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Petitions should be specific and should indicate what University channels were previously used for resolution of the problem. Petitioners must agree to the procedures described in
Policy AC76, Faculty Rights and Responsibilities.
- The Committee on Faculty Rights and Responsibilities will consider only petitions which involve, as a direct party, full-time faculty members for issues related to their role as faculty members.
The Committee on Faculty Rights and Responsibilities may review petitions from faculty members and administrators involving decisions, actions, or inactions concerning a faculty member’s condition of employment that are believed to violate University policy or are manifestly unfair. The procedures apply to decision, actions, or inactions, including those involving the application of a written or unwritten policy or standard practice, affecting specific petitioner or petitioners.
This policy also applies whenever an administrator seeks a committee judgment as to appropriate action toward a faculty member who, in their view, may be failing to meet their responsibilities.
When a faculty member is also an administrator, the Committee will only review conflicts arising from their role as faculty and will not review conflicts that arise from the administrative role. Requests for exceptions should be directed to the Senior Vice Provost.
The Committee on Faculty Rights and Responsibilities is advisory to the Senior Vice Provost for Faculty Affairs who is also the Policy Steward for Policy AC76.
Petitioners should refer to Policy AC76 Section IV, COMMITTEE ON FACULTY RIGHTS AND RESPONSIBILITIES for the committee operation procedures.
- Issues for Review: Limitations
The committee shall not consider the substantive academic judgement aspects of such matters as promotion, tenure, compensation, and evaluation of performance.
Cases of substantive dispute involving the termination of tenured appointment for cause or for reasons of financial exigency or program elimination or revision, or the release of a faculty member during the provisional appointment period with less advance notice than that specified in University policy, shall be considered at a hearing by the Standing Joint Committee on Tenure under the "Committee Procedural Rules" described in Policy AC70 Dismissal of Tenured or Tenure-Eligible Faculty Members.
Cases involving questions of ethics related to research and other scholarly activities will be referred to the Senior Vice President for Research (See Policy RP02).
Cases involving a claim of discrimination or sexual harassment will be referred to the Office of Equal Opportunity and Access.
Should a multipart petition be filed that includes claims of discrimination or harassment but also includes a grievance for which the Committee on Faculty Rights and Responsibilities is responsible, each reviewing body will conduct an independent investigation on those claim within its area of competence.
- Conciliation:
Ombuds are neutral University resources. Their fundamental objectives are to enhance stakeholder contributions to the University, respect rules and fair play by all, and where possible, help resolve matters informally. Where possible, and at the request of faculty or administrators, Ombuds work to enhance effective communication, avoid misunderstandings, and clarify issues and language in interactions between unit stakeholders, usually faculty and administrative interactions, before they evolve into disputes requiring recourse to the procedures set out in this policy. At the request of faculty or administrators, Ombuds are available to advise faculty and administrators respecting the range of potential courses of action, refine issues, and contribute to the positive operation of academic units under University rules, policies, and operating practices.
For those faculty not associated with an academic unit, or in cases where the appropriate Ombuds may be in doubt, the Unit Ombuds shall consult with the University Faculty Ombuds. Generally, an Ombuds from the academic unit to which the employee is most closely associated may be used, but subject to an assessment of an individual matter by the University Faculty Ombuds.
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Summarize your situation in the form briefly. A more detailed explanation may be included with your petition.
Who were the relevant administrators (Department Head and Dean) in your area at the time of the problem (if applicable)?
Summarize remedy sought in the form briefly. A more detailed explanation may be included with your petition.
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