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Endnotes
- The Provost is the Executive Vice President on the Main Campus.
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- The President’s Cabinet currently includes the Executive Committee of the Cabinet (see IID), the University Chaplain, the Vice President for Planning and Institutional Research, the University Counsel, the Vice President for Alumni and University Relations, the Vice President for Information Services, and the Medical Center Dean of Research and Graduate Education.
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- The Executive Committee of the Cabinet currently includes the Senior Vice President, the Provost, the Executive Vice President and Chief Academic and Administrative Officer for Law Center Affairs, the Vice President and Treasurer, the Senior Vice President and Secretary of the University, the Vice President for Communications and Public Affairs, and the Executive Vice President for Health Sciences and Executive Dean of the Medical School.
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- The Vice President for Information Services reports to the Senior Vice President, and works closely with the Provost and the Executive Vice President for Health Sciences.
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- The School of Nursing and Health Studies operates as an organizational component of the Medical Center but in its undergraduate and graduate programs maintains special links to the office of the Provost. The Dean of the School of Nursing and Health Studies meets with the Council of Deans.
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- The Graduate School of Arts and Sciences, and the School for Summer and Continuing Education also oversee programs in the Medical Center.
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- The School of Nursing operates as an organizational component of the Medical Center but with unique links to the office of the Provost in its undergraduate and graduate programs.
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- The 10-day rule may be waived on a showing of good cause.
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- For the purpose of this section of the Handbook, the term “faculty” includes all faculty members, whether tenure eligible or not, and whether full-time or part-time. Both "officer of instruction" and "faculty" include investigators without teaching duties as well as teachers. The term “faculty” is not intended to substitute for nor be synonymous with the definitions used in other documents, including those of associations or accrediting agencies which define rights, responsibilities, power, and authority.
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- The precise terms and conditions of every appointment should be stated in writing and be in the possession of both institution and faculty member before the appointment is consummated.
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- Termination of a continuous appointment because of financial exigency should be demonstrably bona fide.
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- This clause restricting tenure to Associate Professors and Professors does not apply to faculty who were granted tenure prior to Feburary 14th 2008.
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- Footnotes to be updated.
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- Test
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- If a person not expressly covered by this Code or any other University grievance code is aggrieved in circumstances where considerations of academic freedom indicate the Code should nonetheless apply, the appropriate Campus Executive Vice President is authorized, at his/her discretion, to extend the coverage of the Code at that person’s request.
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- Grievants wishing to file under this Code and the Affirmative Action Plan must exhaust the University Affirmative Action Code procedures before procedures under this Code will be initiated with regard to the nondiscrimination aspects of the grievant’s case. If grievant files under the Affirmative Action Code after proceedings under this Code have commenced, the proceeding under this Code may be immediately suspended, in the discretion of the Grievance Code Chairperson. To assure that this order of treatment of grievances is followed, the Grievance Code Chairperson shall notify the Director of the Affirmative Action Office of the identity of any grievant once conciliation has failed.
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- As used throughout the text of the Code, the word “day” refers to working days, Monday through Friday, excluding Federal holidays.
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- Where negotiations between the grievant and the relevant administrative department are pendng or other circumstances suggest that formal initiation of the grievance procedure would best be deferred in the interest of all concerned, the grievant, at the discretion of the President of the Senate (or another Senate officer in the President’s absence), can satisfy this filing requirement if within 30 days he or she files a letter with such person indicating an intent to file a formal grievance. The President of the Senate will notify the grievant if the request to defer filing has been granted. If the dispute is not resolved within 25 days of the President’s approval of a deferral, the President of the Faculty Senate shall notify the grievant and require him or her promptly to submit the formal “Notice of Grievance” described in this section, unless a further extension is agreed to in writing by both the grievant and the relevant administrator. However, where the potential grievant has within the 30 day period notified the Senate President that the grievant is first pursuing an affirmative action complaint (see f.n.2 supra) the grievant is not required to file his grievance under this Code until the university phase of the affirmative action proceeding is terminated. Such notice shall contain a brief statement of the grounds upon which the grievance will later be filed. Absent exceptional circumstances, as determined by the Senate President, no grievance under this Code may be filed in such a case unless filed within 14 calendar days of the termination internally of the University’s affirmative action proceeding.
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- Advisors for the parties are not permitted to have any contact with a conciliator during the conciliation process. Neither are they permitted to participate in the Initial Review by a panel (See Sec.F.(3)&(4)) except by written submission. During hearings on the merits of the grievance, advisors may be present but are limited to off-record consultation with his/her party/advisee, and may make a closing summary of argument within reasonable time limits set by the Panel Chair. The foregoing rules do not replace those in effect in proceedings in progress when this Code is adopted.
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- For purposes of these procedures, if the Executive Vice President or Senior Vice President is a party to the matter, the President will be informed of the results and take the required actions.
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- The members of the Equal Opportunity Examining Board are selected by IDEAA and include a diverse cross section of University employees. The Faculty Senate will also appoint at least two members to this Board.
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- For example, federal regulations governing research funded by or proposed for funding by the U.S. Public Health Service (42 C.F.R. part 50, subpart F (applicable to grants and cooperative agreements); 45 C.F.R. part 94 (applicable to contracts)) and the National Science Foundation’s (“NSF’s”) conflict-of-interest policy covering research and educational activities funded by or proposed for funding by NSF Award Administration Guide (January 2008)).
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- From this point forward terms that are defined in Appendix A are shown in uppercase letters.
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- See Section C for a full description of the disclosure requirements.
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- Subject to access under relevant government regulations.
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- Coverage does not extend to Georgetown University students engaged in research. Such students are subject to procedures regarding misconduct declared in the relevant University Bulletins.
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- In NIH-reviewable matters, the University will immediately report to NIH, at any stage of the proceeding, if the University obtains information reasonably indicating criminal activity.
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- Where the allegations are subject to NIH review, either decision must be in writing, must state what evidence was reviewed, and must summarize relevant interviews and testimony. The respondent must be given a copy of the decision, and allowed to comment in writing. Any such comments are to be included in the record of the subcommittee’s work.
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- The University will comply with all federal requirements regarding reporting, timetables and any extensions thereof, and other matters affecting the treatment of alleged misconduct in scientific research, as such requirements are published in the National Institutes of Health Guide for Grants and Contracts (see 42 CFR part 50, Subpart A) and elsewhere. (This Codes references to such requirements are not exhaustive).
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- In NIH-reviewable matters, under the NIH guideline, the investigation "normally will include examination of all documentation relevant to the allegations, including but not necessarily limited to relevant reserach data and proposals, publications, correspondence, and memoranda of telephone calls. Whenever possible interviews should be conducted of all individuals involved either in making the allegation or against whom the allegation is made, as well as other individuals who may have information regarding key aspects of the allegations."
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- In NIH-reviewable matters, the Committee shall produce written summaries of statements made by all persons interviewed, shall provide such summaries to the person interviewed for that persons comment or revision, and shall include the summaries in the Committee file. The Committee may choose to implement this requirement by having interviews (including testimony at hearings) recorded verbatim, on a case by case basis, as prudence may suggest.
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- In NIH-reviewable matters, the respondent and complainant have the right to comment on these findings. Any such comments are to be included in the Committee file.
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- Subject to NIH access under the relevant federal regulations.
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- This policy does not apply to married couples. The policy on nepotism offers clarification on this point. This policy does not replace The Benefit of this Establishment: A Student Code of Conduct.
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- “Consensual” means a sexual relationship between two people who both genuinely desire the relationship and neither of whom is coerced into having the relationship. The term “consensual” is used throughout this document to mean such a relationship.
“Extracurricular” refers to participation in extracurricular student activities such as a student newspaper or law review. A “senior” student is sometimes in a position to influence whether a “junior” student will gain some desired position within the organization.
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- Meritor Savings Bank v.Vinson 477 U.S. 57 (1986); Franklin v. Gwinnett County Public Schools, 503 U.S.60 (1992) (unlimited damages). Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, now provides for monetary damages for victims of sexual harassment in federal employment discrimination suits as well. 42 U.S.C.§§ 198la(a),(b)(3) (maximum damages of $300,000 for employers of more than 500 employees). See also Harris v.Forklift Systems, 510 U.S.17 (1993).
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- A number of problems analogous to those described in this section affect consensual sexual relationships among members of the University community of relatively equal status, but these rules do not apply to this behavior, which may become subject to disciplinary action for other reasons.
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- For example, a senior faculty member who has had a relationship with a junior faculty member should not participate in the deliberations of a tenure committee concerning the junior, or on an academic personnel committee deciding such issues as salary increases for the junior. Similarly, a teacher should not provide a letter of recommendation for a student with whom the teacher has had a relationship even if the relationship began after the course was completed (and thus did not violate the University policy on teacher-student relationships.) Another example is that a senior student on a student publication editorial board should not vote on whether a junior student which whom the senior has had a relationship should be promoted to the editorial board.
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- Different rules apply to Medical Center Employees.
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- This applies to employees hired after December 31,1995. For employees hired prior to 1996, the benefit for use at Georgetown is 100% of Georgetown's tuition and is available in undergraduate and graduate degree programs in all schools except that faculty may use tuition benefits only to pursue a graduate degree.
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