Faculty Rights, Responsibilities & Conditions of Employment

The University encourages informal resolution of problems through direct conversations, the assistance of administrators and the use of mediators as appropriate. Many of the University’s formal grievance procedures require an initial attempt at informal resolution before they may proceed. The University Faculty may bring grievances against other members of the University community through several different processes depending upon the classification (employee/student) of the individual against whom the grievance is made and the nature of the grievance.

A grievance against a student is normally brought pursuant to theStudent Code of Rights and Responsibilities.
A grievance against a regular staff member is normally brought by the employee’s supervisor in consultation with Human Resources through the Corrective Action and Termination Policy for Staff Employees.
Policy for grievances arising out of violations of University policy
A grievance arising out of a claim of discrimination or sexual harassment is generally brought pursuant to the Discrimination and Sexual Harassment Policy which applies to all the University community (Faculty, Staff, Students).
If a discrimination complaint is raised in the context of another Faculty proceeding, however, the Consolidated Hearing Committee is the appropriate forum.

Faculty Grievances

A faculty member may assert an academic grievance (other than matters concerning retention, tenure, or promotion) through theAcademic Freedom and Faculty Rights Committee after initial administrative review.

Informal Resolution of Complaints

Click here to view the policy. See Section 6, Paragraph “A” Concerns.

Formal Grievance Processes

Complaints which allege a violation of the rules of the Faculty Code of Rights and Responsibilities are brought pursuant to this policy and through the Consolidated Hearing Process.

Appeal of Denial of Promotion/Retention and/or Tenure

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TERMINATION PROCEDURES (OF REGULAR FACULTY) REQUIRED UNDER FINANCIAL EXIGENCY, PROGRAM REDUCTION, OR ELIMINATION

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TERMINATION FOR MEDICAL REASONS (OF REGULAR FACULTY)

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RESIGNATION

Policy 6-307

ALCOHOL USE/CONSUMPTION IN UNIVERSITY FACILITIES AND REQUIREMENTS FOR NOTIFICATION OF CERTAIN DRUG CONVICTIONS, THE DRUG FREE WORKPLACE POLICY

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Drug Testing Policy for Health Sciences Center

UNIVERSITY LEGAL ADVICE

The University’s attorneys through the Office of General Counsel provide legal advice to University employees and entities who in the course of their responsibilities are acting on behalf of the University.

Faculty members are entitled to representation and indemnification if named in lawsuits brought against them as employees of the University as set forth in Utah statute. Requests for indemnification must be made in writing. Accident and Liability Reporting and Request for Legal Defense (See section “D” and “E”; need to bookmark directlyhttp://www.admin.utah.edu/ppmanual/2/2-74.html

Academic Affairs

Office of Senior Vice President Dan Reed