision for monitoring data collected so as to ensure safety of subjects, protection of privacy, and the confidentiality of data;

appropriate safeguards are included to protect the rights and welfare of subjects;

confidentiality of subjects is maintained;

research studies have safeguards to protect the safety of the campus community. Types of reviews include Exempt, Expedited, and Full and are primarily classified based on apparent risk to subjects and whether the research conducted is an established or commonly accepted educational practice. The complete IRB policy and related forms are included in Appendix E and also are available at http://app1.cabrini.edu/iroa/IRB.htm. 3.7.6.1 Institutional Review Board Membership The Institutional Review Board (IRB) Committee includes the following members:

the Provost/Vice President for Academic Affairs or his/her designee one external member with relevant professional competence not currently affiliated with the

College or part of an immediate family of a person affiliated with the College one faculty member from the natural sciences (and one alternate faculty member in area) one faculty member from the social sciences (and one alternate faculty member in area) one faculty member from the humanities (and one alternate faculty member in area) one at-large faculty member from any discipline (and one alternate faculty member at-large

from any discipline) one faculty member appointed as Chair from any discipline

IRB members need to be sufficiently qualified through experience and expertise to promote respect for their advice and counsel in protecting the rights and welfare of human subjects. If a board member abstains from reviewing a research proposal because of a perceived conflict of interest, the alternate member will serve during the review of this proposal. IRB Committee members serve three year terms, with a subsequent optional rotation as an alternate member for an additional three years. IRB Committee members are appointed by the President of the College and approved by the Board of Trustees. 3.7.7 Intellectual Property Statement Preamble: This Intellectual Property Statement sets forth Cabrini College’s current position with respect to the ownership of and responsibility for intellectual property created by the faculty. Although at the present time Cabrini College does not anticipate substantial modifications to this Statement, Cabrini College, upon written notice to the faculty, reserves the right to amend this Statement as it deems appropriate for the good of the institution. This Statement should be understood as a unilateral policy of Cabrini College and not as an agreement between Cabrini College and its faculty.

1. “Intellectual property” is defined for purposes of this Statement as any original work of authorship created by an individual or group of individuals, be it presented in written, oral, recorded, visual, or digital form. Intellectual property includes that which may be

http://app1.cabrini.edu/iroa/IRB.htm

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protected by copyright law or patent law. Examples of such copyrightable work include, but are not limited to, those materials identified as copyrightable subject matter by 17 U.S.C. §§ 101 and 102, such as syllabi, lectures, performances, articles, books, periodicals, manuscripts, computer programs, artwork, web pages (regardless of the ownership of the server on which they are stored), film, video or sound recordings, digital presentations, class handouts, projects and notes, policy statements, course and academic program design. Examples of patentable work include, but are not limited to, those materials identified as patentable subject matter by 35 U.S.C. §§ 100 and 101, such as inventions, processes, and machines.

2. Although Cabrini College would be within its legal rights to claim that intellectual property produced by faculty members as employees of Cabrini College are “works made for hire” under the Copyright Act and that Cabrini College is entitled to certain patent rights in inventions made by faculty members, except as is otherwise set forth in this Intellectual Property Statement and unless and until this Statement is revised by Cabrini College, Cabrini College will permit faculty members, regardless of classification, to retain ownership of intellectual property that they create, individually or jointly with others. Cabrini College is not responsible for the costs or fees associated with perfecting the faculty member’s registration of ownership of his or her intellectual property with the appropriate governmental authority, including costs or fees associated with registering copyright in a particular work or applying for patent registration.

3. Pursuant to this Statement, Cabrini College will not assert that the method of course delivery or use of Cabrini College’s technological resources in creating, duplicating or posting intellectual property transfers ownership of intellectual property to Cabrini College. Except as may be otherwise separately negotiated between the faculty member and Cabrini College, all material subject to this Statement will remain the property of the individual who produced it (or remain the joint property of joint authors who produced it), regardless of where the material is stored or who owns the tools used to produce it. Ownership of intellectual property by faculty members pursuant to this Statement is limited by the following: a. Notwithstanding the rights granted by Cabrini College to faculty members in course

materials pursuant to this Statement, each faculty member shall provide Cabrini College with a copy of all course descriptions and syllabi used by the faculty member at Cabrini College and Cabrini College shall retain a non-exclusive, royalty-free, perpetual, irrevocable right to use, display, copy, distribute, modify and prepare derivative works of such descriptions and syllabi for any purpose, including, by way of example, for use by other faculty members teaching sections of the same or similar courses, by future faculty members in developing similar courses if and when a faculty member departs, and in the development of distance learning courses.

b. In order to preserve the integrity of Cabrini’s academic programs, administrative structure, and governance, work produced by faculty members as part of an administrative duty or committee work remains the exclusive property of the College. All such work is a “work made for hire” under the Copyright Act. Notwithstanding the foregoing, faculty members who work on specific administrative tasks or committee tasks may retain and reuse materials that they have prepared as part of their administrative or committee tasks (other than materials that include confidential information about the college or its faculty, staff or students) in connection with subsequent employment.

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Pursuant to this Statement, the awarding of special grants or allocation of special funds beyond normal salary to encourage faculty to produce specific intellectual work does not automatically result in the retention of intellectual property rights by Cabrini College, except as otherwise provided under the terms of the grant, allocation of special funds or other agreement between Cabrini and the faculty member. Pursuant to this Statement, therefore, faculty members will obtain copyright as authors unless, for example, the work is created under a grant or sponsored program that specifies ownership rights in Cabrini College or some entity other than the faculty member, or is the subject of a contract modifying ownership rights.

4. An individual faculty member and the administration on a case-by-case basis may enter into written contracts that charge the individual faculty member with creating a project specifically for Cabrini that will be owned entirely by the College. In the event there is no written contract, pursuant to this Statement, intellectual property will be owned by the individual faculty members participating in the project as set forth above. The faculty understands that Cabrini College may in the future institute distance learning programs and, to maintain the stability of the distance learning curriculum, may need to retain ownership of distance learning course materials. In such cases, Cabrini College will contract with faculty members and third parties in order to obtain such materials. In any event, Cabrini College, pursuant to Section 3a of this Statement, may use course descriptions and syllabi to develop such distance learning materials without any obligation, financial or otherwise, to the faculty member that created such course descriptions and syllabi.

5. Pursuant to this Statement, unless otherwise agreed to in a written contract, as between a faculty member and Cabrini College, all proceeds from the license or transfer of the faculty member’s intellectual property, as defined above, shall belong to the faculty member.

6. As professionals, faculty members are fully responsible for the intellectual property that they create and use in their capacity as teachers at Cabrini College, including but not limited to making certain that they have the rights necessary from third party intellectual property owners to conduct their courses, post course materials, and engage in the other teaching activities in connection with their responsibilities at Cabrini College. Should a third party claim that a faculty member has infringed any intellectual property rights in connection with his or her teaching at Cabrini College, the faculty member shall indemnify and hold Cabrini College harmless from and against any such claim, including but not limited to claims related to plagiarism, posting of materials on the Internet or any website, and illegal duplication of copyrighted material.

3.8.0 Faculty Compensation 3.8.1 Full-time Faculty The College is committed to providing equitable salaries and benefits to all full-time faculty using national II-B Institution annual salary guidelines as reported by the AAUP. 3.8.2 Annual Salary and Benefits Full-time faculty receive an annual salary in compensation for teaching a standard 12/12 (undergraduate faculty) or 9/9 (graduate faculty) load, ongoing professional development, advising, and departmental and College service. Additionally, the College, when possible, will make efforts to follow AAUP guidelines that suggest no more than six course preparations per year. Original annual salaries are determined by the Provost/VPAA, with approval of the President, based on initial faculty rank and prior professional and teaching experience.

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Annual salary adjustments may be provided by the College based on availability of financial resources. Adjustments may include any or all of the following:

across-the-board pay raises related to the costs of living;

equity adjustments within ranks based on AAUP national II-B Institution benchmarks;

increases related to promotion;

compensation to recognize faculty contributions to strategic priorities of the College.

Faculty are required to teach on dates specified by the Academic Calendar for a given semester. Eligible full-time faculty receive as additional compensation the annual benefits package available to all College employees. This package may include medical, vision, dental, and life insurance, short- and long-term disability coverage, sick leave, tuition remission, and a retirement plan (403b defined contribution plan), as well as the right to purchase upgraded policies or additional coverage for family members. (See Section 2.5.2 for a description of College-Funded Plans and Section 2.5.3 for a description of other College Benefits.) In addition to the College-wide Salary and Benefits Committee, which includes faculty representation, the faculty may form its own committee to develop and submit salary and benefit recommendations to the Provost/VPAA. The Provost/VPAA is responsible for forwarding these recommendations to the appropriate College committees and administrators, including the President and the Vice President for Finance and Administration. 3.8.3 Teaching Overload Full-time faculty are eligible to receive additional compensation for some instructional services offered to the College beyond the standard 12/12 load. Instructional services may include faculty/student interactions in which faculty instruct and assess student performance and students receive credit towards graduation (e.g., teach a traditional course, oversee directed study or supervise internship students). Overload teaching does not increase benefit levels. For a traditional course, faculty are compensated on a per credit basis using the College's current pay scale based on course level (i.e., undergraduate courses are paid at the undergraduate course rate). Guidelines and salaries for internship supervision, undergraduate student-faculty research, and directed study are determined by the Office of Academic Affairs. 3.8.4 Additional Duties On a case-by-case basis, faculty may receive compensation or a reduction in teaching load for administrative duties beyond their standard contractual agreement with the College as determined by a matrix to be developed. Examples of additional duties include

service as Chair or Program Coordinator;

service as an advisor beyond normal department expectations (i.e., freshman advisor, study abroad program advisor);

facilitation of undergraduate research;

substantial committee leadership and service;

service as a grant coordinator with substantial grant-related duties.

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3.9.0 Faculty Development 3.9.1 Orientation New full-time faculty members participate in a comprehensive, year-long orientation program implemented by the Office of Academic Affairs. This program begins with a two-day orientation preceding the Fall semester introducing new faculty members to Cabrini College—its heritage and traditions, its faculty and staff, its educational philosophy and practice, and its faculty and student support services. Topics and activities include the following:

the Cabrinian heritage of the College and the history of the Woodcrest estate;

the College’s mission, focusing on community service and social justice;

a community plunge experience with community partners;

meetings with probationary faculty who discuss their own experiences as new faculty members;

discussions with the Provost/VPAA and Dean for Academic Affairs on pedagogical strategies, learning outcomes, and roles and responsibilities for new faculty members;

technology policies and information;

policies and procedures of the Registrar’s Office, Faculty Support Office, and Holy Spirit Library;

meetings with academic support staff with whom they will interact and collaborate, and meetings with members of the President’s Cabinet to gain an overview of the total College organization and functional structure.

After this orientation, new faculty meet as a cohort throughout the Fall and Spring semesters with the Provost/VPAA and/or Dean for Academic Affairs to discuss issues of interest and concern. Topics range from the general education program to faculty evaluation procedures. The Faculty Development Subcommittee also provides guidance during the first year. New faculty members are assigned a faculty mentor as a resource during the first year. The Subcommittee also organizes various workshops and provides documents on subjects of interest to new faculty. Staff from the Office of Human Resources meet with each new faculty member individually to discuss pay schedules, benefits, and policies relevant to all College employees. 3.9.2 Faculty Development Workshops Two major faculty development workshops per academic year and several book discussions are sponsored throughout the year by the Office of Academic Affairs in conjunction with the Faculty Development and Advancement Committee and its subcommittees on topics ranging from pedagogical strategies and the general education program to timely College-wide and strategic planning initiatives. Faculty workshops are also offered throughout the year on an as-needed basis by various faculty and student support offices and through The Southeastern Pennsylvania Consortium for Higher Education (SEPCHE). 3.9.3 Faculty Development Funding Various forms of funding to support attendance at discipline-specific conferences, workshops, and courses or other scholarly endeavors are made available through the Office of Academic Affairs to promote excellence in teaching and professional growth. Examples of such funding include the following:

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Departmental funds available to each full-time faculty member for travel, conference attendance, and professional development;

Supplemental funds obtained by application to the Provost/VPAA. Typically these funds are limited to faculty who are presenting their scholarly/creative works at regional, national, and international conferences/venues or to faculty playing key roles on certain College committees. Applications may be made at any time. Total funds available are dependent on the financial resources available to the Provost/VPAA and are awarded at his/her discretion;

Grants obtained from the Faculty Grants, Initiatives, and Sabbaticals Subcommittee through a competitive application process. A call for applications will be sent out during the fall semester of each academic year, with funds dispersed during the spring semester of that academic year. Grant recipients are expected to present the outcomes of their work at Faculty Forums open to the College community. Total funds are dependent on the financial resources available to the Subcommittee and the number of applicants during the academic year;

Special funds through endowments or local, state, or federal grants received by the College; the Provost/VPAA or his/her designee will be responsible for advertising the availability of such funds to appropriate individuals and selecting awardees/recipients.

3.9.4 Sabbatical Leave The purpose of sabbatical leave is to provide for a faculty member’s professional advancement and his/her professional growth and intellectual enrichment not realistic under the demands of a normal teaching load. This may include execution of meaningful research/creative projects in his/her field or other activities that are mutually beneficial to the faculty member and the College. The College will make every effort to provide a sabbatical leave to eligible faculty as long as the proposed sabbatical activity will benefit both the College and the professional development of the faculty member, but sabbatical leave is not guaranteed. 3.9.4.1 Eligibility Tenured and rolling contract faculty who have successfully completed seven years of full-time teaching or its equivalent at Cabrini College are eligible to apply for sabbatical leaves. A faculty member who has taken sabbatical leave will be eligible to apply for subsequent leaves no earlier than the seventh year of full-time teaching following his/her return from the previous sabbatical leave. (For example, if a faculty member applies for leave by October 2005 and leave is granted during the 2006-2007 academic year, the faculty member may reapply no sooner than October 2013 for subsequent leave during the 2014-2015 academic year.) The total number of sabbatical leaves awarded during any given year shall be determined in accordance with the College’s financial resources, its educational priorities and the availability of replacement personnel for the period affected by the applications. Awarding of sabbaticals is competitive. In certain cases, the College may request that a faculty member delay the sabbatical, normally for one or two years. For example, more than one member of a department may be eligible for sabbatical leave in the same year, or the department may need the services of a particular faculty member (e.g., as Department Chair).

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3.9.4.2 Procedure The faculty member requesting sabbatical leave should submit a sabbatical application (which has been signed and approved by his/her Chair) to the Provost/VPAA for evaluation by the Faculty Grants, Initiatives, and Sabbaticals Subcommittee by October 1 of the academic year preceding the one in which the sabbatical leave is to be taken. The Subcommittee will review all applications and rank them based on three criteria: 1) contribution to the College, 2) contribution of leave activities to the faculty member's professional growth and scholarship, and 3) realistic completion of project. Taking into consideration the applicant's previous number of sabbaticals, the Subcommittee will present its recommendations to the Provost/VPAA by December 1. The Provost/VPAA will submit a final report with his/her recommendations to the President, who will then make the final awards prior to February 1. At the end of the sabbatical leave, an account or report of activities must be given to the Subcommittee with a copy to both the Provost/VPAA and President. It is also expected that a faculty member will teach at the College for at least one year following a sabbatical. Should a faculty member decline to return from a sabbatical or resign from the College before serving for one additional year, the individual may be required to repay the College for all sabbatical salary and other costs incurred by the College in the situation. 3.9.4.3 Salary There are two categories of sabbaticals: 1) half-year sabbaticals, and 2) full-year sabbaticals. The half-year sabbatical may be taken for full salary, while the full-year sabbatical may be taken with half salary distributed over 26 biweekly pay periods. All faculty rights are continued during this leave including full participation in the College benefits and pension plan. The leave is counted towards the faculty member’s years in rank. Total salary compensation for sabbatical employment should not exceed the faculty member's regular salary, but additional compensation directly related to expenses associated with the sabbatical activities (e.g., travel money, housing allowance) is allowed. 3.9.4.4 Grounds For Refusal Taking into consideration the recommendations of the Faculty Grants, Initiatives, and Sabbaticals Subcommittee and the Provost/VPAA, the President may refuse a faculty member’s application for sabbatical. If the application is refused for reasons relating to available financial resources, the faculty member shall be informed as to when he or she may reasonably expect to be allowed a sabbatical. In the event that a sabbatical is rejected for other reasons (e.g., quality of proposed work, faculty's current involvement in key strategic initiatives), the applicant should be informed in writing of the specific reasons the proposal has been rejected. 3.9.4.5 Service to College For the duration of the approved sabbatical, faculty relinquish all committee and subcommittee service responsibilities including chair positions. If a faculty-elected committee chair (College Council, Faculty Assembly, Faculty Development and Advancement Committee, and Academic Planning Committee co-chair) is scheduled for sabbatical, the NAB will prepare nominations and hold an election for this interim position. If an internally-elected subcommittee chair is scheduled for sabbatical, the committee itself will organize the nomination and election of an interim chair from the existing members. If an appointed subcommittee chair is scheduled for sabbatical, the individual responsible for the chair appointment will choose another from those currently serving on the subcommittee. All vacant chair positions must be filled prior to the start of the sabbatical. The time on sabbatical counts toward term of service on elected and nominated committees.

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3.9.5 Professional Leave of Absence Faculty members may request an unpaid leave of absence for reasons that will benefit both their professional development and the College. Reasons include, but are not limited to, serving as a visiting scholar (e.g., Fulbright) or assisting in civic or industrial projects related to the faculty member’s area of expertise. Leaves of absence will not be counted towards years in rank or for tenure/promotion determination and faculty members are not eligible to receive College benefits during the leave period. 3.10.0 Grievance 3.10.1 Faculty Grievance Committee Faculty grievance procedures are the special province of the Faculty Grievance Committee. The Faculty Grievance Committee receives the grievances of faculty about decisions made in other College venues. The Committee evaluates the decision for manifest unfairness and determines whether to convene a Hearing Committee to hear the grievance. A grievance is defined as an allegation by a faculty member or group of faculty members that there has been an alleged breach, misrepresentation or misapplication of College policy as set forth in the Faculty Handbook. Grievances may include, but are not limited to, cases concerning the following:

promotion,

tenure/rolling contracts,

dismissal and suspension,

failure to comply with the Faculty Handbook,

questions concerning the process of annual review,

academic freedom and free speech violations,

sanctions.

Additions, deletions or changes in the grievance procedure require the joint approval of the faculty and administration and take effect upon approval of the Board of Trustees. The Faculty Grievance Committee does not hear cases related to discrimination, harassment, or retaliation. Such issues are referred to the College’s Discrimination and Harassment Resolution Committee. 3.10.2 Faculty Grievance Committee Membership Membership of the Faculty Grievance Committee consists of three faculty who hold tenure or have a rolling contract and an alternate tenured/rolling contract faculty to serve in case of a conflict of interest. Members are elected in September by the Faculty Assembly and serve a two-year term. Membership is staggered so that at least one member possesses a year of service on the Committee. Members may not serve on the PTB and the Faculty Grievance Committee at the same time, and only one member of a department may serve on the Faculty Grievance Committee in any given year. The members of the Committee elect the Chair and the Committee meets as work requires. It is the responsibility of the Committee to receive grievances from any regular full-time status faculty member or group of such faculty. 3.10.3 Process for Filing a Grievance Within thirty (30) business days of an event or after receipt of a notice creating a grievance, the grievant must submit to the Chair of the Faculty Grievance Committee a written request for a

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hearing before the Hearing Committee. The Faculty Grievance Committee will not consider requests received after the above time limit. The written grievance should set forth in detail the rationale for filing the grievance (insofar as possible), the party against whom the grievance is directed, prior informal efforts to settle the grievance, the relief/remedy sought by the grievant, and any other data the grievant deems pertinent. A business day is defined as a Monday through Friday during the time when the College is in regular session. The time period for the receipt of written grievances may be extended by agreement between the Faculty Grievance Committee and the parties to the grievance if a written notice of intent to file a grievance is received by the Chair of the Faculty Grievance Committee within the thirty (30) business day period specified above. Such an extension shall not exceed an additional ten (10) business days. Within ten (10) business days after receipt of the grievance, the Chair will convene the Faculty Grievance Committee. The Chair will provide the Committee with all of the materials supplied by the grievant. The Faculty Grievance Committee will try to resolve the grievance by informal means with no precedent if both parties agree. The Faculty Grievance Committee may hold joint meetings with the parties concerned to clarify issues, collect relevant facts, provide for the exchange of documents and information, and mediate the grievance, if possible. All participants are bound by confidentiality and are subject to discipline and potential liability for defamation if they breach that confidentiality. 3.10.4 The Hearing Committee If no resolution is reached through informal means, the Chair of the Faculty Grievance Committee will constitute a formal grievance Hearing Committee. The Hearing Committee consists of one full-time tenured/rolling contract faculty member chosen by the grievant, one full-time tenured/rolling contract faculty member chosen by the President or Provost and one full-time tenured/rolling contract faculty member not seated on the PTB or the Faculty Grievance Committee and chosen by lot from the available pool. Each side in the hearing will have the right to one preemptory challenge of the member chosen by lot. The Chair of the Hearing Committee must be chosen by and from the members of the Hearing Committee and must be the member selected by lot. The Faculty Grievance Committee must establish the Hearing Committee within twenty (20) business days of the Faculty Grievance Committee’s first meeting on the case. Once constituted, the Hearing Committee must entertain the case before ten (10) business days elapse. If it is the decision of the Faculty Grievance Committee that circumstances warrant a different time schedule, the Faculty Grievance Committee will propose an amended schedule to the Hearing Committee, the grievant, and the appropriate administrator or faculty member(s). The schedule will be finalized at a meeting between the Hearing Committee and both parties to the grievance. 3.10.5 Hearing Committee Process The hearing will be conducted in private. All parties are bound by confidentiality, except that either party may consult with such advisors as may be appropriate to the circumstances. The party consulting an advisor shall inform him or her of the need for confidentiality. Indications of irresponsible discussion outside of the formal hearing may become the basis for allegations that due process has been violated and may subject the violator(s) to discipline and potential liability for defamation. The parties involved will make no public statements about the case during the course of the hearing.

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In the hearing, the grievant shall speak first and be afforded ample time to frame the issue(s), present any relevant testimony or evidence, question appropriate College administrators or faculty member(s), and request appropriate relief. Upon conclusion of the grievant’s presentation, the representative of the College or faculty member(s) shall have the opportunity to present the case of the College or faculty member(s). Immediately following this, the grievant will be granted the opportunity to rebut the presentation of the College administrator or faculty member(s). The administrator or faculty member(s) may then rebut the issues the grievant raised in his/her rebuttal. The chair of the Hearing Committee will be responsible for moderating the proceedings and conducting the hearing in a fair and equitable manner. During the proceedings, both parties will be permitted to have an adviser from within the College community. No outside advisors are permitted for either party. All parties to the grievance will have the right to obtain witnesses and present evidence within reasonable boundaries that the Hearing Committee may impose. The College will cooperate with the Hearing Committee and with the grievant in securing witnesses and making available documentary as well as other evidence requested by either party to the extent permitted by law. All parties will have the right to cross-examine witnesses. When a witness has made a written statement and cannot or will not appear, but the Hearing Committee determines that the interests of justice require admission of that statement, the Committee will identify the witness, disclose the statement, and, if possible, provide for written questioning. The Hearing Committee will grant appropriate continuances to enable either party to investigate evidence or for any other appropriate reason. In all cases except dismissal for cause or suspension, the burden of proof shall be on the grievant. In any case of dismissal for cause or suspension, the burden of proof that cause exists for the action shall be on the College. In dismissal and suspension cases, the College shall satisfy its burden of proof by clear and convincing evidence. The Hearing Committee will not be bound by strict rules of evidence. Every effort will be made to obtain the most reliable evidence. The decision of the Hearing Committee will take the form of findings of fact, conclusions, and recommended disposition of the grievance. The findings of fact, conclusions, and recommended disposition must be based solely on the hearing’s record and pertinent College procedures as set forth in the Faculty Handbook. A majority of the members of the Hearing Committee must concur in the findings of fact, conclusions and recommended disposition. The hearing’s proceedings shall be recorded by the Hearing Committee. In cases of suspension and dismissal, either party may request a copy of the transcript from the Hearing Committee. Within ten (10) business days after the conclusion of the hearing, the Chair of the Hearing Committee shall send copies of the Committee’s report to the grievant, the Chair of the Faculty Grievance Committee, the appropriate College administrator or faculty member(s) and the President. The report should state the recommendation of the Hearing Committee and the reasons for the recommendation. 3.10.6 Timeline/Process for Appeal of the Hearing Committee’s Decision The grievant, within ten (10) business days of the receipt of the report of the Hearing Committee, may file a written appeal to the President. The appeal shall not exceed 25 pages and shall clearly explain the grounds on which the grievant believes that the Hearing Committee erred. The

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President shall review the record and respond within twenty (20) business days as to the final disposition of the grievance within the institution. If the President accepts or rejects the Hearing Committee’s report, the President will state in writing the reasons for doing so to the Faculty Grievance Committee and to all parties within thirty (30) calendar days.

Unless the President is a direct party in the first instance to the grievance, or if the grievance is based on a tenure/rolling contract decision, the President’s decision is final. If the President is a direct party in the first instance to the grievance or if the grievance is based on a tenure/rolling contract decision, the grievant may file an appeal beyond the President within ten (10) business days of the receipt of the President’s decision. The Executive Committee of the Board of Trustees reserves the right in each instance to decide whether a review of the record shall be granted. Final decision of matters involving the grievance is rendered by the Executive Committee of the Board of Trustees within thirty (30) business days of the appeal by the grievant. 3.10.7 Faculty Grievance Committee Procedures in Special Cases Procedures outlined below will be followed by the Faculty Grievance Committee in the following special cases:

a. Termination for alleged financial exigency, enrollment emergency, or an untenured faculty member within the term of the individual contract;

b. Non-reappointment of an untenured faculty member; c. Denial of promotion or tenure/rolling contract.

The grievant may not challenge the validity of a change in the educational program that was previously approved by the College Council (or similar governance body) and the full faculty. A grievant may not challenge the existence of a financial emergency or exigency if such financial condition had previously been acknowledged by the College Council (or similar governance body) and the full faculty. The grievant can allege, however, that the decision to terminate was based on considerations in violation of the faculty member’s academic freedom or that the decision to terminate was based on considerations in violation of the governing policies bearing upon nondiscrimination with respect to race, gender, religion, national origin, marital status, disability or other factors that cannot lawfully form the basis for an employment decision. With regard to (b) and (c) above, the grievant must allege that the College or the committee policies/procedures as set forth in the Faculty Handbook were violated; or the decision in the above matters was based on considerations in violation of the faculty member’s academic freedom; or that the decision in the above matters was based on consideration in violation of governing policies with respect to race, gender, religion, national origin, marital status, disability, or other factors that cannot lawfully form the basis of an employment decision. In such cases, the Faculty Grievance Committee and Hearing Committee shall not substitute their judgment on the non-reappointment, promotion or tenure/rolling contract decision for that of the administrative officer or committee making the decision. It shall deal with process violations and remedies only.

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The filing or pendency of any grievance under the provisions of special cases shall not prevent the College from taking the action complained of subject, however, to the final decision on the grievance. Timelines and procedures for a special case grievance will follow the guidelines for all other grievances. 3.10.8 Responsibilities and Legal Rights for All Parties in All Grievances Failure in any step of this procedure to communicate the decision on the grievance within the specified time limits, or such additional period of time as shall be mutually agreed upon in writing, shall permit the grievant to proceed to the next level of appeal. Failure at any step of this procedure to appeal a grievance to the next level within the specified time limits, or such additional period of time as may be mutually agreed upon in writing, shall be deemed to be acceptance of the decision rendered at that level. If a grievant or the College proceeds directly with a legal action in the court of law, the College will terminate its internal grievance process. However, if the grievance or lawsuit alleges discrimination or harassment, then the grievant shall notify the College promptly after the lawsuit is filed whether or not the grievant wishes to continue the internal grievance process. 3.11.0 Conclusion Cabrini College has a strong commitment to academic integrity and excellence. The faculty and administration of the College support the AAUP statements on academic freedom and professional ethics. The faculty personnel policies contained in this chapter establish a living-learning environment that fosters effective teaching, scholarly research and service to the institution as well as outreach to the community. The purposes of the policies and procedures are to achieve the mission of the College, advance the academic reputation of the institution and enrich the individual intellectual growth of members of the faculty.

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CHAPTER 4 ACADEMIC POLICIES AND PROCEDURES

Academic policies, procedures and regulations apply to the classroom experience and its extensions. Many of these policies and practices are explicitly expressed in one or both of the College Catalogs, which are the official repository of the College’s academic policies, procedures and requirements; the items that are presented in the Catalogs are, therefore, briefly annotated below, and their “titles” are those to be found in the Catalogs. Those items not found in the College Catalogs are presented in their entirety and include the following: Academic Advising, Accommodations for Students with Disabilities, Approval of New Academic Offerings, Class Attendance by Students, Classroom Management, Course Syllabus Policies, Field Trips, FERPA, Library, Ordering Course Materials, Student Assessment, Student Retention, and Use of Campus Space. The information in this chapter is divided into the following sections:

Academic Advising/Rostering

Academic Program

Student Evaluation

The Classroom

Miscellaneous. Many of the items below are centered on student matters; those items that pertain to the faculty primarily are followed by an asterisk. 4.0.0 ACADEMIC ADVISING/ROSTERING

4.0.1 Academic Advising* All full-time faculty share the responsibility for the advising of students in academic and co-curricular matters. Advising has several forms, including but not limited to

advising of first-year students;

advising of students in the major;

advising student clubs;

advising of students in assignments outside the classroom, such as 1. co-op and internships; 2. study abroad;

independent study;

prestigious scholarships. For more information about academic advising, please see Section 3.7.1.3. 4.0.2 Adding a Course After the Free Add/Drop Period Sets forth procedures and limitations for the process. 4.0.3 Cancellation of Courses* Establishes the College’s right to cancel courses; enrolled students are notified by the Registrar when courses are cancelled. Faculty are notified of cancelled courses by the Department Chair.

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4.0.4 Classification of Students Enumerates credit requirements for student progress. 4.0.5 Cooperative Education and Career Services Describes the opportunities provided by the office. 4.0.6 Cross-Registration with Southeastern Pennsylvania Consortium for Higher Education

(SEPCHE) Outlines opportunities available to students. 4.0.7 Departments Lists departments, majors, minors, concentrations, certifications and options. 4.0.8 Enrichment Electives Establishes guidelines for electives and pass/fail status. 4.0.9 Free Add/Drop Period Describes the operation of the process. 4.0.10 Honors Program Describes eligibility, requirements and objectives of the program. 4.0.11 Leave of Absence and Involuntary Leave of Absence Establishes the criteria and steps for voluntary, involuntary absence and withdrawal. 4.0.12 Pass/Fail See Enrichment Electives. 4.0.13 Registration Describes registration procedures. 4.0.14 Resumption of Study Explains how students can return to study at the College. 4.0.15 Transcripts Enumerates procedures and costs for obtaining transcript copies. 4.0.16 Withdrawals See Leave of Absence and Involuntary Leave of Absence. 4.0.17 Withdrawing and Adding a Course After the Free Add/Drop Period Describes the limitations and costs for late dropping and adding of courses.

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4.1.0 ACADEMIC PROGRAM

4.1.1 Academic Offerings Describes the College’s program offerings. 4.1.2 Approval of New Academic Offerings* Academic departments may propose adding new majors, minors, concentrations or courses or modifying or removing existing ones. Proposals for such changes should be written and submitted by the department to the appropriate College committee for approval if approval is required or for the information of the committee if approval is not required. The proposal should include justification for the requested changes, a summary of resources that will be required or saved if the changes are implemented, and the impact the changes will have on the curriculum. 4.1.3 Auditing Sets forth procedures and costs for auditing courses. 4.1.4 Concentrations Enumerates available concentrations. 4.1.5 Conferring of Degrees Establishes the calendar of degree conferral. 4.1.6 General Education Program Describes the program and course offerings in detail. 4.1.7 Course Numbering and Prefix System Outlines the course coding system. 4.1.8 Course Waivers Establishes the waiver process and its impact on academic standing. 4.1.9 Credit Load Describes credit values and requirements. 4.1.10 Declaring a Major/Minor Explains the process, timeline and requirements for declaration. 4.1.11 Degree Requirements Outlines all degree requirements. 4.1.12 Degrees Lists available degree options. 4.1.13 Exploration Courses Lists all exploration courses and their classification. 4.1.14 Graduate and Post-Baccalaureate Courses Describes the available programs.

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4.1.15 Independent Study* Prescribes the requirements and responsibilities of independent study. 4.1.16 Majors See Departments. 4.1.17 Participation in Graduation Ceremonies Sets forth requirements for student participation in graduation ceremonies. 4.1.18 Placement for General Education Program Literacies Outlines the process used for Mathematics and Language placements. 4.1.19 Repeating a Course Explains the requirements and GPA implications of repeating courses. 4.1.20 Requirements for a Degree Establishes minimum degree requirements. 4.1.21 Special Studies Options Describes the Individualized Major, Study Abroad Program, International Students, Internships and Pre-Law Advisory Programs. 4.1.22 Studying at Another College Describes the process for taking courses at another institution.

4.1.23 Summer School Outlines the nature and operation of summer study options. 4.2.0 STUDENT EVALUATION

4.2.1 Academic Grievance Procedure* Outlines the process by which a student can grieve a faculty member’s academic decision. (See also Student Assessment—Final Grade Grievance Policy.) 4.2.2 Academic Honesty* The principal objective of the Cabrini College Policy on Academic Honesty is to encourage a dynamic, open and honest intellectual climate based on the personal and academic integrity of all members. Faculty, students and administrators share responsibility for maintaining this environment of academic honesty and integrity, accepting individual responsibility for all actions, personal and academic. Each member of the community—faculty, students and administrators—is expected to uphold the values identified and described in this policy. Faculty members are responsible for educating students about this policy. The College Catalogs contain the full information on this policy including the following sections:

a. Academic Honesty Board, b. Academic Honesty Violation Definitions, c. Academic Honesty Violation Penalties, d. Academic Honesty Violation Charge, Hearing and Appeal Procedures.

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4.2.3 Academic Progress Sets forth requirements for academic progress for full-time and part-time students. 4.2.4 Academic Warning, Probation and Dismissal* Establishes criteria and procedures for probation and dismissal. 4.2.5 Assessment of Prior Learning Describes the process and limitations of receiving academic credit for prior learning. 4.2.6 Change of Grade Policy* Explains the process for and limitations on changing grades. 4.2.7 General Education Program Requirements/Student Progress Record* Provides a template for tracking student completion of general education program requirements. 4.2.8 Examinations (Student) Describes the semester examination “conflict” process. 4.2.9 Examinations* The College Registrar creates the official final examination schedule which is available at the Web address in Appendix F. In the interest of academic excellence, no faculty members may change the date of an examination without permission of the Department Chair and the Dean for Academic Affairs. Graduate faculty must have the permission of the Program Director and the Dean for Graduate Studies. Exams may not be scheduled on reading days which are put into the calendar to provide study time to prepare for exams. In certain courses, e.g., some honors courses, alternative evaluation procedures may be used. These should be clearly articulated in the course syllabi given to both students and the Office of Academic Affairs at the beginning of each semester. 4.2.10 Grading Standards for Undergraduate Courses* Establishes criteria for grading. 4.2.11 Grading System* Enumerates grades and their mathematical/GPA values. 4.2.12 Pass/Fail* See Enrichment Electives. 4.2.13 Student Assessment* All faculty share the responsibility of completing student assessments throughout the semester on a timely basis to promote the improvement of students in their coursework. This section comprises the related topics of student assessment and grading at Cabrini College. 4.2.13.1 Grading System Please refer to the College Catalogs for the Grading System at Cabrini College. 4.2.13.2 Confidentiality of Grades Faculty should maintain confidentiality of student grades at all times. This would mean refraining from posting grades in a public place (even if identified by something other than a student’s name),

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or sending grades via e-mail. Grades may be posted on CabriniOne through the course WebCT page. Also, please refer to the FERPA section for a discussion of confidentiality of students with regard to their parents or guardians. 4.2.13.3 Change of Grade Policy Please refer to the College Catalogs for the process of changing grades by faculty at Cabrini College. 4.2.13.4 Warning Notices Warning notices should be completed by faculty for any students in danger of receiving a “D” or below in a course. Warning notices are to be completed online (see the website address in Appendix F) no later than the mid-semester point. Once faculty submit a Warning Notice, an e-mail with the relevant evaluation information is sent to the student’s Cabrini e-mail account, and it is placed into a database that advisors can access at their convenience. Faculty are encouraged to return to the website throughout the semester and continue to send Warning Notices to additional students or the same students as the need arises. When logging in as an instructor, all students enrolled in each course will be listed alphabetically by course. Click on the student’s last name to complete the Warning. There is only a comment box so please type brief comments for the student and advisor to see. Clicking “Submit” will send an e-mail to the student and the database will be updated with the completed information. It is not necessary to complete all Warning Notices at one time. Instructors can do some and return to finish others at a later time. Also, instructors can send multiple Warning Notices to a single student. The database will keep track of each time a Warning Notice is submitted. Warning notices and conferences with advisors precede pre-registration for the next semester for full-time students. Students often need to make decisions about dropping courses before the official deadline or to select courses and credit loads for the next semester, while reviewing their experiences of the current semester. Instructors should refer to the Section 3.7.1.3 for further information about this area of faculty responsibility. 4.2.13.5 First-Year Student Evaluations All faculty who teach first-year students are required to complete the first-year evaluations, typically within the first four weeks of the semester. The faculty will submit their evaluations online. Once faculty submit an evaluation, an e-mail with the relevant evaluation information is sent to the first-year student’s Cabrini e-mail account. To complete the First-Year Evaluation, the instructor should proceed to the Web site address listed in Appendix F. When he/she logs in as an instructor, any first-year students enrolled in his/her courses will be listed alphabetically by course. Click on the student’s last name to complete the evaluation (there is a “not applicable” choice for most categories and there is room for comments at the bottom of the form). Clicking “Submit” will send an e-mail to the student and the database will be updated with the completed information. It is not necessary to complete all evaluations at one time. An instructor can return to the Evaluation form to finish at a later time, as long as it is before the indicated cut-off date. 4.2.13.6 Intercollegiate Athlete Evaluations The Athletics Department also will send evaluations to instructors for their student athletes. The instructor is required to complete these evaluations in a timely basis and return them to the Assistant

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Athletic Director at the Dixon Center. This is another early intervention tool that can be utilized to increase our students’ opportunities for success. These evaluation forms are currently completed on a form that is mailed directly to the instructor. 4.2.13.7 Incomplete “I” Grades Please refer to the College Catalogs for the process a faculty member should use to issue an incomplete “I” grade by faculty at Cabrini College. 4.2.13.8 Grade Submission All final grades must be submitted by faculty members through CabriniOne within 48 hours after their course’s final exam. The final submission for each semester is listed on CabriniOne under the Final Grades section, but is typically within 48 hours after the last scheduled final exams. There is typically another earlier deadline for any graduating seniors or Master’s program completers that semester. Please see Appendix G for a detailed description of the procedure for inputting grades. 4.2.13.9 Final Grade Grievance Policy Students have the right to file an academic grievance with the faculty member if they disagree with their final grade. The faculty member should explain to the student the basis of the grade. If the faculty member decides to change the student’s grade, then the faculty member must follow the procedure outlined in the College Catalogs for Change of Grade Policy. If the faculty member does not agree with the student and wants to maintain the original grade, the student can follow up with the Department Chair or Program Director. If an undergraduate student disagrees with the Department Chair’s evaluation of the grade, then the student can see the Dean for Academic Affairs. Graduate students should pursue their grievances with the Dean for Graduate Studies. See the Catalogs under Academic Grievance for more information on this topic. 4.3.0 THE CLASSROOM

4.3.1 Academic Support Services* Describes Academic Counseling, Center for Teaching and Learning, Support Services for Students with Disabilities, and the Graduate Studies Programs. 4.3.2 Accommodations for Students with Disabilities* On occasion, a faculty member may have in class a student with a documented physical, psychological or learning disability. Under federal law and in keeping with the philosophy of the College, the student must be given appropriate accommodations. These are not intended to give the student an advantage over others, but rather to provide equal opportunities for that student to succeed. The standards and requirements for successful completion of the course should not be lowered for such a student. A faculty member shall allow or provide appropriate and reasonable accommodations to students with documented disabilities. Any such accommodations must be approved by and coordinated with the College’s Coordinator of Disability Resource Center (DRC). It is the responsibility of the student to provide the faculty member with documentation from the DRC Coordinator verifying the need for and specifying the type of accommodations needed.

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Prior to requesting accommodations, the student must provide documentation to the DRC Coordinator supporting the claim of a disability. After verifying the claim, the Coordinator will give the student a form to take to his or her professor that specifies the type of accommodation(s) the student requires. 4.3.2.1 Typical Accommodations Typical accommodations include the following:

allowing extra time to take a test (usually 1.5 to 2 times the normal amount of time);

allowing a student to take a test in a distraction-reduced setting (to be arranged in advance by the student with DRC);

allowing a note taker for a student;

excusing spelling errors on in-class writings or allowing a student to use a word processor or spell checker;

allowing a student to have a reader or a tape version of a test (to be provided by DRC);

allowing a student to tape record lectures. 4.3.2.2 Assessment Accommodations If a student is allowed to take a test in a setting provided by DRC, the student must arrange with DRC for such a setting. The faculty member will provide DRC with the test as well as specific instructions and information such as the date and time of the test, what aids a student may use (open book or open notes, a calculator, note card, etc.), how late a student may arrive and still take the test, and instructions for returning the test. These instructions shall be provided on a Testing Accommodation Form (TAF) that must accompany each test (please see Appendix F for the website address). The test and TAF shall be provided to DRC by hand-carrying them to DRC, putting them in an envelope in the secure DRC mailbox in the faculty mailroom, or e-mailing or faxing them to DRC at least one day in advance of the test. Under no conditions should the student be allowed to carry the test to the testing location. The student shall take the test at the same time as the rest of the class unless there are extenuating circumstances. In such a case, an Exam Reschedule Form shall be completed by the student and signed by the instructor. If a student only needs extra time for a test, the instructor may opt to provide that to the student in the classroom or in the faculty member’s office. If the faculty member does not wish to provide this, the student should be allowed to take the test under the supervision of DRC using the procedures described above. A faculty member who gives unannounced quizzes as part of assessment in a course should communicate with the students the policy on the quizzes early in the semester. Suggestions for accommodating students with disabilities without drawing attention to their needs include:

giving the quizzes at the end of class and allowing a student who needs extended time to stay after class to complete the quiz;

allowing the student to take only a portion of the quiz and grading only that portion;

allowing the class to complete the quizzes outside of the classroom and submit them the next day or next class meeting.

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4.3.2.3 Recording Agreement If a student’s disability requires that he or she tape lectures, the faculty member has the right to request a written agreement (Recording Agreement Form) prior to allowing the taping to begin. 4.3.2.4 Timely Notification A student must provide timely notification to a faculty member of a required accommodation. If reasonable advanced notice is not provided by the student to the faculty member, the faculty member is under no obligation to allow the accommodations. The requirement to provide reasonable accommodations commences once the student provides the faculty member with the documentation from DRC. A student should not be allowed to retake tests or assignments that were given prior to the form being received by the faculty member. 4.3.2.5 Confidentiality The faculty member shall treat any information on the special needs of a student with the utmost of confidentiality. The faculty member shall not draw attention to the needs of the student by discussing the needs with the student in an open place or having the student take a test in a public place other than the classroom. 4.3.2.6 Appeals If a faculty member believes a student does not warrant an accommodation or if the faculty member feels it subjects him or her to undue burden, he or she may challenge the request for an adjustment with the Coordinator of DRC. If the faculty member and the Coordinator of DRC are unable to reach an agreement, the matter shall be brought to the faculty member’s Department Chair for resolution. If that effort is not successful, the matter shall be brought to the Dean for Academic Affairs within five days of the attempt of the resolution by the Department Chair. The Dean shall have the final decision in the matter. Until such a time as the matter is resolved, the faculty member must provide the original accommodations to the student. 4.3.2.7 Referrals If a faculty member believes a student has a disability, he or she can refer the student to DRC or can contact the Coordinator of DRC. The faculty member may not ask the student whether he or she has a disability if the student has not divulged that to the instructor. Also, the Coordinator of DRC is not allowed to divulge any information about a student to an instructor without the student’s consent. 4.3.2.8 Syllabus Each course syllabus should include a statement provided by DRC on disability accommodations. If a faculty member has any questions or concerns, he or she should contact the Coordinator of DRC. 4.3.3 Class Attendance by Students* The following procedures elaborate information contained in the College Catalogs. Cabrini students are responsible for class attendance and are expected to know what is required for each course in which they are enrolled from the instructor’s course syllabus. Faculty are strongly encouraged to have an attendance policy. There is often a high correlation between class absence and low achievement. Accurate attendance reporting is solicited throughout the semester.

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4.3.3.1 Short-Term Absences Short-term absences (for one to three classes) for such reasons as illness, funerals, accidents, etc., should be reported directly to the instructor at the phone number or e-mail address supplied in the syllabus. Faculty should address how excused and unexcused absences will be handled for exams and other assignments in their course syllabus. 4.3.3.2 Long -Term Absences Long-term absences (more than three classes) should be reported to the Office of Academic Affairs. Medical or other documentation may be required. The instructor will then be notified regarding the circumstances of the student. 4.3.3.3 Intercollegiate Athletes The Athletics Department strongly encourages student-athletes to attend all of their classes. There are times, however, when the competition schedule of the College’s athletic teams requires student-athletes to miss class in order to participate. On those occasions, faculty members are required to excuse a student-athlete from class without penalty and with the understanding that the student is responsible for making appropriate arrangements to make up any work missed as a result of the absence. Student-athletes are not required to miss class for practice, study halls, film review or weight training, and faculty members should not excuse them for those purposes. Occasionally, faculty members may have reservations about excusing a student-athlete from class earlier in the day than may seem reasonable for a late afternoon game. Typical pre-game preparation (training room requirements, dressing, warm-up periods) requires approximately two hours, and the most distant competitor is approximately a two-hour bus ride from campus. Consequently, a request for release from class four hours prior to the scheduled start time of a competition may not be as unrealistic as it may first appear. Faculty members who wish to verify a student-athlete’s need for an early class release may contact the Assistant Director of Athletics or the Faculty Athletic Representative (FAR) to request confirmation. Prior to the start of their athletic season, students are responsible for reviewing their class schedules, identifying any potential conflicts, recording them on a “Class Release Form,” and submitting them to the Athletics Department. The Assistant Director of Athletics will verify the conflict by signing the form and returning it to the student. The student will then submit the form to his/her faculty member, who must also sign off and retain a copy of the form. If it becomes apparent that student-athletes’ competition schedules require that they miss half or more of the classes for any given course, they should be referred to their academic advisor, the FAR or the Director of Athletics and Recreation for additional review and discussion. The Athletics Department strongly encourages student-athletes to communicate with their academic advisors about their participation on an athletic team, so that the advisor can offer support and recommendations that assist the student in successfully meeting his/her academic obligations. 4.3.3.4 Non-Attendance Forms Instructors should complete the Non-Attendance online form by the third week of class because non-attendance can affect a student’s financial aid and residence status. Please see Appendix F for the web address for the online form. Once the Registrar receives these forms, he/she will send a

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copy to the faculty advisor, the student, and Office of Financial Aid. If students drop classes and their number of credits fall below 12 in a semester, they are in danger of losing residency and financial aid. Advisors should contact their students if they receive one of these forms. 4.3.3.5 Classroom Attendance Recorded It is the instructor’s prerogative to decide on an attendance policy and clearly define it in the course syllabus. However, it is beneficial for faculty to take attendance for each class, as this is required information for first-year evaluations, student-athlete evaluations, warning notices, and the notice of Non-Attendance mentioned in this section and the section on Student Assessment. 4.3.3.6 Class Cancellation If, for reason of illness or personal matters, a faculty member is forced to cancel a scheduled class, he/she is required to do the following:

Call the Registrar’s Office before class time at 610-902-8545.

If there is no answer, call the Faculty Support Office at 610-902-8310 or the Office of Academic Affairs at 610-902-8300.

Indicate the time and location of the class to be cancelled and the reason for the cancellation.

If possible, indicate when the classes or exams will be rescheduled. The Registrar will notify

The Department Chairperson

The Faculty Support Office

The Switchboard

The Office of Academic Affairs. A notice for students will be posted on the classroom door and on the Registrar’s bulletin board in Grace Hall. 4.3.3.7 Schedule conflicts and absences A credit-bearing class may require students to participate in events outside of the designated hours of the course as listed on the master schedule. In these cases, the required hours must be clearly stated in the course syllabus at the beginning of the semester. If this requirement conflicts with a student’s class attendance in another class, priority is given to class attendance in the course as listed on the master course schedule. The student is responsible for notifying the instructors of both classes with a scheduling conflict to work out a solution. Co-curricular programs (non-athletics) may require students to participate in events that may at times conflict with class attendance. Priority is given to class attendance for hours during the regularly scheduled hours on the master schedule and any other attendance requirements that are clearly stated in the course syllabus at the beginning of the semester. Students are responsible to review their semester schedule ahead of time to identify any scheduling conflicts and to notify instructors of these conflicts. Students should determine with their advisors if the conflicts would make the withdrawal from a course or co-curricular activity advisable. If a course requires attendance during a time that is not listed on the master schedule or on the course syllabus and a student already has scheduled a college-sanctioned co-curricular event, priority is given to the co-curricular event.

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4.3.4 Classroom Management* It is the responsibility of each faculty member to conduct classes in a manner that results in effective and efficient student learning. Faculty should develop appropriate procedures that result in classroom routines, discipline and focus that increase the likelihood of students’ successfully achieving course outcomes. A faculty member may dismiss a disruptive student from class. 4.3.5 Course Syllabus Policies* A syllabus must be distributed to students on the first day of each course. The syllabus may be posted on the web or printed and distributed during class. 4.3.5.1 Organization of Syllabus Each syllabus should include the following:

Heading (course number, name, semester, year, and name of instructor);

Instructor office location, office hours, e-mail address, and phone contact information;

Course description based on information contained in Cabrini College Undergraduate or Graduate Catalogs;

Required textbook(s) – including title, author, publisher, and edition. If another edition is acceptable, it must be stated in the syllabus;

Required materials or equipment;

Course outcomes and assessment;

Course requirements;

Evaluation of student performance/grading (Information regarding the number and types of exams and other graded assignments and their approximate dates and percentage or point values relative to the final grade must be included in the syllabus.);

College Policy on Academic Honesty;

Center for Teaching and Learning;

Holy Spirit Library;

College Policy on the Disability Resource Center. 4.3.5.2 Student-Learning Outcomes The Justice Matters – General Education Program Student-Learning Outcomes are to be listed on the syllabus for any undergraduate course which is within the four required divisions of the Justice Matters program. These include courses within the Explorations (Heritage, Individual and Society, Aesthetic Appreciation, and Values), a Seminar (College Success 101), the Engagements with the Common Good (ECG 100, 200 and 300), and the 21st Century Literacies ( Information Literacy, Cross-Cultural/Foreign Language Literacy, Quantitative Literacy, Religious Literacy, and Scientific Literacy). A copy of the Justice Matters – General Education Program Student-Learning Outcomes may be found in Appendix H. 4.3.5.3 Changes to Syllabus Modifications to course policies, examinations, basis for grades or other information provided in the initial syllabus should be distributed to students in a timely manner. These changes are to be given to the student in writing or posted on the web page.

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4.3.5.4 Submission of Syllabus Faculty are required to submit three copies of each course syllabus to the Office of Academic Affairs each semester or equivalent of a semester. Graduate syllabi should be submitted to the Office of Graduate Studies. 4.3.6 Enrollment Verifications Outlines timelines and fees for verification of student enrollment. 4.3.7 Field Trips* Faculty members are welcome to lead field trips as part of a course, a club, or other College-sponsored organization. The purpose of a field trip must be relevant to the mission of the College and/or the purposes of the course, and the faculty member leading the trip must be acting within the scope of his/her employment at the College. 4.3.7.1 Procedures for Faculty-Led, College-Sponsored Field Trips A faculty member planning to lead a field trip as part of a course should complete a Field Trip Request Form, Part A and submit it to the Department Chair for approval prior to the announcement of the trip. Part B of the form must be completed only if requesting departmental funds to cover all or part of the costs of the trip. A copy of the Field Trip Request Form may be found in Appendix I. Prior to the date of the trip, the faculty member should provide the Department Chair with a list of students who will be participating in the field trip. On the day of the trip, emergency communications should be available at all times. A working cell phone is sufficient for this purpose. If the field trip is in a remote location, emergency transportation should be available at all times. Faculty members should complete an Assumption of Risk, Waiver, and Release from Liability form (see Section 4.3.7.2). 4.3.7.2 Waiver of Responsibility All students participating in a field trip must sign an Assumption of Risk, Waiver, and Release from Liability form; the website for this form can be found in Appendix F. Faculty leading the field trip should maintain this copy for a period of no fewer than twelve (12) months following the trip. 4.3.7.3 Use of Personal Vehicles Personal vehicles should not be used to transport students to the field trip location. All transportation should be provided by the College if the event is sponsored by a faculty member. 4.3.7.4 Use of College Vans The Center for Student Engagement and Leadership (Widener Center, ground level) is responsible for scheduling van service. All van requests should be submitted online using the van reservation form located on the Cabrini College web site found in Appendix F. Requests received verbally, via letter or e-mail cannot be processed. The request must be received 72 hours prior to the date needed. The web address for a Driver Permit Application can be found in Appendix F. You will be

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contacted via e-mail about the availability of vans for the date(s) requested. Please see Section 5.15.0 for additional information. 4.3.7.5 Educational Programming Board The Educational Programming Board (EPB) provides a source of funding for programs and events which help fulfill the College-Wide Operational Goals. Grants are available for a maximum amount of $300.00 per faculty member for a maximum of three events per year. Food is funded only when it is an integral part of the educational outcomes of the program (e.g., using food as a way to experience culture diversity when studying different cultures.) Faculty wishing to apply for funds should submit a request form to the EPB in advance of the deadline dates announced each semester. A copy of the request form may be found at the website listed in the appendix of this chapter. Additional information about the EPB may be found in Section 5.7.0. 4.3.8 Ordering Course Materials* Cabrini faculty members are encouraged to order their course materials through the Cabrini College Bookstore. Orders are due by April 15 for the Fall Semester, October 15 for the Spring Semester, and March 15 for Summer courses. These orders can be placed in two ways:

1. Hardcopy forms: Bookstore staff will send hard copies of the Course Material Adoption forms midway through the semester prior to the course. These forms can be returned to the Bookstore through campus mail.

2. Online: Course Material Adoption forms can be filled out and returned at the Web site listed in Appendix F. This Web site can be used to search for text materials within a large database of textbooks being used by other colleges and universities.

The Bookstore asks that faculty fill out adoption forms completely, especially remembering the following:

To make sure all of the information is correct for your classes, including section number and instructor name.

Even if a class does not require a text, to notify the Bookstore so students also can be informed.

To inform the Bookstore if a course pack is being used.

To be sure to clarify copyright before creating a course pack. Faculty also may ask students to order course materials from places other than the Cabrini College Bookstore, but should assume responsibility for instructing students in the ordering process. 4.4.0 MISCELLANEOUS

4.4.1 Academic Honors and Awards Describes academic awards and requirements for degrees with honors. 4.4.2 Academic Review Committee Describes the function of a committee to review requests for exceptions to College policy. See Section 1.1.9.5 for further information.

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4.4.3 Affiliations Reviews special studies affiliate program options. 4.4.4 Certificates Outlines certificate program options. 4.4.5 Family Educational Rights and Privacy Act of 1974 (FERPA)* FERPA legislation protects the privacy of all student educational records. FERPA mandates apply to all academic records which relate directly to a student and which are maintained by an academic institution. When a student reaches the age of 18, or when a student enters post-secondary education (regardless of age), FERPA rights transfer to the student. 4.4.5.1 Student Rights Under FERPA, a student’s primary rights include the following:

The right to view and inspect education records;

The right to request to amend education records;

The right to control disclosure of information from education records—more specifically, the right to limit disclosure of personally identifiable information known as “directory information.”

4.4.5.2 Release of Information The terms of this legislation allow for each institution to release certain information, designated “Directory Information,” to be released without a student’s consent. This is information which is not considered harmful or an invasion of privacy if disclosed. Cabrini College has designated the following information as “Directory Information”:

Name,

Major field of study,

Class level,

Anticipated date of graduation,

Dates of attendance,

Participation in officially-recognized activities,

Degrees and awards received,

Most recently-attended educational institution.

Cabrini College may release records identified as public or directory information for all students currently enrolled without written consent, provided that students have been notified of these categories. Students do retain the right to refuse the disclosure of any and/or all categories of directory information. Disclosures without written consent may be given at any time to the following officials and representatives:

Authorized representatives of government agencies for the purpose of audit and evaluation of federal and state programs (for example, the Secretary of the Department of Education and the Attorney General);

State and local officials;

Veterans’ Administration officials;

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School officials with a legitimate educational interest within the institution the student attends;

Officials of other institutions at which the student plans to enroll. Information which has been designated as “Non-directory Information” may not be released without a student’s consent. This information includes the following:

Social Security Number,

Citizenship,

Gender,

Religious Preference,

GPA,

Grades,

Student campus address,

Student home address,

Student e-mail address,

Telephone number,

Student class schedule.

4.4.5.3 Parental Disclosure The FERPA legislation establishes clear guidelines for disclosing information to parents. Information may be disclosed only if (1) a student’s written consent is obtained on a FERPA waiver form, (2) parents have established a student’s dependency, as defined by the Internal Revenue Service (by submitting an income tax form), or (3) if the College’s drug or alcohol policy has been violated, but only if the student is under the age of 21. Under FERPA, a student’s rights to inspect educational records does not include access to (1) parental financial information, (2) confidential letters and recommendations to which the student has waived the right of inspection, and (3) educational records containing the names of more than one student. The Registrar’s Office maintains records of students’ waiver forms; faculty members should consult the Registrar about a student’s FERPA status each time before speaking to a parent. Further information regarding FERPA rules and regulations is available in the 2001 FERPA Guide published by the American Association of Collegiate Registrars and Admissions Officers. This publication is available in the Office of the Registrar as is information of Cabrini’s practices with regard to FERPA. 4.4.6 Graduation Procedures See Section 4.1.1.7. 4.4.7 Honor Societies Enumerates and describes honor societies open to membership by qualified students.

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4.4.8 Library* The following policies and procedures can be found on the Holy Spirit Library website listed in the appendix of this chapter:

Acquisitions,

Borrowing Privileges,

Circulation,

Collections/Collection Development,

Confidentiality of Library Records,

Copyright Compliance,

Electronic Reserves,

Faculty Services,

Interlibrary Loan,

Photocopying and Printing,

Purchase Requests,

Reserve Desk,

Searching the Cavalog. 4.4.9 Student Retention* Faculty play an important role in both the voluntary and involuntary decisions of students to continue their enrollment at Cabrini College. When students consider themselves valued members of the institution, they are more likely to finish their college education in a timely manner. The frequency and quality of a student’s relationship with course professors and academic advisors are significant factors in the decision of a student to remain at the College. Cabrini faculty members are encouraged to view their role not only as instructors of course material but also as supporters of student body retention. Cabrini College has instituted a formal process for retaining students who are at risk of leaving the College because of poor academic performance. Faculty should pay particular attention to the sections on advising and student assessment; in them the processes of Academic Warning, Probation and Dismissal procedures are described. 4.4.10 Use of Campus Space* Faculty members are able to arrange for use of the following communal campus spaces:

Grace Hall Board Room,

Classrooms,

Grace Hall Academic Affairs Conference Room,

Grace Hall Atrium,

Library Spaces,

Mansion Dining Room/Sun Room,

Mansion Foyer,

Margaret Hamilton Duprey Auditorium in the Antoinette Iadarola Center for Science, Education and Technology,

Widener Center Lecture Hall,

Jazzman’s Café.

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Availability of many of the above spaces can be determined by going to the Web site listed in Appendix F. Any questions about the contents of this chapter—or academic policy matters not addressed in it—should be addressed to the Office of Academic Affairs.

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CHAPTER 5 STUDENT LIFE AND STUDENT DEVELOPMENT POLICIES

At Cabrini College, Academic Affairs and Student Development work collaboratively to provide students with an enriched campus learning environment. Policies, procedures, resources and programs that affect a student’s quality of life outside the classroom often influence the quality of their performance inside the classroom. As a consequence, faculty members who have a working familiarity with those processes enhance their ability to advise, support and refer their students accordingly. 5.0.0 Primary Resources To ensure familiarity with major policies, procedures, programs and resources related to student life at Cabrini College, faculty members are encouraged to review two primary publications of the Division of Student Development, both of which are updated on an annual basis: the Student Handbook and Community Standards for Student Conduct. The annual edition of the Student Handbook is posted online prior to the start of Fall semester classes each August, and can be found at: www.cabrini.edu/handbook. The handbook is not available in hard copy form, but can be printed from the website. The annual edition of Community Standards for Student Conduct is also available prior to the start of Fall semester classes, and is distributed in hard copy form each year to all students. Copies are made available to faculty members through the Faculty Support Office. The publication can also be found online at: www.cabrini.edu/handbook. 5.0.1 Alcohol Policies 5.0.1.1 Student Use Consistent with state law, the College prohibits students who are under the age of 21 from possessing, consuming or being in the presence of alcoholic beverages while on-campus. Students who are of age are permitted to possess moderate amounts of alcohol for their own personal consumption. Student consumption of alcohol or possession of open containers of alcohol in public areas of the campus (hallways, lounges, buildings, on the College grounds) is not permitted. Beer kegs, beer balls and any similar type of common source containers are not permitted. Programmatic exceptions may be authorized by the Vice President for Student Development. 5.0.1.2 College Programs Alcohol is generally not served at College programs where the majority of those expected to attend will be under the age of 21. At Cabrini, the vast majority of juniors and many first semester seniors have yet to reach the legal drinking age. Responsibility is assumed by the sponsoring department for managing the distribution and consumption of alcohol at College-sponsored events. 5.0.1.3 Faculty-Sponsored Programs Individual faculty members interested in planning on- or off-campus events for students that include the use of alcohol should contact the Office of Student Development to discuss the proposed program prior to implementation. Faculty members programming off-campus activities involving the use of alcohol are subject to the laws of the state in which the event is being held.

http://www.cabrini.edu/handbook

http://www.cabrini.edu/handbook

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5.0.1.4 Faculty Chaperones at Student Events Faculty members may be asked to serve as a chaperone for student events when a) they are the designated advisor for a student organization that is programming an event (e.g., an on-campus dance) and/or b) a student organization is sponsoring a large event that requires the presence of several volunteer chaperones (e.g., the annual Student Government off-campus formal). Generally, the role of the chaperone is to provide oversight for the event, serve as an on-site resource for the student sponsors if required, and ensure that participant behavior is in keeping with the College’s Community Standards and policies. Faculty advisors and those who are approached by students asking for their assistance as event chaperones should contact the Director of Student Engagement and Leadership to review the roles and responsibilities of chaperones in greater detail. 5.1.0 Athletics 5.1.0.1 Philosophy Cabrini’s men’s and women’s athletic teams compete at the NCAA Division III level and are members of the Eastern Colleges Athletic Conference (ECAC) and the Pennsylvania Athletic Conference (PAC). Colleges and universities in Division III place highest priority on the overall quality of the educational experience and on the successful completion of a student-athlete’s academic program. They seek to establish and maintain an environment in which a student-athlete's athletic activities are conducted as an integral part of his/her educational experience. Division III colleges also seek to establish and maintain an environment that values cultural diversity and gender equity among their student-athletes and athletic staff. 5.1.0.2 Release from Class The College’s policies regarding student absences to participate in athletics are outlined in Section 4.3.3.3. 5.1.0.3 Faculty Athletic Representative The NCAA requires each member institution to appoint a Faculty Athletic Representative (FAR). The role of the FAR is to provide oversight and advice in the administration of the College’s athletic program, and to ensure its commitment to academic integrity and the welfare of student-athletes. The FAR for Cabrini College is Dr. David Dunbar, Associate Professor, Biology, Iadarola Center, Room 220, 610-902-8770, [email protected]. Faculty members should consult Dr. Dunbar about academic issues affecting student-athletes. 5.2.0 Campus Safety and Security Officers from the Department of Public Safety are available to provide assistance 24 hours a day and seven days of the week. The Department conducts foot and/or vehicular patrols of campus buildings and grounds, and assists with monitoring access to designated student residence halls. Public Safety staff are trained and annually updated in the areas of cardiopulmonary resuscitation (CPR), first aid, use of the Automated External Defibrillator (AED), conflict and crisis resolution, patrol procedures and fire safety. The Department is also responsible for managing and enforcing the College’s parking program and policies, and coordinating the campus identification card system. In case of emergency, faculty members should call for officer assistance at 610-902-8245, or use one of the blue emergency call boxes located throughout the campus. When calling, please speak clearly; provide your name, location and any other essential information. Officers will respond immediately to assist you.

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Individuals concerned about traveling from one area of the campus to another at night may call Public Safety and request an escort. 5.2.0.1 Crime Reporting Faculty responsibilities for crime reporting as required under the “Cleary Act” are outlined in Section 2.9.6. 5.3.0 Commencement The planning and staging of the College’s annual Commencement ceremony is the cross-functional responsibility of a wide variety of campus departments, coordinated by the Office of Student Development. Commencement Mass, traditionally held on the evening prior to Commencement, is coordinated by Campus Ministry. A review of faculty roles and responsibilities as they relate to Commencement can be found in Section 3.7.1.4.2. 5.4.0 Community Standards for Student Conduct The College’s Standards for Student Conduct represent both the rights and responsibilities of members of the Cabrini community and make it possible for a diverse group of individuals to live, interact and learn together in ways that promote an “Education of the Heart.” The disciplinary process for students who violate the standards is educational and intended to encourage individual responsibility and respect for the rights of others. Following are the standards and examples of unacceptable behavior associated with each: 5.4.0.1 Treat Every Person in this Community with Respect: Discrimination, bias-related behavior, hazing, physical harm, psychological harm, retaliation, sexual assault and sexual harassment. 5.4.0.2 Uphold a High Level of Honesty and Integrity: Theft, attempted theft, dishonesty, improper or false identification, misuse of parking privileges, violations of dining and housing contracts, academic dishonesty, and misuse of electronic communication. 5.4.0.3 Promote the Peace, Health and Safety of the Community: Violation of the alcohol and drug policies, disorderly and/or indecent conduct, dangerous practices, and non-compliance with fire safety policies. 5.4.0.4 Demonstrate Respect for Property: Destruction of property, unauthorized usage of property and facilities. 5.4.0.5 Comply with College Policies: Failure to comply, abuse of the judicial system, interference with College operations. Faculty members may file written reports of alleged violations of community standards with the Dean of Students, who serves as the College’s Chief Judicial Officer, or his/her designee. Alleged instances of academic dishonesty should be addressed as outlined in Section 4.2.2 and the College Catalogs. Students alleged to have violated community standards have specific procedural rights, which form the basis of the College’s disciplinary process. Detailed information about student rights and the

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judicial process can be found in the publication, Community Standards for Student Conduct, available on the College’s Web site or in hard copy through the Faculty Support Office. 5.5.0 Counseling Services Counseling Services (Founder’s Hall, Room 95, 610-902-8561) provides students with individual and group counseling, crisis intervention and programs for personal growth and enrichment. The office also provides consultation to faculty and staff on student and student-life problems. All services are free of charge. Faculty members may find themselves in a position to observe and recognize changes which signal distress in students. Many students initially seek assistance from faculty members, or a faculty member may become concerned with behaviors he/she has observed in a student. 5.5.0.1 Referrals A referral to Counseling Services is appropriate any time that the faculty member thinks a student might benefit from professional assistance and the faculty member:

• feels that a student’s problem is more serious than he/she feels comfortable or capable of dealing with;

• has attempted to resolve his/her concerns with a student without success; • has been approached by a student asking for information or assistance about getting help.

Faculty members who are concerned about a student, but unsure about the process for or appropriateness of a referral to Counseling Services, are invited to contact the office and speak with one of the counselors. 5.5.0.2 Emergency Assistance: A faculty member who requires immediate help to resolve a student's emotional or psychological crisis during normal working hours should contact Counseling Services at 610-902-8561 and indicate that there is an emergency situation. A counselor will respond immediately, consult with the faculty member and determine what course of action is required. Assessment, triage, de-escalation of the crisis, treatment, consultation and referrals may be provided for the student. If there is an emergency after-hours, faculty members should contact Public Safety at 610-902-8245. The officers who arrive will respond to any immediate health and/or safety issues, and then contact the Student Development professional on-call to mobilize appropriate assistance for the student in crisis. 5.5.0.3 Confidentiality: It is important for faculty members to understand that counseling is confidential in nature and the information regarding counseling sessions cannot be released without a student’s prior written permission. Counseling Services is mandated by law to maintain confidentiality about a client’s visit to the office, as well as the content of the session. The only exceptions to the confidentiality laws are when there is a clear and present danger of harm to one’s self or others; there is imminent danger that someone’s life is at risk; there is concern regarding child abuse; there is a court order to release information; or, the client has waived confidentiality. Faculty members interested in following-up on a referral to Counseling Services should speak directly with the student whom they referred. Alternately, if a student is willing to sign a release form, the counselor will be happy to discuss her recommendations with you.

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5.6.0 Disabilities – Policies, Accommodations and Resources Please see Section 4.3.2 for complete information on policies and resources related to students with disabilities. 5.6.0.1 Diversity Support Program Cabrini College’s commitment to diversity is grounded in our identity as a Catholic and Cabrinian institution and is inherent in our community’s core value of “respect.” Applicable institutional policies include those pertaining to sexual harassment, discrimination and bias-related behavior (see Section 2.2.0). The Diversity Support Program is a collaborative effort of faculty, staff and administrators to provide support and affirmation for all students and to build a community in which all members are respected and valued. Faculty who become aware of students who feel that they have been treated in an intolerant, biased or discriminatory manner should refer them to the Vice President for Student Development or encourage them to report their experience using the Diversity Support e-mail address ([email protected] ) or hot-line phone number (610-902-8762) so that a member of the team can respond. 5.7.0 Educational Programming Board The Educational Programming Board (EPB), co-sponsored by Academic Affairs and Student Development, exists to provide financial assistance to faculty members interested in sponsoring co-curricular educational programs for one or more designated classes, or for the student body in general. The Board is comprised of faculty, administrators and student leaders. The EPB solicits and evaluates program funding proposals twice each semester. Funding request forms are available at https://app1.cabrini.edu/epb/logon.aspx?ReturnUrl=%2fepb%2fdefault.aspx (marked for deletion). The maximum funding that can be requested is $300 per faculty member for any one program, and funding is limited to three times per academic year. The EPB considers requests on a first-come, first-served basis until the funding available for a given semester has been completely allocated. 5.8.0 Academic Field Trips/Off-Campus Travel with Students Please see Section 4.3.7 for policies and procedures related to off-campus travel with students. Information about the reservation and use of College vans for off-campus travel can be found in this section under the heading, “Vans – Reservation and Use.” 5.9.0 Health Services – Excused Absences Health Services does not issue written excuses for students to cover class absences, missed examinations, or failure to complete assignments as a consequence of illness. Rather, students who miss class due to illness are encouraged to contact their faculty member(s) to inform them of the reasons for their absence. If requested by a student, Health Services will verify that the individual presented to the department for service. The department also will notify the Office of Academic Affairs if a student has an extended illness or requires hospitalization. 5.10.0 On-Campus Housing The College’s approach to the allocation of on-campus housing is often a topic of discussion among current and prospective students, and frequently faculty members are approached with questions

https://app1.cabrini.edu/epb/logon.aspx?ReturnUrl=%2fepb%2fdefault.aspx

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and concerns about housing policies and procedures. Faculty are encouraged to refer students with housing concerns to the Office of Residence Life (second floor, Widener Center, 610-902-8410). Familiarity with the College’s housing policy can, however, assist faculty members in addressing the most basic housing questions that students may have. Cabrini College provides students with on-campus housing on a space-available basis and does not guarantee that housing will be available for all class years. Priority is given to rising sophomores and juniors already residing on-campus and incoming freshmen who are admitted as residents. Housing is offered to rising seniors on a space-available basis and distributed via a random lottery process. Students eligible to receive on-campus housing must be no more than 22 years of age at the start of the Fall semester and enrolled on a full-time basis (minimum of 12 credits). Requests for exceptions are considered on a case-by-case basis. Typically, if a resident student drops below 12 credits as a consequence of having withdrawn from a class after the start of the semester, she/he will be permitted to remain in residence. Faculty members are encouraged to refer students in that situation to Residence Life. Students who leave campus housing voluntarily become ineligible to participate in the housing selection process for the subsequent academic year and may only return to the halls on a space- available basis. Housing in the Cabrini Apartment Complex (CAC) is limited to upperclassmen in good disciplinary standing at the time of the annual housing assignment process. In distributing assignments to the CAC, priority will be given to upperclassmen that have not yet had the opportunity to reside there. The Office of Residence Life maintains a resource list of local area property rentals for use by students who are interested in finding off-campus accommodations. The list can be found on the department’s website under “Off-Campus Housing” at: http://www.cabrini.edu/Student-Life/Commuting-to-Campus/Off-Campus-Housing/. 5.11.0 Posting Flyers, Notices, Banners and Advertisements The Center for Student Engagement and Leadership is responsible for administering the College’s policy and approval process for posting material in public areas of the campus. Faculty members interested in posting material in areas designated for that purpose should review the policy, available in the Student Handbook (page 53) at http://cabrini.edu/Policies, click on Posting Policies. 5.12.0 Student Activities Working in collaboration with faculty, staff, and students, the Center for Student Engagement and Leadership offers a wide array of educational, cultural and social programs that foster student learning, development, and growth. The department is responsible for overseeing student organizations, facilitating student leadership development, coordinating a variety of large-scale campus programs (e.g., New Student Orientation, Homecoming and Family Weekend), and advising the Commuter Student Program, the Student Government Association (SGA) and the Campus Activities and Programming Board (CAP). The department also works with Academic Affairs to co-sponsor the Educational Programming Board, a source of funding for faculty members interested in organizing and sponsoring co-curricular programs for their students. Additional information about the Educational Programming Board can be found in Section 5.7.0.

http://www.cabrini.edu/Student-Life/Commuting-to-Campus/Off-Campus-Housing/


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5.13.0 Student Organizations Cabrini College supports a wide variety of academic, social and cultural student organizations, which are required to register with Student Activities on an annual basis in order to maintain their recognition status and to qualify for funding. College recognition ensures that the purpose of a student organization is appropriate to the mission and educational objectives of the institution. Only those groups in compliance with the annual registration requirement are permitted to do the following: use the Cabrini College name; reserve campus space for meetings and programs; solicit members from among the Cabrini community; request funding through the Student Government Association; and use College's services, equipment and resources. Students are encouraged to join or create student organizations during any point in the academic year. Funding opportunities through the Student Government Association are, however, available to those organizations created and approved prior to the annual registration deadline(s). A list of student organizations currently recognized by the College can be found online at: http://www.cabrini.edu/Student-Life/Leadership-and-Service/Student-Engagement-and-Leadership/Forms.aspx. 5.13.0.1 Student Organization Fundraising Student organizations must obtain the Center for Student Engagement and Leadership’s approval to engage in fundraising activities, which include the sale of products, the solicitation of money or contributions, the collection of dues or donations, the charging of admission, or any other means of collecting revenue. Groups seeking approval for fundraising activities must complete a “Fundraiser Registration” form and submit it to the Center for Student Engagement and Leadership a minimum of five working days before the fundraising activity is scheduled to begin. All fundraising events to be conducted in the Residence Halls must receive further approval from the Director of Residence Life. Approval to raise funds will be limited to student organizations that are officially registered with and recognized by the College; do not serve or support partisan political purposes or activities; and are open to all individuals and non-discriminatory in nature. Approval will not be given for fundraising activities that are intended to improve the personal financial status of any person or group of persons involved in the sponsorship of the activity or that involves products or services that conflict with the religious and/or educational values of the College. Publicity for fundraising activities should include the name of the sponsoring organization, the name of the individual or organization benefiting from the event(s) and the intended use of the funds to be collected. Fundraising accounts should be established through the College’s Business Office. Proceeds should be deposited into the account at the earliest possible opportunity. Delayed deposits may be kept for one night in the safe in the Center for Student Engagement and Leadership if received during normal business hours. The officers of the organization or the advisor are then responsible for retrieving the funds and depositing them with the Business Office on the next business day. Please note that funds should not be carried or stored in unsecured locations. 5.14.0 Student Records

http://www.cabrini.edu/Student-Life/Leadership-and-Service/Student-Engagement-and-Leadership/Forms.aspx


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The Family Educational Rights and Privacy Act of 1974, also known as the Buckley Amendment, protects the privacy of student records. The Act provides for a student’s right to inspect and review education records, the right to seek to amend those records and the right to limit disclosure of information from the records. Please see Section 4.4.5 for more complete information about faculty obligations under FERPA. 5.15.0 Vans – Reservation and Use Cabrini College owns one 15-passenger and two 12-passenger vans for use by faculty, staff and students for off-campus travel. Reservations are coordinated through the Coordinator of Campus Scheduling (610-902-8290). Policies and procedures related to the reservation and use of College vans can be found at http://cabrini.edu/Policies under Vehicle Usage and Scheduling Policy link. Faculty members interested in learning more about student life programs, policies and resources are welcome to contact the Office of Student Development, second floor, Widener Center, 610-902-8416. 5.16.0 Web References: Campus Crime Statistics http://www.cabrini.edu/About/Leadership-and-Administration/Administrative-Offices-and-Departments/Public-Safety/Reporting-Crime-and-Crime-Statistics.aspx Campus Posting Policy http://www.cabrini.edu/Student-Life/Leadership-and-Service/Student-Engagement-and-Leadership/Forms.aspx, click on Get Campus Flyers Approved Community Standards for Student Conduct http://www.cabrini.edu/Student-Life/Student-Resources-and-Services/Student-Handbook-and-Code-of-Conduct.aspx . Educational Programming Board Fund Request https://app1.cabrini.edu/epb/logon.aspx?ReturnUrl=%2fepb%2fdefault.aspx.. Student Handbook http://www.cabrini.edu/Student-Life/Student-Resources-and-Services/Student-Handbook-and-Code-of-Conduct.aspx . Student Organizations http://www.cabrini.edu/Student-Life/Leadership-and-Service/Student-Engagement-and-Leadership/Clubs-and-Student-Organizations.aspx Off-Campus Housing for Students http://www.cabrini.edu/Student-Life/Commuting-to-Campus/Off-Campus-Housing/. Vans – Reservation & Use Policy & Procedures http://ems.cabrini.edu/

http://cabrini.edu/Policies





http://www.cabrini.edu/Student-Life/Student-Resources-and-Services/Student-Handbook-and-Code-of-Conduct.aspx


https://app1.cabrini.edu/epb/logon.aspx?ReturnUrl=%2fepb%2fdefault.aspx



http://www.cabrini.edu/Student-Life/Leadership-and-Service/Student-Engagement-and-Leadership/Clubs-and-Student-Organizations.aspx

http://www.cabrini.edu/Student-Life/Leadership-and-Service/Student-Engagement-and-Leadership/Clubs-and-Student-Organizations.aspx


http://ems.cabrini.edu/