Faculty Employment and Working Conditions

  1. Recruiting Faculty

    1. Recruiting Full-time Faculty

      The School supports the goals of equal opportunity and affirmative action in recruiting and in making appointments to the full-time faculty. The Director, in consultation with the full-time faculty, recommends members of an ad hoc search committee to the Faculty Meeting. Diversity will be taken into account in determining committee composition. The committees conducting searches should provide opportunities for graduate and undergraduate student involvement in the search process. The responsibility for organization of the search and for maintaining search records rests with the Director.

      The Search Committee, in consultation with the Director, recommends to the Faculty Meeting job descriptions and candidates to be interviewed.

      After the interviews have been concluded, the Faculty Meeting, shall recommend to the Director whether to offer a TT faculty appointment and to whom.

    2. Recruiting Temporary, Part-time Faculty

      The Director consults with the Faculty Meeting on temporary positions in accordance with University regulations. A file of pool candidates for temporary positions shall be maintained by the Director.

  2. Grievance Procedures

    1. Informal Procedure

      Faculty grievances that are not directly related to the terms or conditions of employment and are not academic appeals are appropriately addressed within the School, whenever possible. The School highly values direct communication using the principles and processes of constructive conflict management. Any faculty member who has concerns or a grievance is strongly encouraged, before initiating a formal grievance or appeal, to talk with the principals involved and/or the Director about their concerns. The Director may seek the advice and recommendation of individual faculty members or a faculty advisory group in seeking informal resolution of a dispute or complaint. The Director and/or faculty members will initiate an informal dialogue with the parties involved in a dispute and strive to reach a resolution agreeable to all parties. If this dialogue does not produce a satisfactory resolution, parties may seek assistance from an impartial third party as needed to assist in resolving their issues.

    2. Formal Procedure

      The School of Peace and Conflict Studies acknowledges and endorses the ideal expressed in the TT CBA  that “all disputes should be resolved informally, whenever possible, before the filing of a formal grievance” and likewise encourages “open communications so that resort to the formal grievance procedure will not be necessary” (Article VII, Section 1. C. 1.). Similarly, the School endorses related commitments in the NTT CBA: “The University and the Association share a mutual commitment to open communication and efforts to resolve issues of concern or disputes in a timely way and through informal means wherever practicable” (Article VII, Section 1)

      Grievances related to employment with the university concerning the interpretations and application of provisions of the Collective Bargaining Agreement follow the procedures of the applicable CBA.  (TT CBA Article VII; NTT CBA Article VII)

      University Policies on Tenure, Promotion, and Reappointment as detailed in the TT Collective Bargaining Agreement, and Article VII, Section 2 of the TT CBA, specify the necessary procedures for appealing decisions involving a substantive academic judgment. These include decisions concerning reappointment, tenure, promotion, academic freedom, professional ethics, or sanctions for cause. Formal procedures for addressing such grievances are described in the applicable Collective Bargaining Agreement.

  3. Climate of Collegiality

    The School emphasizes conflict resolution as a means of addressing tension and disagreements. While there are no requirements for how colleagues interact with one another, there is an expectation that faculty members will operate collegially with one another and with staff, emphasizing mutual respect and collaboration.

  4. Faculty Leaves

    All leaves, sponsored or unsupported, personal or professional, are subject to the approval of the Director, the Dean and the Provost. University leaves include but are not limited to:

  5. Faculty Absence and Travel Policy

    Faculty members who will be absent from campus for professional or personal reasons must submit a “Request for Absence Form” with the Director. The request should be made at least one week prior to the planned absence and is subject to the approval of the Director and the Dean. Arrangements for any classes to be missed during the absence must be addressed to the satisfaction of the Director before approval will be granted.

    Attendance at professional meetings is encouraged for both TT and NTT faculty, and approved travel expenses incurred in attending such meetings will be reimbursed if approved prior to travel according to the University’s travel policies, and subject to the availability of School funds. In general, full-time faculty members of the School who do not have start-up funds are eligible to receive $750 per academic year from the School for travel to professional meetings and conferences.   

    For TT faculty to be eligible for School travel funds in the form of $750 per academic year, they must meet the following three conditions: 1) they must have exhausted any start-up funds granted as part of their initial hire; 2) they must be presenting a paper at a panel or a roundtable; 3) they must also have applied for travel funds from either the URC or the UTC, as appropriate. 

    For NTT faculty to be eligible for School travel funds in the form of $750 per academic year, they must also have applied for travel funds from the University Research Council or the University Teaching Council, as appropriate.

  6. Faculty Scik Leave and Personal Leave

    The Director is responsible for keeping complete records of faculty sick leave; however, faculty members are also required to submit the appropriate sick leave forms to the Director.  Sick leave forms should be completed and submitted to the Director within forty-eight (48) hours after an absence (See relevant sections in the University Policy Register).

    Conversion of sick leave to personal leave will be done in accordance with relevant provisions of the CBAs (TT CBA Article XIII, Section 7; NTT CBA Article XII).  Requests to convert accrued sick leave to personal leave are intended to cover absences due to mandatory court appearances, legal or business matters, family emergencies or any other personal matters.  (TT CBA Article XIII, Section 7.)

  7. Outside Employment and Other Outside Activities

    Faculty members may engage in professional activities outside the university provided the activities do not interfere with the faculty member’s teaching, research, or service responsibilities to the School, Campus, College or University (See, University Policy Register 3342-6-24).  Continuing outside employment for remuneration must be approved in advance by the Director and the Dean. Each academic year, each faculty member must disclose and seek approval for all continuing outside employment on the form provided by the University.  Any outside employment or other outside activities are subject to the Faculty Code of Ethics and the University’s conflict of interest policies (See University Policy Register 3342-6-17 and 3342-6-23

  8. Minimum Salaries and Salary Review

    Minimum faculty salaries in each academic rank are specified in the Collective Bargaining Agreements. Faculty members wishing to request a salary review to match a bona fide offer of employment, or to address a salary discrepancy, or in other unusual circumstances may do so in accordance with the relevant Collective Bargaining Agreement.

  9. Academic Misconduct

    The University policy regarding misconduct in research and scholarship and the Administrative policy and procedures regarding allegations and instances of misconduct in research and scholarship is included in the University Policy Register. (See University Policy Register 3342-3-05 and 3342-2-05.01)

  10. Policy on Consensual Romantic or Sexual Relationships Between Faculty Members and Students

    1. Terminology

      For the purposes of this policy, the term “faculty,” “faculty member,” or “teaching faculty” refers to all those who teach and/or do research at the University including (but not limited to) tenured and tenure-track faculty, non-tenure-track faculty, part-time instructors, lecturers, holders of research appointments, graduate students with teaching responsibilities, visiting faculty, and advisors.

      The term “student” refers to a person enrolled at Kent State University in any capacity, including (but not limited to) full-time or part-time; undergraduate or graduate; for-credit or not-for-credit; or degree or non-degree.

    2. Policy

      The School’s educational mission is promoted by professionalism in faculty/student relationships, and professionalism is fostered by an atmosphere of mutual trust and respect. Actions of faculty members and students that harm this atmosphere—which occurs when those in positions of authority abuse or appear to abuse their authority—undermine professionalism and hinder fulfillment of the School’s mission.

      The School strongly believes that a romantic and/or sexual relationship between a student and a faculty member—even if such a relationship appears consensual—undermines the School’s academic mission and should be avoided. 

      In addition, the School imposes the following formal restrictions: Romantic and/or sexual relationships, and the pursuit thereof, between faculty members and graduate or undergraduate students are prohibited whenever the faculty member has direct professional responsibility for or authority over the student.  Positions of professional responsibility or authority include the following: course instructor; formal advisor; independent study director; internship coordinator; dissertation, MA, or Honors Thesis committee member; MA or PhD Advisory Committee member; TA/RA supervisor; or similar formal hierarchical relationships.

      Furthermore, no faculty member may pressure, cajole, or otherwise coerce an undergraduate student to avoid a hierarchical professional relationship (e.g., taking a faculty member’s course) in order to pursue a romantic and/or sexual relationship.

      Finally, while the School does not expressly forbid them, romantic and/or sexual relationships between faculty and graduate or undergraduate students at Kent State are also discouraged when no clear professional, hierarchical relationship between the faculty and student exists (see above). Failure to comply with this policy may result in discipline or dismissal according to the rules appropriate to the individuals involved.