SECTION II - POLICIES & PROCEDURES
All Faculty Policies and Procedures
Academic freedom is essential to the educational goals of Rollins College. "Academic freedom" refers to the policy of maintaining conditions of free inquiry, thought and discussion for every member of the faculty in professional activities of research, teaching, public speaking, and publication. These conditions are regarded as necessary rights accruing to appointment on the faculty. Faculty members have the correlative obligation to speak and write with accuracy, with due respect for the opinions of others and with proper care to specify that they speak on the authority of their own work and reputation, not as special pleaders for any social group, external agency, or as purporting to represent Rollins.
The faculty collectively may regulate such freedom, within the spirit of the 1940 Statement of Principles and Interpretive Comments, "Academic Freedom and Tenure," endorsed by the AAUP.
Freedom of Expression
1. Classroom Expression
2. Campus Expression
B. Students, campus groups, and campus organizations may invite and hear any persons of their own choosing subject only to requirements for use of institutional facilities and funds.
3. Protest
4. Confidentiality of Student Records
One of the provisions of the law allows institutions to release "directory information" as a matter of course, providing students have a reasonable time to ask that information be released only with the student's prior consent. Rollins publishes a student-faculty directory that includes names, campus and home addresses, and telephone numbers. Such a directory, when complete and accurate, is invaluable to students, teachers, and administrators.
Rollins College considers the following to be directory information: name, class, campus address, parents' names and address, telephone listing, date and place of birth, major field of study, participation in the officially recognized sports, weight and height of members of athletic teams, dates of attendance, degrees, awards and honors achieved in the curricular and extracurricular life of the college, the most recent previous educational institution attended by the student, and individually identifiable photographs of the student solicited by or maintained directly by Rollins as part of the educational records.
Unless students have requested in writing to withhold any or all such directory information, the college may release it. Requests to withhold such information must be made annually prior to September 1.
The law also makes the educational record available to parents or guardians when the student is claimed as a dependent with the Internal Revenue Service. The college assumes all of its students are so claimed unless evidence to the contrary is submitted to the Dean of Student Affairs in the undergraduate day program, or the appropriate Dean in all other programs. Records are available to either parent or guardian of dependent students unless the college has been provided with evidence that there is a court order, state statute or legally binding document relating to such matters as divorce, separation, or custody that specifically revokes these rights.
As an educational institution, Rollins College strives to maintain for its students an environment of safety, trust, and mutual respect. As part of its ongoing efforts to maintain a safe learning, living, working and social environment, Rollins prohibits and will not tolerate discrimination, harassment or any mistreatment of students, faculty or staff.
While Rollins recognizes that "consensual" amorous or romantic relationships between faculty members and students do not constitute sexual harassment, it also recognizes that such relationships may end unhappily or become conflicted and result in charges of sexual harassment, or even physical or psychological abuse. In such cases, the college has a legal duty to respond to and investigate these charges in the same manner as charges arising in any other context.
Further, some courts reviewing such claims have held that faculty and student relations are inherently unequal because faculty members have, or are perceived to have, authority or control over students. Thus, in relationships that are inherently unequal, the existence of consent may not insulate an individual or the College from liability if charges of sexual harassment are filed.
Accordingly, all faculty are discouraged from engaging in romantic or amorous relationships with students and are expressly prohibited from engaging in such relationships in circumstances in which they exercise power or influence over a student. Faculty who violate this policy will be subject to the disciplinary procedures of the institution, including possible termination.
Regulations published by the Department of Education require that grantee institutions develop and promulgate a definitive "conflict of interest" policy. These regulations read as follows:
C. Conflict of Interest: A conflict of interest exists when any individual covered by this policy has a relationship or engages in an activity which impairs or adversely influences his or her judgement with respect to policy promoting the best interests of the college and the public good, or which impairs or adversely influences the performance of his or her duties to the college.
A conflict of interest exists when a person benefits financially, either directly or indirectly, from his or her employment or appointment by Rollins College save and except for compensation and financial benefits paid or granted by the college.
D. Disclosure: In any case where a conflict of interest exists, or may exist, or the appearance of a conflict of interest may exist, it shall be the duty of the person covered by this policy to disclose his or her interest, including any interest in the organization or entity which may benefit from the person's association with Rollins and including any such beneficial interest a member of the person's immediate family may have because of the person's association with Rollins College.
Persons who perceive the existence of a conflict of interest shall not endeavor to resolve the conflict or determine that the external benefits will not adversely affect Rollins College; but shall make a full disclosure of the facts, circumstances, relationships and transactions as follows:
2. Officers shall report to the President
3. Faculty members shall report to the vice president for academic affairs
4. Other employees shall report to their immediate supervisors who shall keep the appropriate officers of the college currently informed.
Faculty and Rollins personnel working with faculty should be familiar with restrictions on use and reproduction of copyrighted materials. Faculty are expected to adhere to their best understanding of the current U.S. copyright law. Copyright protection extends to literary work, musical works (including lyrics), dramatic works, choreographed works, pictorial and graphic works, sculptures, motion pictures and other audio visual works, sound recordings, and software. Legal limits to "fair use" of these materials are not always clear, but non-profit institutions are no longer exempt from copyright law provisions. Faculty reproducing copyrighted materials for classroom use should obtain permission of copyright holder or, if this is not feasible, consult with their department head and dean/director. Faculty and administrators are reminded that a copy of commercial software is licensed to one PC only.
In order to assist faculty with the preparation of copyrighted course materials, the copy Center has entered into an agreement with a national reprographics company which has extensive experience working with university publications. This company has an established division solely dedicated to acquiring copyright permission for clients around the country.
Available immediately, to apply for copyright permission, professors simply need to bring the copyrighted materials to be duplicated to the Rollins College Publishing Center (or call extension 2332). The Publishing Center will take over from there, including securing the publisher's copyright permission for the number of copies needed, duplicating the materials in the correct number for the class, and transporting the finished materials to the bookstore for sale to the students. The cost of the copyright royalties will be included in the sale price of the materials.
As the granting of copyright permission can take from less than a day to several weeks, please try to bring copyrighted materials to the Copy Center as far in advance of a due date as you can.
DISABILITY POLICY UNDER THE REHABILITATION ACT OF 1973 AND THE AMERICANS WITH DISABILITIES ACT OF 1990
Rollins College is committed to equal access and does not discriminate unlawfully against persons with disabilities in its policies, procedures, programs, or employment processes. The College recognizes its obligations under the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 to provide an environment that does not discriminate against persons with disabilities.
A disability is defined as: a physical or mental impairment which substantially limits one or more major life activities such as caring for one’s self, performing manual tasks, walking, seeing hearing, speaking, breathing, learning, or working. Individuals with a history of such an impairment or who are regarded as having such an impairment are covered under these procedures.
Rollins College will make reasonable accommodations for any individual with a documented disability on a case-by-case basis.
Members of the college community who believe that they require an accommodation must provide either the Coordinator of Diversity Programs (if they are a student) or the Director of Human Resources (if they are a faculty/staff member) in writing with the following information:
2. they must identify the nature of the accommodation desired,
3. they must provide adequate medical or other appropriate documentation of the disability and the desired accommodation. Such documentation must be less than three years old.
If students or faculty members are dissatisfied with the accommodation offered they may appeal to the Provost or designee. Members of the staff may appeal to the appropriate Vice-President. No accommodations will be made for any member of the college community who has not completed the process outlined above.
A. Appointments
Normal minimal requirements for the position are the achievement of the rank of full professor and demonstrated professional activity. Holders of endowed chairs should be distinguished for their outstanding scholarship and teaching excellence.
Endowed Chairs 2001 - 2002
Theodore Bruce and Barbara Lawrence Alfond Chair of English
Established in 1994 by Ted ‘68 and Barbara Lawrence Alfond ‘68 to honor a distinguished professor of English, enhancing the reputation of both the department and the College and enriching the educational experience of its students.
Irving Bacheller Chair of Creative Writing
Established in 1940 through the efforts of former Rollins trustee Joshua Coffin Chase, who spearheaded a campaign to endow this faculty chair in honor of Dr. Bacheller’s contributions to literature and education.
Bank of America Chair of Finance
Established in 1993 by Barnett Bank, the predecessor to NationsBank, which was subsequently acquired by Bank of America. The first faculty chair at the Roy E. Crummer Graduate School of Business to be endowed by a corporation, it was created to recognize an eminent scholar in finance with a distinguished record of teaching, scholarship, and community involvement.
Archibald Granville Bush Chair of Mathematics and Computer Science
Established in 1966 by Mrs. Archibald Granville (Edyth) Bush "to bring distinguished mathematicians to Rollins to teach, research, lecture, and assist in the development of the Bush Science Center program."
Archibald Granville Bush Chair of Natural Science
Established in 1969 by The Bush Foundation to recognize outstanding faculty members of the natural sciences and to develop the calibre of faculty necessary "to assist the Bush Science Center in becoming one of finest in the state of Florida."
George D. and Harriet W. Cornell Scholars in Classical Studies
Established in 1985 through a gift from George D. ‘35 ‘85H and Harriet W. ‘35HAL ‘90H Cornell and a challenge grant by the National Endowment for the Humanities to serve as the cornerstone of Rollins’ Classical Studies Program. This endowment provides for the recruitment of distinguished scholars, who will promote the understanding of and appreciation for classical civilization and thought, enabling the College to enhance the interdisciplinary character of the program and its quality and visibility in the coming years.
Kenneth Curry Chair of Literature
Established by Dr. Kenneth Curry ‘32, an emeritus professor of English at the University of Tennessee and author of many books and articles on English literature of the Romantic period, to recognize outstanding faculty members in the field of literature. The first chairholder was named in 1999.
Ronald G. and N. Jayne Gelbman Chair of International Business
Established in 2001 by alumnus and trustee Ronald Gelbman and an anonymous donor to recognize an outstanding educator who has made significant contributions in teaching global business from the liberal arts perspective.
Raymond W. Greene Chair of Health and Physical Education
Established in 1967 by Raymond W. ‘23 and Wilhelmina ("Billie") ‘27 Greene to recognize a distinguished faculty member in the field of health and physical education. A charter member of the Rollins College Sports Hall of Fame and former Rollins trustee, Mr. Greene stipulated that the chairholder should encourage reverence for the "amazing creation of the human body and its functions."
Charles Harwood Chair of Operations
Established in 1987 through a gift from the Estate of Charles J. Harwood Jr. ‘44 to attract a distinguished scholar to the Roy E. Crummer Graduate School of Business. Mr. Harwood was a research economist who was particularly interested in classical economics and the free enterprise system.
William R. Kenan, Jr. Chair
Established in 1967 by the William R. Kenan, Jr. Charitable Trust to recognize an outstanding faculty member "whose enthusiasm for learning, commitment to teaching, and interest in students will make a notable contribution to the College’s undergraduate community."
Hugh F. and Jeannette G. McKean Chair
Established in 1997 by the Elizabeth Morse Genius Foundation to honor former Rollins president Dr. Hugh F. McKean ‘30 ‘72H and his wife Jeannette Genius McKean ‘62H "as a tribute to the enduring legacy of their intellectual curiosity, love of learning, and their enthusiasm for the College, its students, and faculty." Mrs. McKean established the Genius Foundation in 1959 in memory of her mother, who was the daughter of one of Winter Park’s founders and greatest benefactors, Charles Hosmer Morse.
Sorenson Family Chair of Expressive Arts
Established in 1999 by Mr. and Mrs. Richard Sorenson to recognize a distinguished professor in theatre, music, or art, building the reputation of the expressive arts at Rollins College.
Steinmetz Chair of Management
Established in 1999 by Mr. and Mrs. Charles Steinmetz, this faculty chair will enable the Roy E. Crummer Graduate School of Business to recruit a nationally recognized scholar to lead the School’s newly established programs in healthcare management.
Winifred M. Warden Chair of Theatre Arts and Dance
Established in 2000 by Winifred ("Wynee") Martin Warden ‘45 through a gift from the Bert W. Martin Foundation to recognize a distinguished professor of theatre arts and dance. The Annie Russell Theatre is Florida’s first educational theatre and home to one of the most prestigious theatre arts programs in the United States.
Weddell Chair of History of the Americas
Funded by Ambassador and Mrs. Alexander W. Weddell, the chair was established by the Rollins College Board of Trustees in 1948 as a memorial to Ambassador and Mrs. Weddell "in grateful appreciation of their interest and help and in honor of their distinguished service to their country and to Inter-American relations." It recognizes a distinguished faculty member who is devoted to the teaching and correlation of courses in the history of the Western hemisphere.
EQUAL OPPORTUNITY IN EMPLOYMENT
The policy of Rollins College shall be that capability and merit are the basic criteria for employment and that capability, merit, and length of service are the basic criteria for promotion. Equal opportunity shall be assured in hiring, promotion, retention, training, and other personnel matters regarding all employees without regard to race, color, religion, origin, marital status gender, age, sexual orientation, or disability. Discrimination against any individual for stated reasons is specifically prohibited except where gender, age, or non-handicap is a bona fide occupational qualification.
____Authorize Position
____ Dean consults with Dean’s Advisory Group
____ Dean recommends new positions to Provost
____ Positions approved by Provost
____ Dean appoints outside member to Search Committee in consultation with Department
____ Dean meets with Search Committee
____ Chair of Search Committee responsible for recruiting a diverse pool of applicants
(Human Resource Director or designee is available to meet with the Search Committee to discuss matters relating to Equal Employment opportunities.)
____ Employment Request Form, Advertisement, and Placement of Advertisement submitted for approval to Dean, Provost, and Human Resources
____ Human Resources places and pays for one national, one-time insertion advertisement as approved (additional advertising must be approved by the Dean of the Faculty)
____ Search Committee screens applicants and maintains Applicant Log
____ Search Committee selects a list of potential candidates after advertised date
____ Search Committee conducts telephone interviews with potential candidates
____ Search Committee Chair submits names and resumes of finalists for campus interview to Dean
____ Dean approves list of finalists for campus interviews
____ Search Committee thoroughly checks references, teaching evaluations, and writing samples
____ Search Committee requests official graduate transcripts from finalists (these must be on file in the Dean’s Office before a letter of appointment can be issued)
____ Check list for campus visit
____ arrange airport pickup and drop
____ travel reimbursement (check with Dept. Administrative Asst. for instructions)
____ schedule class to teach (regularly scheduled or specially assembled)
____ schedule research presentation or performance (optional)
____ schedule meeting with faculty outside of department
____ schedule meeting with students
____ schedule interviews with Dean, Provost (if tenure-track), and Human Resources
____ Dean reviews, approves, and recommends appointment to Provost
____ Dean offers appointment to candidate and drafts letter of appointment for Provost
____ Provost signs and sends letter of appointment to candidate; copies to Dean and Human Resources (with resume)
____ Provost notifies Department upon receipt of signed letter of appointment, and sends signed copy to Dean and Human Resources
Successful efforts by Rollins College administrators, faculty, and development personnel have resulted in increased submissions of grant proposals to agencies, corporations, foundations, and other organizations and the subsequent receipt of improving grant monies. This happy circumstance has benefited the college by providing equipment; improved facilities; enhanced academic, cultural, and research programs; and has contributed toward support of faculty and students. These procedures are designed to coordinate and monitor grant proposals and grant-funded accounts and ensure timely submission of interim or final reports as required by grantees.
Rollins College officers want to encourage and support individuals who seek grant funding to support their academic work on campus or in any other way to benefit the college. To facilitate this process, the Director of Foundation Relations and the Assistant dean of the faculty have been designated coordinators for all grant processes which seek and/or receive external support to benefit the college, its schools, divisions, departments, and/or faculty.
The following procedures became effective June 1, 1990. They are intended to promote efficiency in seeking, coordinating, and monitoring grant requests and grant accounts; to assist individuals who pursue grants on behalf of the college; and to ensure timely grant reporting. They are not intended to inhibit efforts by faculty and/or administrators who seek grant awards which will improve the college and its programs.
The following procedures, however, do not apply to requests by faculty or other individuals who seek external funding to support their personal, sabbatical, or private activities unless funding received is managed through the college's finance office. The Assistant dean of the faculty will assist faculty in these personal efforts by working with them to identify external grant opportunities and, when requested, by reviewing and/or editing their applications for such support.
Faculty and staff should plan to submit concept papers for grant-supported projects to either the Director of Foundation Relations (private foundations) or the Assistant dean of the faculty (Federal/state government agencies) prior to preparation of proposals (concept paper forms are available from the offices of foundation relations or dean of the faculty). Rough drafts of proposals (with budgets) should be submitted not later than one month prior to grantee deadlines. Faculty and staff submitting proposals should present final drafts for routing to appropriate college officers not later than ten working days prior to deadline. (The deadlines for rough and final drafts are especially pertinent in the case of federal or state government agencies where matching funds and indirect costs are a factor.)
1. Procedures for Submitting Grant Proposals:
B. If receipt of a grant would require an institutional match involving college facilities, personnel, and /or budget support, the Vice President for Academic Affairs and Provost and the Vice President for Finance must authorize said project before a proposal is sent out requesting such a grant.
C. Prior to submission of a grant proposal, the Associate Vice President for finance should be given the opportunity to review said proposal. This will help to assure that consideration of budget implications, accuracy of financial information, computation of fringe benefits, and verification of indirect charges can be accurately incorporated into the proposal budget.
D. The dean of the faculty should be consulted prior to submission of a proposal if receipt of a grant resulting from said proposal will impact on teaching programs and curricula affecting one or more faculty members.
E. In most cases, grant proposals will be submitted by either the office of foundation relations or the office of the dean of the faculty where one copy of each proposal will be kept on file. One copy will also be forwarded to the intended grant recipient's office.
F. When a proposal is submitted to a grant-awarding agency, corporation, foundation, or organization by the intended grant recipient, s(he) should coordinate with the appropriate college officers named above, the finance office, and the office of foundation relations or dean of the faculty. A copy of the proposal should be sent to either the office of foundation relations or dean of the faculty for the central files.
G. The Director of Foundation Relations or assistant dean of the faculty will notify the appropriate personnel of the college (President, Vice President for Institutional Advancement, Vice President for Academic Affairs and Provost, Vice President for Finance and Treasurer, Associate Vice President for Finance, director and/or dean) regarding the status of the proposal and its intent. These individuals can then more accurately respond to inquiries or conversations about the request.
H. If a grant request is denied or held by the funding organization for later review, a copy of the correspondence relating this information should be held in the files of the Director of Foundation Relations or the assistant dean of the faculty and also by the intended grant recipient. All college officials notified of the proposal submission under item 7 above will be informed by the foundation relations/dean's office about important changes in the status of the proposal.
2. Management Procedures for a Grant Funded Account:
B. The Director of Foundation Relations or the Assistant dean of the faculty will ask the Associate Vice President for Finance to assign an account number to the grant and will indicate which grant manager(s) can "sign off" on expenditures from this grant account. All pertinent information regarding intent of the grant, matching funds necessary for receipt of the grant, effective dates of the grant, and required financial reports due to the grantee will be forwarded to the Associate Vice President for Finance and the grant manager(s) to ensure efficient financial management of the grant account.
C. The grant manager(s) authorized to expend funds from the grant account will use this grant account number on all purchase requisition forms or any other appropriate college forms to assure that proper debits and credits are processed by the finance office when bills are paid.
D. When notification of a forthcoming grant has been received and the grant account number established, expenditures can be assessed against the account by the grant manager(s) prior to the actual receipt of funds. In this circumstance, the Associate Vice President for Finance should be consulted, and a grant account would reflect a deficit until the grantee's check is deposited (or the Federal/state agency "billed".) This procedure also applies when grants extend over several years and annual grant payments can be realistically expected.
E. The primary grant manager will maintain a file in his or her department office which contains all grant information, including the original proposal and grantee's reporting guidelines. A cover sheet supplied by foundation relations or the dean's office will indicate reporting deadlines. The file should also contain copies of all purchase orders, invoices, staff advance payment or reimbursement forms, and/or papers relating to expenditures from the grant account. Copies of these materials are not necessary for the files of the Director of Foundation Relations or the assistant dean of the faculty, who needs only an itemized list of expenditures included in the interim and/or final reports for the central file.
F. Careful coordination between the grant manager and the Associate Vice President for Finance on a timely basis should also assure proper expenditures relative to salary and benefits paid out of college budget accounts, part or all of which can justifiably be transferred from the budget account to the grant account. These salary and benefit expenses might be for a full-time or temporary employee, and the amounts might vary from year to year, but each should be clearly defined in the proposal and the proposal budget approved by the grantee.
G. The Director of Foundation Relations or the Assistant dean of the faculty will notify the Associate Vice President for Finance and grant manager(s) regarding receipt of required "matching fund" grants applicable to a designated grant account. This "combined" account will assure an accurate total in the grant account and eliminate any confusion about which "matching funds" apply to the grant, particularly when the grant period covers more than one year or department. This procedure will also simplify interim and final reporting (both narrative and financial). In the case of federal or state government grants, matching funding will most likely be monitored in a separate grant account.
B. The grant manager is responsible for developing appropriate narrative information to be used for interim and/or final reports and the Associate Vice President for Finance is responsible for preparing or confirming financial information for said reports as required by the grantee's guidelines. Submission of the interim and final reports should be coordinated with the Director of Foundation Relations or Assistant dean of the faculty when appropriate and when a letter from the President or other college official should accompany the report. The Director of Foundation Relations/ Assistant dean and the grant manager should keep a copy of these reports in their files.
C. Financial reporting forms are often provided by the grantee to the finance office. Either a copy of this financial report, or a memo itemizing expenditures submitted by the Associate Vice President for Finance on the report, should be sent to the grant manager and to the Director of Foundation Relations or Assistant dean for their files.
D. The Director of Foundation Relations or the Assistant dean will assist grant managers and the Associate Vice President for Finance with reporting processes to the degree they need assistance.
E. When a grant manager, Associate Vice President for Finance, Director of Foundation Relations, Assistant dean of the faculty, and/or other applicable employee resigns, retires, goes on sabbatical, or is out of his or her office for an extended period of time, all necessary steps should be taken to assure the orderly transition of grant requests, management, coordination, and reporting responsibilities. Appropriate individuals at grantee organizations should be informed about personnel changes that affect grant accounts.
1. Definitions
A discrimination grievance is a complaint or report
of an injury, injustice or wrong in which the
grounds for complaint are based on race, color,
religion, gender, national origin, age, disability,
marital status, veteran status or sexual orientation.
Rollins College is committed to creating and maintaining
a community in which students, faculty,
and administrative and academic staff can work together
in an atmosphere free of all forms of
harassment, exploitation or intimidation.
Specifically, every member of the College community
should be aware that Rollins is strongly opposed
to discrimination, sexual harassment and
inappropriate behavior of any kind, and that such
behavior is prohibited both by law and by College
policy. It is the intention of the College
to take whatever action may be necessary to prevent,
correct, and, if necessary, discipline for behavior
which violates this policy.
2. Eligibility and Time for Filing
All faculty may use this procedure for discrimination
related grievances. Staff and students
must use the procedures outlined in the appropriate
handbook. All grievances arising from the
evaluation system are to be handled by the Faculty
Appeals Committee. Grievances should be
reported immediately upon occurrence of the events
leading to the complaint, injury or wrong,
and in any event must be reported within 180 days
of such event unless the College determines
that good cause for an extension has been established.
3. Overview
Many complaints can be resolved through open discussion
between the parties involved.
Individuals are encouraged to engage in direct consultation
with each other so the problem can
be solved through conciliation, if possible.
An individual is in no way required to directly approach
an offender, and may initiate the grievance procedure
by reporting to the Director of Human
Resources (or its designee). The Director
is also available for questions and information about
discrimination and harassment. When a faculty
member believes the Director is involved in the
alleged discrimination, the faculty member must
report the actions to the Director's supervising
Vice-President. In the event a grievance is
filed with a Vice-President, then the Vice-President
or the Vice-President’s designee will take the role
of the Director described herein.
If a member of the faculty seeks the advice of the
Director of Human Resources on a matter of
sexual harassment, sexually inappropriate behavior
or any kind of discriminatory behavior, the
Director must report this behavior to the Provost.
Every effort will be made to insure the
confidentiality of the complainant. No employee
shall be disciplined for filing a good faith
grievance or report of discrimination or inappropriate
behavior.
Any faculty member who believes that (s)he is the
victim of discrimination or inappropriate
behavior may elect to follow the procedures detailed
below. If a faculty member files a complaint
under a procedure other than the Discrimination
Grievance Procedure, (s)he cannot elect to
have the same complaint heard under the Discrimination
Grievance Procedure. However, if a
faculty member believes (s)he has been discriminated
against on the basis of race, gender, color,
religion, national origin, disability, age, military
service, marital status, or sexual orientation
during the process of a complaint other than under
the Discrimination Grievance Procedure,
(s)he may file a complaint under the Discrimination
Grievance Procedure.
If a faculty member exercises his/her rights to file
a complaint with a government agency or
files a court action, the College reserves the right
to terminate the grievance process. In the
event that a faculty member has already commenced
his/her grievance procedure at the time
the faculty members files a complaint with any governmental
agency including a state or federal
court, the faculty member shall notify the Director
of Human Resources of that fact. If the
College chooses to terminate the grievance process,
the Director will notify all parties involved.
Files on the grievance procedure maintained by the
Director of Human Resources will only be
released to others with the written permission of
the Provost.
4. Faculty Resources
Faculty may wish to speak to a Faculty Consultant
before filing a complaint with the Director
of Human Resources. Faculty Consultants are
trained faculty members whose
responsibilities are to:
Support the faculty member in contacting the Director of Human Resources.
Meet with the faculty member and listen to the faculty member's concern.
Determine whether the concern
is related to discrimination or sexual harassment or
inappropriate behavior.
If it is not related to these issues then guide the faculty member
to the appropriate person
to have his/her concern heard.
If the concern is related
to discrimination or sexual harassment or inappropriate behavior,
bring the faculty member
to the Director of Human Resources for the Director to investigate
the complaint.
Maintain confidentiality of the complaint.
Faculty Consultants are not responsible for:
Investigating complaints.
Advising and counseling faculty members on the steps to take.
Contacting any other employee
at the College other than the Director of Human Resources in
regards to the complaint.
Filing a complaint on behalf of the faculty member.
5. Burden of Proof
In all cases, the burden of proof rests with the
complaining party. The Director of Human
Resources will be available to assist in fact finding
but in no way will be responsible for proving
the complainant's charge.
6. Mediation
A. Faculty may elect to utilize the
Mediation Program. This program is designed to help resolve
disputes in a more informal
way than through the grievance process. It facilitates solutions
without having to file a
formal grievance. A mediation does not impose any solution but helps
parties reach a mutually
agreed upon solution.
Mediation is a non-adversarial
process that does not guarantee a resolution but is a good way
to discuss disputes.
Participation in a mediation process does not mean that an individual
gives up any rights to file
a grievance or any other formal procedure. Further, both parties
must agree to mediate a
dispute. No one can be forced into mediation. Mediation is
not a
process that imposes punishment,
determines facts or decides who is right or wrong.
Mediation is a process whereby
miscommunication can be cleared up, individuals agree on
solutions and people are
empowered to make changes.
B. If Mediation between the parties is (a)
not appropriate or (b) not possible, or (c) does not lead to
resolution, the Director
of Human Resources shall proceed to investigate the report or
complaint. Mediation
does not preclude the College from conducting an investigation of a
complaint or taking such
disciplinary action as it determines is appropriate or necessary.
7. Grievance Investigation
When a grievance is filed, the Director of Human
Resources will notify the person named in the
complaint (“Respondent”) and provide the Respondent
with a copy of the formal complaint. The
Respondent may submit to the Director a formal written
response to the complaint within five (5)
working days, and the Director will send a copy
to the complainant.
As soon as is practical, the Director of Human Resources,
or an individual(s) appointed by the
Director, will initiate an investigation of the
complaint and where possible, attempt to reach
conciliation between the parties. During this
period, the Director will have access to all
information pertinent to the case, may meet with
any individual with information related to the
case, and will inform the appropriate Dean(s) and/or
the Provost; or, in the case of a complaint
against the Provost, will inform the President of
the complaint. Upon the conclusion of the
investigation, assuming all reasonable efforts to
conciliate have been exhausted, the Director
of Human Resources will present a report to the
Provost or President. The Director shall make a
recommendation for resolution to the Provost who
will strive to make a final determination within
thirty (30) working days. All the time limits
here may be extended at the discretion of the
Director of Human Resources.
8. Appeals
If the Provost's determination is not acceptable
to either the Complainant or Respondent, the
decision may be appealed within ten (10) working
days to the Provost. The Provost will then
convene a grievance committee.
The grievance committee shall be formed as follows.
The Provost, with the assistance of
the Director of Human Resources, will select a list
of 10 faculty members. A list of these 10
individuals will be provided to the Complainant
and Respondent. The grievance committee shall
consist of one individual chosen by the Complainant,
one individual chosen by the Respondent,
and a third chosen by mutual agreement of the two
parties. If mutual agreement is not reached,
the Provost will select the third member of the
grievance committee. The grievance committee
shall review the complaint, any response, any report
of the Director of Human Resources or her
agent, any documents provided by Complainant or
Respondent, and all other documents it deems
appropriate. The grievance committee shall
also have the option, but not the obligation, to
schedule a hearing and take testimony from the parties
and other witnesses. Upon conclusion
of its review and/or investigation, the hearing
committee will deliberate and shall make a written
report, including its conclusions and recommendations
to the Provost. The Provost shall then
have the option of amending his/her determination
based on the recommendations of
the grievance committee. The Provost’s determination
shall then be final.
Both Complainant and Respondent shall have the option
of assistance by an individual of their
choice from the College faculty or staff body during
all portions of the Grievance procedure,
provided that the chosen faculty or staff member
is willing to participate in the process.
Third-parties shall not be allowed to participate
except where otherwise explicitly permitted by
this policy.
Rollins College is committed to equal access and does not discriminate unlawfully against persons with disabilities in its policies, procedures, programs, or employment processes. The College recognizes its obligations under the Rehabilitation Act of 1983 and the Americans with Disabilities Act to provide an environment that does not discriminate against persons with disabilities. According to the Americans with Disabilities Act, a "person with a disability" includes "any person who (i) has a physical or mental impairment which substantially limits one or more of such person’s major life activities, (ii) has a record of such impairment, or (iii) is regarded as having an impairment.
Rollins College does not have a separate admission process or criteria for students with learning disabilities; students are admitted through the regular admission process and must be qualified for admission according to the College'’ admission criteria. Documentation is not required at the time of application, but should be sent to the Director of the Thomas P. Johnson Student Resource Center, Coordinator of LD/ADHD Services soon after acceptance and the decision to attend is made.
Students must see the Director of the Center at the beginning of the semester to determine eligibility for accommodations as well as to learn more about academic resources. Classroom accommodations are determined through consultation with the student regarding his/her past success with various accommodations as well as documented needs and the demands of the course. Students may be eligible for substitutions of the foreign language and/or quantitative general education requirement if their disability warrants it and documentation supports it. However, substitutions will not be made for "major" requirements where those courses are essential to the curriculum.
While a learning disability cannot be "cured," its effects can be lessened through instructional intervention and compensatory strategies. In general, a variety of instructional modes enhances
learning for students with learning disabilities, by allowing students to master material in one form when it may be inaccessible in another form.
In working with a student with a learning disability, it is important to identify the nature of the disability to determine the kind of strategies that might accommodate it. Drawing upon the student’s own experience offers invaluable clues to the types of adaptation that work. It is important that a faculty member:
Sabbaticals
Full-time, tenured faculty are eligible for sabbatical leave upon serving six full years of service. Two options are available: a full year’s leave at half pay or half year’s leave at full pay. Fringe benefits and faculty status continue as normal during a sabbatical, except that pension payments are computed as a percentage of salary paid.
The sabbatical program is intended to foster faculty professional development. Appropriate sabbatical plans are diverse and vary with individual goals and departmental needs. Research, study, writing, performance, consulting and teaching elsewhere are traditional sabbatical activities, but learning new techniques, undertaking a reading program, traveling with an educational purpose or pursuing a new academic field may be appropriate as well.
A master schedule of sabbatical years is maintained by the Provost from information supplied by the appropriate deans and directors. Eligible faculty are notified by their dean or director at least a year in advance. Changes in sabbatical year may be made only with the dean's/director's approval. Faculty must report their general sabbatical plans and which option they will select by September 15 of the previous academic year. The Provost issues letters awarding sabbaticals by the following February.
Accepting a sabbatical implies that the faculty member will return to Rollins for regular assignment for at least one year following the sabbatical. Faculty are expected to file a report of sabbatical activities with their Dean by November 15 of the following year.
Before going on leave, a faculty member should arrange for the return of student papers and materials from the preceding term, and notify his or her advisees and arrange for their assistance. Since office space is at a premium, faculty on leave for a full year should normally expect to vacate their offices during this period.
Faculty Full-year Research Stipend (Faculty FYRST)
The Dean of Faculty awards full-year research stipends (FYRSTs) of $7,500 to Associate Professors and $10,000 to Full Professors to assist faculty using full-year sabbaticals for research. In addition, faculty continue to be paid one-half their normal salary during the year of the sabbatical.
By September 15 of the year prior to the beginning of the sabbatical, faculty applying for stipends must submit a request for funds which clearly articulates how their full-year sabbatical will be spent, what is the anticipated product/result, and why this project requires a full year to accomplish. Faculty must also submit a letter of support from their department chair which articulates the departmental plans for covering their courses.
Faculty receiving FYRSTs may also apply for Critchfield, Ashforth, McKean, Christian A. Johnson, or other on-campus or off-campus grants or fellowships, but the full-year sabbatical stipend may not be used to fund the faculty member at a salary level higher than 100% of his/her regular full-time pay. Also, faculty receiving stipends may not receive remuneration for teaching or administrative work at Rollins or any other institution during their sabbatical year without written permission from the Dean of Faculty.
Individual stipends are distributed in monthly pay over a nine-month period (Sept.-May) providing that a suitable mid-year report has been filed with the Dean's office by December 15.
The Professional Standards Committee (PSC) assists the Dean by assessing the appropriateness of proposals and the feasibility of requests. All final decisions rest in the hands of the Dean of Faculty.
Faculty returning from sabbaticals in which they have received stipends will be recognized by the Dean through public fora at which they will present the results of their work.
Leave Without Pay
Faculty members are entitled to apply for leave without pay. Such leaves should be requested at least one year in advance and have the approval of the appropriate department head and dean/director. Fringe benefits are affected during such leaves, so faculty members should discuss the implications of a leave proposal with the Director of Human Resources as well as their dean/director.
Sponsored Research
Guidelines for sponsored research have been prepared to assist faculty and staff members in applying for and managing externally-funded research and other sponsored projects. (See "Procedures for Monitoring Grant Proposals and Managing Grant-Funded Accounts for Rollins College.") Faculty and staff members should be aware that funds accepted by the college become the responsibility of the college. The college is accountable for and liable for any errors or omissions. Therefore, the policies and procedures described in the grantsmanship procedures that follow are applicable to all requests for grants and subsequent grant funds administered by the college.
Support for Professional Development
Each school and division has its own programs of professional development and faculty are urged to consult other sections of this Handbook.
Rollins College is committed to creating and maintaining a community in which students, faculty, and administrative staff can work together in an atmosphere free of all forms of harassment, exploitation, or intimidation, including sexual. Specifically, every member of the college community should be aware that Rollins is strongly opposed to sexual harassment and that such behavior is prohibited both by law and by college policy. It is the intention of the college to take whatever action may be necessary to prevent, correct, and if necessary, discipline behavior which violates this policy.
B. rejection of such conduct is used as the basis, implicitly or explicitly, for imposing adverse terms and conditions of employment, academic status or participation in college sponsored events; or
C. such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working or learning environment.
Rollins College recognizes participation in professional meetings and
attendance at conferences and institutions to be an important form of professional
development and scholarly exchange.
Funds are budgeted for faculty travel and administered through respective
deans and directors. Faculty should consult the specific section of the
Handbook that applies to their school or division for details.
Travel - Professional Meetings
Faculty travel funds are administered through the offices of the appropriate deans/directors. Their purpose is to further the professional development of faculty members by providing assistance to attend and participate in professional meetings. A faculty member seeking funds in advance should file an "Advanced Prepaid Expense Request" form at least two weeks prior to that travel.
Faculty may be asked to predict their travel for the coming year in order to ensure the equitable allocation of available funds. After consultation with the Professional Standards Committee, the appropriate dean/director may apply restrictions to travel
Travel – Forms and Deadlines
Advance/Prepaid Expense Request. Advance requests should be submitted to the Office of the Dean of the Faculty not later than three weeks prior to departure on an Advance/Prepaid Expense Request form.
2) Part B may be used to request an advance (note that advances are not made earlier than two weeks prior to your travel dates), and Part C allows for early direct payment of hotel, airfare, registration, or other fees. All copies of this form should be submitted to the Office of the Dean of the Faculty (you will receive the "traveler’s" copy with your advance).
Expense Report Forms. All faculty travel must be reported by completing a college expense report form. Please bear the following in mind when completing expense reports.
2) If you wish your reimbursement check mailed to your home address, please include a mailing address on the top of the form.
3) Expenses must be broken down/entered on a daily basis.
4) International currency spent must be converted to U.S. dollars for the expense report and the exchange rate used must be provided under explanatory notes.
5) You should provide both daily/category totals for all expenses. You must submit ORIGINAL RECEIPTS as required by the college’s Travel and Entertainment Policies and Procedures (available from your department’s administrative assistant or the travel desk in the Finance Office).
6) Advances and Prepaid expenses must be recorded in the table in the lower right-hand corner of the expense report.