In strictly meritorious cases, a faculty member who has served continuously for six years or longer may be granted a leave of absence with partial pay for a period up to one year.

Wichita State University's policy on sabbatical leaves is based on Board of Regents policy that states, in part, that sabbatical leave may be granted under the following conditions.

In strictly meritorious cases, a full-time faculty member on regular appointment at any of the Regents institutions of higher education who has served continuously for a period of six years or longer at one or more of these institutions, may, at the convenience of the institution and upon the approval of the president or chancellor of the institution with which connected, be granted not to exceed one such leave of absence for each period of regular employment for the purpose of pursuing advanced study, conducting research studies, or securing appropriate industrial or professional experience; such leave shall not be granted for a period of less than one semester nor for a period of more than one year, with reimbursement being made according to the following schedule:

1. for nine-months faculty, up to half pay for an academic year, or up to full pay for one semester.
2. for twelve-months faculty, up to half pay for eleven months, or up to full pay for five months.

Kansas Board of Regents, Policy Manual (1995 edition), item 12(a) beginning on page 9F

A faculty member applying for sabbatical leave is required to file an official Application for Sabbatical Leave and sign a Sabbatical Leave Agreement by which he or she agrees to return to Wichita State University for a period of at least one year immediately following expiration of the period of leave.  In the event of failure to return, the faculty member agrees to refund all sabbatical pay, or, on failure to remain for at least one year, to refund that portion of sabbatical pay which is in proportion to the amount of time not served as required by the agreement.

Sabbatical leave requests should be prepared on official forms which are available on the Academic Affairs web page.  Leave requests are due in the deans' offices no later than the last Friday in September and in the Office of Academic Affairs and Research no later than the second Friday of October of the academic year preceding the proposed leave.  Leave requests are then referred to the Faculty Support Committee (FSC), a committee whose charge is to review leave proposals in terms of merit, solicit additional information where needed, and make ranked recommendations to the Provost and Vice President for Academic Affairs and Research who performs the final evaluation.  Each applicant is informed of University action on his/her sabbatical leave request on the second Friday in February.

Procedures and policies established for sabbatical leaves are as follows:

1. The applicant prints or downloads the WSU Application for Sabbatical Leave and the Board of Regents Sabbatical Leave Agreement form.
    
2. Each leave application form is completed in sufficient detail to permit review by the FSC and evaluation by the Provost and Vice President for Academic Affairs and Research.  The application is first submitted to the applicant's chairperson, who transmits the form through his/her dean to the Provost and Vice President for Academic Affairs and Research for delivery to the FSC.
    
3. Recommendations from the chairperson and the dean are included in the application when it is transmitted to the Provost and Vice President for Academic Affairs and Research.  The recommendation must include a statement from the applicant's chairperson or dean concerning provisions to be made for the work load of the applicant during his/her absence.  The statement should cover the direction of those graduate students for whom the applicant is the thesis or dissertation advisor.  It should also indicate whether any additional expense to the University, apart from sabbatical salary, would occur if the leave were granted.  Applications involving such additional costs are not ordinarily approved without special justification.
    
4. If the proposed program of work is contingent upon the applicant's receiving additional financial aid from the University, apart from sabbatical salary, or from external sources, details concerning such contingency should be included in the application.  The sources from which external support is being sought should be identified and the nature of any services required in connection with the receipt of such support should be related to the purpose of the leave.
    
5. No later than 60 days from the first day of classes in the semester of the faculty member's return from sabbatical leave, he or she is required to submit a Final Report on the sabbatical projects.  A form for filing this report will be sent to the faculty member early in the semester of his/her return to campus.  The completed Final Report is to be submitted, through the chairperson and dean, to the Provost and Vice President for Academic Affairs and Research.  It will be filed in the faculty member's permanent faculty record.  If appropriate, the Final Report should include a description of specific plans for sharing the results of the sabbatical leave with the recipient's departmental colleagues or other groups on campus.

The Sabbatical Leave Policy of the Regents system, and Wichita State University in particular, is based on the assumption that such leaves do not occur automatically at stated intervals, but are awarded on merit and are clearly designed to encourage scholarly and professional achievement for the mutual benefit of the faculty member and the University.

The scope of activities that may be undertaken by WSU faculty on sabbatical leaves is quite broad, encompassing not only the traditional purpose of scholarly research, but the more nontraditional purposes of professional development or redevelopment.  At WSU, leaves have been granted for advanced study, for specific research projects, for creative projects, for curriculum/instructional development, for residencies to observe the programs and methods of other institutions, for travel related to academic and professional development, for occupational experience designed to enhance professional qualifications, and many other similar purposes.  Work toward a graduate degree does not normally qualify as an acceptable program for a sabbatical leave.

Sabbatical leave programs properly serve the interests of the faculty member and the university as a whole.  Faculty who have accumulated service with the University benefit from having a period away from normal campus obligations in order to pursue special interests or projects related to their professional lives.  The period of renewal offered by such leave also benefits the University, which welcomes back at the conclusion of a successful leave a faculty member with new ideas, enthusiasm, and accomplishments.

The sabbatical leave application process contains some features designed to enhance the probability of successful sabbatical leaves.  In the application materials, faculty are asked to demonstrate special aptitude for their proposed projects, indicating previous professional or scholarly work related to the area of activity proposed for the leave.  Sufficient documentation must be presented to enable the University to conclude that the goals of the leave probably will be accomplished and that the project cannot be completed without such a leave.

A particular concern of the University is the difficulty of granting leaves to faculty in small departments.  A disproportionate negative effect may be felt by students and colleagues when a faculty member who is the only person with programmatic expertise needed on a regular basis by the department takes a sabbatical or other type of leave.  Faculty in small departments, therefore, need to plan their leaves in advance, and obtain assurance from their department and college that arrangements can be made to cover their responsibilities while absent.  As previously indicated, Regents policy limits the number of sabbatical leaves in any fiscal year to not more than four percent of the equivalent full-time faculty with rank of instructor or higher.  The University further stipulates that the number of leaves in any fiscal year may not be so great in any department, division, or college, or on the campus as a whole, as to disrupt the continued and regular course offerings, or to affect the quality of education offered to the students.  Final approval of the sabbatical leave for a faculty member being reviewed for continuous tenure is contingent upon the awarding of tenure.  Questions regarding the sabbatical leave policies and procedures of the University may be addressed to the Provost and Vice President for Academic Affairs and Research.

5.2/Faculty Personnel Records
WSU Policies and Procedures -- http://webs.wichita.edu/inaudit/ch5_11.htm

Faculty members fill out the Faculty Personnel Record early in their first period of service in the University. The record deals with marital status, education and degrees, military service, occupational history, awards, memberships, and offices in professional and learned organizations, etc. A complete transcript of college/school/University Libraries and university work is also required. Faculty personnel records are maintained in the Office of the Provost and Vice President for Academic Affairs and Research. 

5.3 / Resolution of Internal Disputes
WSU Policies & Procedures --- http://webs.wichita.edu/inaudit/ch5_06.htm

5.31 / Right of Consultation
A faculty member may invite a colleague to attend a discussion or meeting with her chair, dean, or other supervisory administrator at which the faculty member's professional activity or performance will be discussed, and should notify the administrator accordingly.

The invited colleague may act as an advisor or witness, and may participate in the discussion if invited to do so by any of the others present. He or she may take notes, if all parties agree.

The invited colleague is not a representative of the faculty member whom they accompany and is not a legal counsel. His or her role is that of colleague and advisor, with a responsibility to assist in the consultations to produce a satisfactory resolution of the dispute. Responsibility for any decisions or actions taken remains with the parties to the dispute. Any other administrative officer invited to such a meeting or discussion has the same limited responsibilities as an invited faculty colleague, unless he/she has regular, pre-existing administrative responsibilities for the issues being discussed.

When a faculty member invites a colleague to attend such a meeting or discussion, he or she assumes responsibility for any loss of confidentiality that results from that colleague's actions. The presence of an invited colleague does not imply that a written record of the meeting must be kept; it does not preclude any participant from submitting a summary memorandum to others who were present for their authentication.

5.32 / Grievance Procedure
  revisions accepted by the President-- 2006
Grievance Procedures Summary:

In order to attempt to resolve internal disputes within the campus community, Wichita State University has established a grievance procedure for faculty members.  This procedure, when implemented, provides faculty with an opportunity to have a grievance complaint considered by a Grievance Review Committee made up of faculty members.  The Review Committee then makes recommendations to the Provost and Vice President for Academic Affairs and Research

Grievance Procedures in Summary Form:

1.  A faculty member who has a grievance must make a bona fide effort to resolve the matter through University channels.  In most instances this should occur within the faculty member's department or office and should involve the chairperson or immediate supervisor, and if appropriate, the dean.

2.  If the dispute is not settled, the faculty member must contact the Chairperson of the Rules Committee.  If a grievance involves discrimination, the faculty member should notify the Director of Equal Employment Opportunity before contacting the Chairperson of the Rules Committee.  In discrimination grievances, if contacted first, the Rules Committee Chairperson will direct the faculty member to the Director of Equal Employment Opportunity.

3.  The faculty member must file a formal complaint with the Chairperson of the Rules Committee and request that a Convener and a Review Committee be appointed.

4.  If the faculty member elects to waive a hearing, the Review Committee will evaluate the evidence and base its findings and recommendations on such material.

5.  If the faculty member elects a hearing before the Review Committee, the specific procedures for the hearing are provided in the statement of Policies and Procedures for Processing Grievances at Wichita State University.

6.  After the hearing, the Review Committee will deliberate and submit its findings and recommendations to the vice president of the University having jurisdiction over the respondent.

7.  Following evaluation of the Review Committee's recommendations, the vice president will decide the case.

8.  Either party to the grievance may appeal this decision to the President.

Policies and Procedures for Processing Grievances for Faculty:

I.  General Information

A.  Internal Disagreements

To resolve internal disputes, to assure careful consideration of personnel actions and complaints, and to safeguard academic freedom, Wichita State University provides for the review of grievances filed by faculty members of the University.  The term "faculty member" refers to a person who, at the time the grievance is filed, is a full-time member of the faculty or who holds a fractional time appointment of .5 or more, and who holds the rank of assistant instructor, instructor, assistant professor, associate professor, or professor.  This grievance procedure cannot be used by classified staff, or by students.

Faculty members should turn to the grievance process only after the normal methods of administrative remedy have been tried.  Relief should be sought from at least one level higher in the administrative structure other than the department unit.

WSU and faculty assume that it is possible and desirable to resolve disputes through internal processes.  It is also assumed that the procedures are not the same as a court trial.  If a faculty member appeals to agencies outside the University before the internal grievance procedure has been completed, the President of the University may tell the Rules Committee to stop the review.

B.  Exclusions

Complaints based on the following are excluded from this grievance procedure:

• Tenure and Promotion
• Retrenchment
• Hiring Decisions
• Traffic Fines
• Library Fines
• Dismissal for Cause
• Sexual Harassment
• Complaints of Unlawful Discrimination
   

C.  Time Limits

The complaint form must be filed within three months from the date on which the grievance occurred or the date on which it became known.  Grievance hearings will not be conducted between May 18 and August 18.  Grievances filed during that period will be processed after August 18.

II.  Suspension of Faculty Member During the Proceedings

A faculty member may be suspended during a grievance if, in the judgment of the President, immediate harm to the faculty member or to others is threatened by continued service.  This suspension occurs without prejudice and, except in extremely unusual circumstances, without loss of compensation until the grievance procedures herein are concluded and the action of the vice president is taken pursuant to Section VIII L. of this policy.

III.  Initial Procedures in Processing a Grievance

Any faculty member who has a grievance must make a bona fide effort to resolve the matter through University channels at the most immediate level.  In most instances this should involve the chair, and if appropriate, the dean.  If discrimination is alleged, the faculty member may initially seek resolution by contacting the Director of Equal Employment Opportunity rather than the chair or dean.  If the complaint is directed against a faculty member, office, or entity outside the department, the grievant must also make a genuine effort to resolve the matter.

IV.  Formal Request for Review - Statement of the Problem

A faculty member who is unable to settle the dispute must obtain a complaint form from the Chairperson of the Rules Committee.  In discrimination cases, the faculty member should consult with the Director of Equal Employment Opportunity before contacting the Chairperson of the Rules Committee.  In discrimination grievances, if contacted first, the Rules Committee Chairperson will direct the faculty member to the Director of Equal Employment Opportunity.  The Rules Committee must decide whether the faculty member has made a bona fide effort to resolve the problem.  The complaint form requires the faculty member to describe the nature of the complaint, state the alleged improper action, and explain the desired redress.  This statement will serve as a petition requesting the Rules Committee to call together a Review Committee to review the matter.  Submission of a petition does not automatically entail investigation or a detailed consideration of the problem.  The Rules Committee will decide within five class days whether the grievance should be processed and a Review Committee formed.  A decision not to process the grievance may be appealed to the Faculty Senate President who will decide within three class days of receiving the appeal whether to overrule the decision.  If the petition is accepted, the Rules Committee Chairperson shall appoint a Convener and a Review Committee.  The Convener will see to it that the other parties to the action, the dean, and the appropriate vice president receive a copy of the written statement of the complaint within three class days of its receipt.

V.  Conveners

NOTE: The Convener is not a voting member of the Grievance Review Committee.  The Convener's role is that of an administrator and executive secretary.

A.  Conveners will be drawn from a panel of six faculty members.  This panel will be selected by the Agenda Committee of the Senate in consultation with the Chairperson of the Rules Committee and the Provost and Vice President for Academic Affairs and Research.  Panel members will serve three year staggered terms.

B.  The Chair of the Rules Committee will assign a Convener to each grievance within ten class days after the decision to process the grievance.

C.  Responsibilities of the Convener.  The Convener will:

1. Send, within three days of receiving it, a copy of the complaint to all parties to the action, to the dean, and to the appropriate vice president.
2. Schedule all meetings of the Review Committee.
3. Chair all meetings of the Review Committee.
4. Keep all parties informed.
5. Ensure that fair and proper procedures are followed.
6. File the final report with the appropriate vice president's office.
7. Act as secretary for all appeals of the grievance.

D.  The Provost and  Vice President for Academic Affairs and Research and the President of the Faculty Senate will arrange annual training sessions for Conveners.

VI.  The Review Committee

A.  Selecting the Review Committee

1. The Rules Committee will establish and maintain a pool of 30 or more faculty to act as potential Review Committee members.  Members of the pool will be selected at random from the eligible faculty in proportion to the numbers in each rank.  None of these may be members of the Rules Committee.  Persons selected must petition the Provost and  Vice President for Academic Affairs and Research to be excused from membership in the pool.
2. The pool will be representative of the University's faculty and include members of the federally defined protected classes.
3. Within ten class days after the Convener is appointed, a Review Committee of five will be chosen from the pool by the Chair of the Rules Committee.  In discrimination cases, the committee will contain representatives of protected classes.
4. Faculty may remove themselves from the case for bias or conflict of interest.  In addition, each party to the grievance will have a total of four challenges.
5. If any member of the Review Committee is unable to continue because of illness or for other good and sufficient reasons, a replacement agreeable to both parties will be named by the Chair of the Rules Committee or the committee may continue to operate with fewer members if agreeable to both parties.
6. Members of the Review Committee pool shall serve three-year terms.
7. Pool members will receive annual training in grievance procedures.  The Provost and Vice President for Academic Affairs and Research and the President of the Faculty Senate will arrange the training sessions.

B.  The Review Committee has the following responsibilities:

1. To attend all meetings called by the Convener.
2. To ensure that fair and proper procedures are followed.
3. To consider all pertinent and relevant evidence in the case.
4. To decide whether the allegations have been sustained by the evidence, determine whether a wrong has occurred, and to make recommendations concerning possible relief.
5. In discrimination cases, the Director of Equal Employment Opportunity will serve as technical advisor to the Review Committee.

VII.  Preliminary Activities

A.  The parties to the dispute will submit and exchange prepared written summaries of the major issues in the case at the meeting referred to in paragraph B.  The Convener will meet with the parties to:

1. Clarify and, where possible, simplify the issues.
2. Indicate what must be proved.
3. Establish the facts, if this is possible.
4. Provide for the exchange of documents and other information.
5. Arrange the use of witnesses and advisors.
6. Direct and/or implement such other reasonable actions by the parties as will make the final steps in processing the case fair, effective, and expeditious.
7. Establish a deadline for providing appropriate materials no later than five class days before the formal hearing.  The Convener will notify either or both parties of specific material/information requested by the Review Committee.

These activities must be completed within 15 class days after the appointment of the Convener.

B.  The Convener will call the Review Committee to its first meeting.  This meeting will be no later than ten days after the appointment of the Review Committee.  At this meeting the Committee will:

1. Review the procedures and responsibilities of the Review Committee.
2. Schedule its first hearing meeting.  The first hearing meeting will be no later than 15 class days after the appointment of the Review Committee.

NOTE: All parties should make every effort to cooperate with the Convener and each other during these preliminary activities.  Under unusual or extenuating circumstances the Convener may agree to reasonable extensions of deadlines.  However, if there are unjustifiable delays in the proceedings, the Convener may so advise the Review Committee.  At its discretion the Review Committee may determine that one or the other party is not cooperating, report this fact to the Rules Committee, and adjourn.  If the adjournment is accepted by the Rules Committee, the Convener will declare the proceedings closed and the process at an end.

VIII.  Hearing Procedures

A.  The Convener shall establish a time for the hearing, taking into account the needs of the parties.

B.  The Review Committee will judge what information it needs to decide the case and may request that either or both parties provide such additional information as it deems appropriate.  The Review Committee has no power of subpoena.  Attendance at the hearing and the submission of materials are voluntary.  Normally the hearing will be closed, but the Review Committee and both parties may decide that it should be open to the public.

C.  The hearing is not a court of law and should not be expected to follow the rules and procedures of a court.  However, the course of the hearing should exhibit every effort to ensure a thorough, fair, open, and impartial review.

D.  At the Review Committee's discretion, during the course of the hearing the grievant may be invited to amplify the statement of complaint; the other party may be asked to speak in defense; both parties may call witnesses; the Review Committee may question both parties and all witnesses.

E.  The parties to the grievance may invite an advisor from the Wichita State University community to be present and give counsel.

F.  No transcript of the hearing will be kept, but each committee member may keep notes to assist in preparing a report describing the proceedings, conclusions, and recommendations of the Review Committee.  A committee member's notes will be confidential and the work product of the committee member.

G.  When the Review Committee is satisfied that all reasonably available pertinent information has been presented, the Convener shall declare the hearing closed.

H.  The Review Committee shall deliberate in private in order to review the information presented and arrive at its recommendations.

I.  The Review Committee must submit a written report of proceedings, conclusions, and recommendations no later than ten class days after the close of the hearing.  The Convener will send the report to the parties of the dispute, the dean, and the appropriate vice president.  NOTE: The report should (1) restate the charges, (2) present the facts, (3) indicate whether a wrong occurred, (4) recommend what should be done.

J.  The Review Committee will make its recommendations to the vice president, who will decide to accept, reject, or modify those recommendations.  The existence of the grievance procedure assumes that the faculty recommendations will generally be accepted and will be rejected or modified only for compelling reasons.

K.  Either party has the right to make a final statement in writing to be sent to the vice president receiving the committee's report.  The statement must be submitted no later than five class days after receipt of the Review Committee's recommendations.

L.  The vice president will act on the matter within ten class days after the deadline of receipt of final statements mentioned in K.  Notice of final action shall be sent to the Convener.  The Convener will notify both parties, the dean, and the Review Committee of the action taken by the vice president.

M.  The written material presented by both parties to the Review Committee and the Review Committee's final report (Sec I. above) will be kept on file by the Provost and  Vice President for Academic Affairs and Research for three years.  This material will be held in confidence as personnel related material.

IX.  Appeal Procedures

A.  Either party to the grievance may appeal the decision of the vice president.

B.  Within ten class days from the date of the receipt of the vice president's decision, a letter requesting an appeal must be sent to the President, with a copy to the Review Committee Convener, who will assure that the dean, the vice president, Review Committee members, and the other party to the grievance are informed.

C.  The letter requesting the appeal must state the basis for seeking the appeal.  An appeal must be based on one or more of the following reasons:

1. The decision was not substantiated by the evidence,
2. The decision was erroneous in light of applicable University standards, policies, and/or procedures,
3. The procedures as outlined in this policy and/or as modified by the Review Committee (as allowed by the policy) were not followed, or
4. Actual bias on the part of the Review Committee and/or vice president.

D.  The other parties to the dispute and the Review Committee may submit written comments to the President regarding the appeal no later than five class days after receipt of the notice of the appeal.

E.  The President shall review the original materials, any statements sent by the parties to the vice president or the President regarding the grievance, and the vice president's final action.

F.  The President shall notify the vice president, both parties to the dispute, and the Convener of the Review Committee of his or her final action within ten class days of receipt of material.
 

5.4 /  University Policy Prohibiting Sexual Harassment
WSU Policies and Procedures --  http://webs.wichita.edu/inaudit/ch3_06.htm

I. INTRODUCTION
It is the policy of Wichita State University to prohibit discrimination against individuals or groups of individuals based on race, sex, religion, national origin, age or disability in all aspects of University life. To prevent discrimination, the University has adopted a variety of policy statements to educate and advise University constituencies. In addition, the University has adopted a comprehensive Affirmative Action Plan which outlines procedures that are aimed at eliminating discrimination.

In addition to being illegal, sexual harassment runs counter to the objectives of this University. When people, whether student, faculty, unclassified professional or classified staff feel coerced, threatened, intimidated, or otherwise pressured by others into granting sexual favors, their academic and work performance is likely to suffer. In addition, such actions violate not only the dignity of the individual, but also the integrity of the University as an institution for learning. Academic freedom flourishes when all are free to pursue ideas in a non-threatening, non-coercive atmosphere of mutual respect. Sexual harassment is thus harmful not only to persons involved, but also to the entire University community.

With the adoption of this policy on sexual harassment, Wichita State University reaffirms its commitment to maintaining an environment free of intimidation, fear, reprisal and coercion---one in which students, faculty, unclassified professionals and classified staff can develop intellectually, professionally, personally and socially.

II. RESPONSIBILITIES
All members of the University community are responsible for promoting a positive working and learning environment where all persons are free to discuss any problems or questions they may have concerning sexual harassment at the University, without fear of intimidation or retaliation. To that end, the University administration shall widely disseminate this policy and procedures prohibiting sexual harassment so that all members of the University community are fully informed of their rights and responsibilities.

A. University officials are committed to contributing to a positive learning and working environment by acting in a manner which is fair, by attempting to resolve complaints, and by educating members of the University community to eliminate prohibited activities and any acts of retaliation.

B. It is the obligation of administrators and supervisors who become aware of sexual harassment in their area of responsibility to take steps to prevent its continuation. Failure to do so is a violation of this policy.

C Persons experiencing unwelcome, harmful, or offensive behavior are encouraged to communicate directly with the person whose behavior is perceived or experienced as sexually harassing. Communicating directly that such behavior is unwelcome, harmful or offensive will often result in the resolution of the complaint prior to resorting to the University’s stated informal and/or formal complaint procedures.

D This policy is not intended and will not be implemented in such a way as to censor or punish students, faculty, or staff members for exercise of their First Amendment right to express their individual ideas and viewpoints on any topic. This policy is also not intended and will not be implemented in a way that infringes on academic freedom.

E University employees are cautioned against entering romantic and/or sexual relationships with any individual where a professional power differential exists even if that relationship is a consensual one. The potential for harassment claims arising out of such relationships makes them unwise. Examples of professional power differentials include romantic and/or sexual relationships between a faculty member and a student over whom the faculty member has a supervisory role, a classified supervisor and a employee who reports to the supervisor, or an unclassified professional supervisor and a student assistant/employee who reports to the supervisor. When a charge of sexual harassment is made, in this context, it may be difficult to show immunity on the grounds that the relationship was consensual.

F Claims of sexual harassment that are frivolous, vindictive and without support or merit may constitute a form of sexual harassment.

III. DEFINITION
Sexual harassment involves behaviors which interfere with an individual’s work or learning environment through unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct which unreasonably interferes with an individual’s work performance or educational experience, or creates an intimidating, hostile or offensive working or learning environment. To the extent that individuals are protected from a "hostile environment," it must be understood that the University cannot protect its constituents from verbal conduct which is upsetting, rude, or uncivil. A hostile environment complaint under this policy requires that a reasonable person in the complainant’s circumstances experiences conduct which is severe and/or pervasive enough that the conditions of such persons’ work or educational environment are altered.

In determining whether alleged conduct constitutes sexual harassment, it is necessary to look at the entire context and pattern of behavior. The clearest example of sexual harassment is an attempt to coerce an unwilling person into a sexual relationship by using an employment or educational relationship. However, any behavior, whether verbal or physical, constitutes sexual harassment if:

• A person is intimidated by the threat, overt or implicit, that any educational or employment decision may be affected by unwillingness to tolerate or accept sexual attentions.
• A person is required to tolerate or accept sexual attentions as a condition of employment or learning.
• Any educational or employment decision has been affected by a person’s refusal to comply with or tolerate inappropriate sexual behavior.
• The behavior creates an environment that a reasonable person of ordinary sensitivity would find intimidating, hostile, or offensive on the basis of sex, and which interferes with that person’s ability to work or learn.
• Any reprisals are taken for reporting or objecting to sexual harassment

IV. PROCEDURES
The procedures for dealing with sexual harassment issues and complaints are essentially similar for all persons at Wichita State University. The levels or types of procedures, namely Counsel and Advice, Informal Procedure and Formal Procedure, are consistent across all employment categories. An intent of this policy is to have the procedures of this policy compatible with existing related policies such as grievance procedures. Therefore, some differences in procedures exist among the major employment categories of classified, faculty, and unclassified professional. For students, existing established procedures are also recognized and utilized in this policy. The Counsel and Advice procedures are exactly the same for all categories. The informal and formal procedures for classified staff, unclassified professionals and students are presented with a combined set of procedures. The faculty procedures, while essentially parallel, are presented separately.

A. COUNSEL AND ADVICE
1 Regardless of an individual’s personal responsibility to deal with grievances directly and informally, this is not always practical in cases of perceived sexual harassment. The person may fear retaliation from the perceived harasser. Further, the perceived harassment may be of such a nature that engaging in such conduct violates not only reasonable standards of personal conduct, but the standards of professional conduct that the University expects and requires its professional employees to observe.

2 Individuals may, therefore, seek counsel and advice from various campus offices, such as the Counseling Center, or from trusted individuals in order to clarify in their own mind the situation they find themselves in, or to explore various means available for redressing their grievance.

3 When seeking counsel and advice, persons should keep in mind that:

Managerial employees of the University, such as department chairs, office supervisors, deans, etc., may be required by law or University policy on the prudent exercise of supervisory responsibilities to report even informal complaints of sexual harassment that come to them.

Managerial employees who are required by virtue of their position to report sexual harassment complaints to higher University authorities should so inform potential complainants and advise them where they can go for unofficial discussions if that is what the potential complainant is seeking.

Persons who want to pursue unofficial discussions should visit the Counseling Center, or speak to others in the University who do not have supervisory responsibilities.

Potential complainants should keep it in mind that neither the Affirmative Action Officer nor other University officers are permitted to be advocates for complainants in developing or pursuing a complaint. While these officers are obligated to enforce and implement University policy, they must seek to assure fairness to both parties and to protect the University’s interests. The University’s interest is in the fair treatment of all those involved in the process, while complying with its legal obligations as an employer.

B. FACULTY PROCEDURES

1. PERSONAL RESPONSIBILITY

a. In general, people should assume responsibility for dealing with the conflicts, misunderstanding, and grievances that arise from their interactions with other people in everyday life. This applies to perceived instances of sexual harassment and to other matters. It is always appropriate to inform a perceived harasser that his/her conduct is objectionable and to seek a mutual accommodation.

b. No one shall abridge a faculty member’s right to be accompanied to a meeting or discussion by a colleague of his/her choice. Other than as provided for below, all parties are obligated to protect the confidentiality of the proceedings.

2. INFORMAL PROCEDURE FOR FACULTY

a. When any member of the University community or applicant for employment or admission believes, in good faith, that he or she may have been sexually harassed by a faculty member, they may bring a complaint to any appropriate member of the University community, including any academic or administrative officer such as a dean, supervisor, the representative of the Office of Student Affairs, or department chair. Unless the complainant chooses to withdraw the complaint at the time of initial contact, the person contacted will refer the complaint either to the department chair of the faculty member accused in the complaint, or to the Affirmative Action Officer, as the complainant prefers.

b. Persons wishing to make complaints should take note that timely reporting of a complaint will greatly facilitate any subsequent investigation.

c. The chair or Affirmative Action Officer will interview the complainant and the accused faculty member, and seek to resolve the issues between them in a manner consistent with University policies and satisfactory to both parties.

d. If a satisfactory resolution is achieved, a factual report of the complaint, the accused faculty member’s response to it, and the basis of the complaint’s resolution, will be prepared by the chair or Affirmative Action Officer and signed by both parties. The signature of the parties will signify that they accept the resolution of the complaint as stated in the report and that they agree to abide by its terms.

e. Each party will receive a copy of the report. In addition, the report will be placed in the personnel or student files of both parties and will remain confidential under all circumstances within the University’s control. In the absence of similar complaints in the five years following the date of the report, both copies of the report retained by the University will be destroyed.

f. The fact that, within the stated time periods, a faculty member agreed to adverse findings in a complaint of sexual harassment may be used as evidence of a pattern of misconduct in a subsequent inquiry. However, a faculty member shall not be held accountable twice for the same misconduct if he/she had abided by the terms that resolved a previous complaint. Evidence of a pattern of misconduct may be used to justify more severe sanctions or penalties in a subsequent complaint. No claims of a pattern of misconduct will be allowed that are not substantiated by written reports signed by the faculty member, or by the findings of a formal hearing, or by direct testimony.

g. In the case of a student complaint against a faculty member where the faculty member makes counter allegations against the student, and where the inquiry by the department chair or Affirmative Action Officer finds merit in the faculty member’s counter allegations, the allegation against the student will be referred to the Office of Student Affairs for disposition. In the case of a classified or unclassified professional employee’s complaint against a faculty member where the faculty member makes counter allegations against the employee, and where the department chair or Affirmative Action Officer finds merit in the faculty member’s counter allegations, the allegations against the employee will be referred to the Office of Human Resources for disposition.

h. The parties to the complaint may invite an advisor from the Wichita State University community to be present and give counsel.

3. FORMAL PROCEDURES FOR FACULTY

a. In the event that informal procedures fail to resolve a complaint, either party may request a formal hearing.

b. When a case is appealed to a formal hearing because one or both parties is unwilling to accept the findings of the informal procedure, the case will be heard by a panel convened under the procedures of the Faculty Grievance process. At the complainant’s request, or if the dean of the college/school/University Libraries so determines, the complaint will be presented and argued at the hearing by the department chair, the Affirmative Action Officer, or another designated administrative officer. The complainant must appear as a party to the case, and must give testimony. Failure to do this will result in dismissal of the case. Both complainant and accused may be assisted during the hearing by a member of the University community of their own choosing.

c. As provided for in the Grievance Procedure, the Findings of the hearing panel will be reviewed by the Provost and Vice President for Academic Affairs and Research and the President of the University. The Presidents’s decision will be final in all matters. Although the President has final legal authority from the Board of Regents in personnel matters, the interest of the University in faculty self-governance and the principle of peer evaluation suggest that the recommendations of internal hearing panels will generally be accepted. In cases where the recommendations of an internal panel are not accepted, the President will discuss the basis for his/her decision with the internal hearing panel as well as the direct participants in the grievance process. If additional or new information or evidence is brought to the attention of the Provost and Vice President for Academic Affairs and Research or the President of the University during their respective reviews, the internal hearing panel should be reconvened to hear said additional or new information or evidence to consider whether revisions of its original findings and recommendations are justified.

d. Neither findings of fact, assessments of responsibility, nor sanctions or penalties recommended or imposed after a formal hearing require the approval or agreement of either party involved in the complaint.

e. The final report of the hearing panel, and a record of the final decision by the President regarding the complaint will be provided to each party and placed in the personnel or students files of both parties.

f. The University will protect the confidentiality of the report under all circumstances within its control, except that it may report the filing and resolution of a complaint, and imposition of sanctions or penalties without identifying the parties or their departmental or college/school/University Libraries affiliations. In the absence of similar complaints in the next five years, both copies of the report retained by the University will be destroyed. While the full report may be destroyed, a record of the fact that sanctions or penalties were imposed and agreed to will be retained permanently in the personnel record and may be reported to potential employers.

g. All complaints of sexual harassment will be initially reviewed according to the procedures in this policy. In some cases, however, a formal hearing panel may recommend, or the administration may determine, that a faculty member found guilty of sexual harassment should be dismissed for cause due to the nature of his/her offense. In that case, the Provost and Vice President for Academic Affairs and Research will refer the case to the Dismissal for Cause procedure. The issue in those proceedings shall be whether the offense of which the faculty member has been found guilty warrants dismissal, or whether a lesser sanction is appropriate. The dismissal proceedings may consider alleged mitigating circumstances, but shall not retry the question of guilt. If the dismissal case is rejected, the original hearing panel in the harassment case will, if necessary, recommend a lesser sanction, and the disposition of the case will proceed as provided for in this policy.

C. PROCEDURES FOR CLASSIFIED AND UNCLASSIFIED PROFESSIONALS

1. INFORMAL PROCEDURES
a. Any member of the University community or applicant for employment or admission who, in good faith, believes that he or she may be experiencing sexual harassment may bring such a complaint to any appropriate member of the University community, including any academic or administrative office of the University. For example, any dean, director, supervisor, department chair, or advisor may serve as the initial contact for an informal complaint. Successful resolution efforts will be greatly facilitated by the timely reporting of complaints. The more time that elapses, the more difficult it will be to ascertain the truth of the matter and pick appropriate remedial action.

b. Upon receipt of a possible sexual harassment complaint, the University officer, administrator or other person shall promptly notify the Affirmative Action Officer of the existence of the complaint. The Affirmative Action Officer shall maintain a record of the informal complaint as well as the result of the informal procedures.

c. The responsible University official to whom the complaint was brought or the Affirmative Action Officer shall function as a mediator to attempt to resolve informally the complaint of sexual harassment. To this end, the mediator’s responsibilities are:

• Listen to the complaint, and assist the complainant in clarifying his/her experiences and feelings.

• Advise complainant on his/her options, both informal and formal.

• At the request of complainant, talk to the person against whom the complaint is brought in an attempt to work out a satisfactory solution and convey to the complainant the results of that discussion.

• If the complainant is pleased with the outcome of the mediation process, the matter ends there.

2. FORMAL PROCEDURE FOR CLASSIFIED AND UNCLASSIFIED PROFESSIONALS AND STUDENTS
Procedures for resolution of formal complaints should be thorough yet expeditious. Should a formal review be deemed necessary, both the complainant and the person against whom the complaint is brought (the respondent) will be informed of the content of the complaint and will have a full opportunity to be heard. All parties will be able to obtain information about the progress of the review. The time period required for the review may vary from case to case, but all parties will be informed if an extended delay is anticipated. Normally the review period will be completed within sixty days. The Affirmative Action Office representative and the responsible administrator must remain impartial during the administrative process and work in concert to ensure that all involved be treated fairly.

A. PROCEDURES:

1. Report the complaint to the University administrator responsible for the department or other unit in which the harassment is believed to have occurred (henceforth referred to as the responsible administrator), unless that person is already personally involved or is already aware of the behavior that is the subject of the complaint. In some cases there may be more than one responsible administrator. For students with complaints of harassment by other students, the designated administrators in the Division of Student Affairs are identified as the responsible administrator. The complaint may also be initiated directly with the University Affirmative Action Officer.

2. Complaints filed later than 180 days from the most recent occurrence normally will not be considered due to the fact that with the passage of time it becomes more difficult to investigate a complaint. However, a complainant who files after 180 days will have the opportunity to argue that special circumstances exist and request that the complaint be submitted for investigation, or mediation or administrative action in light of special circumstances.

3. If a complaint is made to the responsible administrator, that individual will confer with the appropriate Affirmative Action Office representative concerning the resolution of the complaint. Likewise, should the complaint be made to an Affirmative Action Officer, the Officer will confer with the responsible administrator. If the substance of the complaint warrants further review, both administrators, acting together, will review the complaint. If a complaint is made to the Division of Student Affairs, a staff member will contact the Affirmative Action Officer.

4. The Affirmative Action Officer and the responsible administrator will conduct an interview with the complainant to acquire a thorough understanding of the complaint. A written statement of the complaint will be developed by the complainant. The responsible administrator and the Affirmative Action Officer will offer assistance to the complainant in the development of this written statement.

5. The Affirmative Action Officer and the responsible administrator, after consultation as necessary, will determine whether the complaint, as reported, alleges sexual harassment in violation of Wichita State University Policy Prohibiting Sexual Harassment. The conclusion(s) reached will be communicated to the complainant. The responsible administrator will communicate the conclusion(s) to the respondent of the complaint.

6. If it is concluded that further inquiry is warranted, a meeting will be scheduled with the Affirmative Action Officer, the responsible administrator, the respondent, and a fourth person if the respondent chooses to bring one person for personal support. At that meeting the respondent will receive both a verbal explanation and the written statement of the complaint. The respondent will have access to relevant information pertaining to the complaint and will be given the opportunity to respond, but is under no obligation to respond immediately. The respondent also will be cautioned against retaliation and to maintain confidentiality. Future meetings may be scheduled to allow the respondent the opportunity to reflect and respond to the complaint.

7. If the respondent chooses to make a written response to the complaint, the responsible administrator and the Affirmative Action Officer will offer assistance to the respondent, if needed, in the development of the written response.

8. With or without a response from the respondent, the Affirmative Action Officer and the responsible administrator may interview other persons who have specific knowledge about the alleged incidents(s). Persons interviewed will be informed 1) that the fact that an investigation is underway should not lead to any assumed conclusion and 2) to maintain confidentiality.

9. A determination will be made, after completion of all interviews, as to whether a violation of the Policy Prohibiting Sexual Harassment has occurred.

10. If it determined that sexual harassment has not occurred, both the complainant and the respondent will receive letters stating the steps that have been taken in the review process and the determination from the administrators involved in the review.

11. If it is determined that harassment has occurred, the following measures will be taken.

1. Both the complainant and the respondent will receive letters from the administrators involved in the review outlining the steps taken in the review process, the determination made and the sanctions to be imposed.
2. Sanctions will be devised in accord with the seriousness of the behavior. Sanctions may range from admonishment to, in extreme cases, a recommendation for dismissal.
3. Steps will be taken to prevent further acts of harassment.
4. Steps will be taken to prevent acts of retaliation for bringing the complaint.
5. If a remedy exists and is within the ability of the University community to provide, then a recommendation to that effect may be made.

V. CONFIDENTIALITY
It is the obligation of administrators and supervisors to whom a complaint of sexual harassment is brought to maintain confidentiality. This will not preclude investigation, allowing respondents to reply to a complaint or provision of a remedy to persons injured by acts of harassment where that is practical.

VI. APPEAL BEYOND THE ADMINISTRATIVE PROCEDURES

A. Complainants who believe that a satisfactory resolution of their complaint of sexual harassment has not been reached by the administrative process described above may take their complaint, within 90 days, to the appropriate Grievance Review Committee. Unresolved complaints of sexual harassment by students against other students may also be heard by the appropriate student judicial council.

B. Any employee of Wichita State University aggrieved by sanctions imposed in relation to an alleged act of sexual harassment may appeal through the appropriate grievance procedure.

VII. TRAINING
The Affirmative Action Officer of Wichita State University is responsible for providing training to all University employees concerning sexual harassment issues and procedures. The training program should be designed to: 1) sensitize employees to the rights and responsibilities of all concerned parties; 2) provide supervisors and administrators with current information on applicable laws, rules, regulations and procedures; and 3) demonstrate appropriate techniques for the careful investigation and mediation of sexual harassment allegations.

VIII. DISSEMINATION
The University administration shall make every reasonable effort to inform all members of the University community regarding the proper procedures and persons available for the handling of sexual harassment complaints. In particular, this information should be communicated to all new students and employees as an integral part of their orientation experience

Adopted by the Faculty Senate8/26/98  ---  Signed by the President 10/96
Rev. 8-4-00

5.41 / Sexual Assault  -- 
WSU Policies & Procedures ---http://webs.wichita.edu/inaudit/ch3_07.htm

Purpose:
To bring Wichita State University into compliance with the Federal Campus Security Act which mandates that the University distribute basic information about University policies and programs related to sex offenses.

The purpose of this document is to describe basic information about University policies and programs related to sex offenses.  Federal law mandates that this information be made available to all faculty, staff and students at Wichita State University.

Educational Programs:
Educational programs regarding sex offenses are offered by the following:

• Women's Opportunity and Resource Center
• The Office of Student Life and Services
• Student Housing
• WSU Police Department
• Student Health Services
• Office of International Programs
• Selected academic courses

Potential Sanctions:
Sanctions for those responsible for rape, acquaintance rape or other sex offenses (forcible or non-forcible) will be reviewed and considered using existing policies and procedures for faculty, unclassified professional employees or classified employees, as appropriate, and can include the terminiation of employment.
 

Procedures to Follow After a Sex Offense:
If a sex offense occurs, the victim is strongly encouraged to report the information to the WSU Police Department and to seek medical attention.  It is important that evidence be preserved for the investigation of the incident.  That means that clothes should not be discarded, and the victim should not shower or bathe in other ways.  The victim can report the incident to the Office of Human Resources if he or she does not wish to report it to the police.  If the victim has bathed after the incident, a report should be filed.

Notification Options:
The victim is strongly encouraged to notify the WSU Police Department after an incident.  The Office of Human Resources is available to assist the victim in filing such a report.

Services for Victims:
Services are available on campus to assist the victims of sexual assault on an immediate and ongoing basis. Medical follow-up is provided by the student health services.  Counseling support is available through the Counseling and Testing Center, the Women's Resource Center, the Office of Student Life and Services and the Wichita Sexual Assault Center.  Other assistance is available from any staff member of the Office of Human Resources.
 

Implementation:
This policy shall be included in the WSU Policies and Procedures Manual and shared with appropriate constituencies of the University.

The Director of Human Resources and the Vice President and General Counsel shall have primary responsibilty for publication, dissemination and implementation of this University policy.

Revision Date:
November 13, 2006

5.5 / Professional Development
WSU Policies and Procedures --  http://webs.wichita.edu/inaudit/ch5_07.htm

Professional development and continuing professional education are essential elements in an institution's quest for academic quality. At Wichita State University, the primary responsibility for professional development rests with the individual. Increasing effectiveness in teaching, research, and service is expected of each member of the faculty.

In an era of limited resources, however, the institution is developing a variety of opportunities for faculty to obtain the resources needed for professional growth. Within the limits of its capabilities, the University provides some funds for travel to professional meetings. Each fall and spring, the University research committee awards small grants to faculty who need some support to initiate or complete a research project.

Various offices throughout the institution offer programs directed at the improvement of instruction such as the University College/School advising offices and the Testing Center within the Counseling Center. The Counseling Center staff is available to faculty and staff who wish to discuss personal and professional issues. Each year, a number of seminars and dialogue groups are provided in which professional and instructional issues are discussed. The Provost and Vice President for Academic Affairs and Research' office can also arrange part-time administrative internships for faculty seeking new perspectives on the institution.

Finally, faculty are advised to take advantage of the many seminars, workshops, and presentations provided often on an informal and ad hoc basis by a number of academic units and interest groups.

5.51 / Faculty Awards
Wichita State University through the WSU Board of Trustees has three university-wide awards. The first is for excellence in teaching, the second is for the advancement in teaching, and the third is awarded to a scholar new to WSU. The recipients of the awards are announced at commencement.

5.6 / Faculty Right to Academic Freedom
WSU Policies and Procedures --  http://webs.wichita.edu/inaudit/ch5_08.htm

The University's position on academic freedom includes the following:

The teacher is entitled to full freedom in research and in the publication of the results, subject to the adequate performance of the teacher's academic duties. The faculty member is entitled to freedom in the classroom in discussing the subject, but the faculty member should be careful not to introduce controversial matter which has no relation to the subject.

The faculty member is a citizen, a member of a learned profession, and an officer of an educational institution. When the faculty member speaks or writes as a citizen, the faculty member should be free from institutional censorship or discipline, but the faculty member's special position in the community imposes special obligations. As a person of learning and an educational officer, the faculty member should remember that the public may judge the profession and the institution by the faculty member's utterances. Hence, the faculty member should at all times be accurate, should exercise appropriate restraint, should show respect for the opinions of others, and should make every effort to indicate that the faculty member is not an institutional spokesperson. 

5.61 / Rights & Responsibilities of Academic Professionals and Collegiality
WSU Policies and Procedures --  http://webs.wichita.edu/inaudit/ch5_08.htm

Faculty members are at one and the same time employees of the University, members of learned professions, and members of the Faculty of the Wichita State University. Each of these roles carries with it various rights, responsibilities, and privileges. Together, these rights, responsibilities, and privileges define the profession of the university professor as teacher, scholar, and public servant.

As employees of the University, faculty members are subject to policies adopted by the University; policies, procedures, and regulations adopted by the Kansas Board of Regents; and various laws and regulations established by the State of Kansas governing the conduct of its employees.

As members of learned professions, faculty members share with colleagues throughout the nation and the world, including members of the university administration, responsibility for the discovery, dissemination, and preservation of knowledge in their chosen fields. They also enjoy the rights and privileges necessary to the work of scholars and teachers, many of which have been explicitly recognized and sanctioned by the Kansas Board of Regents in its enactments. These include academic freedom, as defined in the American Association of University Professors 1940 Statement of Principles, and its various interpretative statements.

As members of the Faculty of the Wichita State University, faculty members have specific rights and responsibilities with respect to the academic rules, regulations, and programs of the University, University governance, and Faculty governance. These rights and responsibilities are outlined and summarized in this Handbook. These specific provisions reflect standards and expectations recognized by the academic professions throughout the United States.

The principles that govern the resolution of disputes at the Wichita State University are those of collegiality and consultation. Preferably, the consultation is among the parties directly involved in the dispute, and results in a decision which all parties accept. When this fails, for whatever reason, the parties involved may wish to bring in other members of the university community, either informally, by invitation, or formally, by invoking specific rights of appeal provided for in this Handbook.

Collegial relationships among faculty members, and between faculty members and administrative officers of the University, are based on a mutual recognition of, and respect for, the various roles that faculty members and administrators play, and the rights, responsibilities and privileges involved in these roles. For example, faculty members should respect the lawful authority of administrative officers of the University, who exercise supervisory responsibility for the University, on behalf of the Kansas Board of Regents and the State of Kansas. At the same time, administrative officers should respect the scholarly, creative, and professional rights of faculty members, based on their status as members of the learned professions.

When disputes arise over the proper interpretation of faculty rights, responsibilities, and privileges, the expectation is that these disputes will be resolved after consultation between the parties involved, and generally within the framework of established lines of authority. Normally, disputes are resolved in consultation with the chair of the department; failing that, in consultation with the dean of the college/school/University Libraries; failing that, in consultation with the Provost and Vice President for Academic Affairs and Research; and failing that, in consultation with the President of the University. Extraordinary circumstances will dictate appropriate modifications consistent with these expectations.

When disputes cannot be resolved through such informal consultation, this Handbook provides other means of resolving various disputes. These include (but are not limited to): appeal of tenure and promotion recommendations to college/school/University Libraries or university level committees, or to the President; appeals of curricular and academic policy questions to the faculty of a college/school/University Libraries, or to the University Faculty; placing an issue before the Faculty Senate; employing the Faculty Grievance Procedure. In each of these cases, the matter in dispute is placed before colleagues and peers for their consideration, judgment, and recommendation. There are few, if any, matters for which the University does not provide some formal means of appeal for review or reconsideration of a decision affecting a faculty member.  

5.62 / Faculty Ethics Statement
WSU Policies and Procedures --  http://webs.wichita.edu/inaudit/ch5_08.htm

The Faculty Senate adopted the following statement on faculty ethics on November 8, 1982:

I. Faculty members, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end they devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although they may follow subsidiary interests, these interests must never seriously hamper or compromise a faculty member's freedom of inquiry.

II. As teachers, faculty members encourage the free pursuit of learning in their students. They hold before the student the best scholarly standards of their discipline. They demonstrate respect for the student as an individual and adhere to their proper roles as intellectual guides and counselors. They make every reasonable effort to foster honest academic conduct and to assure that they evaluate students according to their true merits. They respect the confidential nature of the relationship between teacher and student. They avoid any exploitation of students for private advantage and acknowledge significant assistance from them. They protect the student's academic freedom.

III. As colleagues, faculty members have obligations that derive from common membership in the community of scholars. They respect and defend the free inquiry of their associates. In the exchange of criticism and ideas they show due respect for the opinions of others. They acknowledge their academic debts and strive to be objective in their professional judgment of colleagues. They accept their share of faculty responsibilities for the governance of their institution.

IV. As members of their institution, faculty members seek above all to be effective teachers and scholars. Although they observe the stated regulations of the institution, provided these do not contravene academic freedom, they maintain their rights to criticize and seek revision of them. Faculty members determine the amount and character of the work they do outside their institution with due regard to their paramount responsibilities within it. When considering interruption or termination of their service, they recognize the effect of their decision upon the program of the institution and give due notice of their intention.

V. As members of their community, faculty members have the rights and obligations of any citizen. They measure the urgency of these obligations in the light of their responsibilities to their subject, their students, their profession, and their institution. When faculty members speak or act as private persons, they avoid creating the impression that they speak or act for their college/school/university Libraries or university. As citizens engaged in a profession that depends upon freedom for its health and integrity, faculty members have a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.  

5.63 / Resolution on Academic Freedom and Campus Disruption
The following resolution on academic freedom and campus disruption was adopted by the Board of Regents on June 19, 1970: 

WHEREAS, the Members of the State Board of Regents recognize that academic freedom is a necessary adjunct of higher education in the State of Kansas, and,

WHEREAS, academic freedom includes not only the right of dissent, but also the freedom to pursue academic aims by all segments of our colleges and universities, and,

WHEREAS, small numbers of the student bodies and/or employees of Kansas state colleges and universities are pursuing activities deliberately designed to, and which do, disrupt regularly scheduled activities of said institutions, and,

WHEREAS, disciplinary boards organized to provide student and faculty review of disruptive actions are, at times, harassed and delayed in conducting said reviews, and,

WHEREAS, the interest of citizens and taxpayers of the State and of the majority of students and faculty is detrimentally affected.

NOW, THEREFORE, BE IT RESOLVED, by the State Board of Regents that the chief administrative officer of each of the state universities and colleges be hereby directed to immediately suspend any employee, faculty member or student of said institution where said student, faculty member or employee is engaging in activities deliberately designed to, and which do, disrupt the normal and ordinary process of education and training offered by said institutions, said suspension to remain in effect pending such procedural steps as may be required under the rules and regulations of the state institutions and the laws of the State of Kansas. The heads of the state institutions shall take such action as is necessary to stop such activities.

BE IT FURTHER RESOLVED, that this action not be considered as limiting any authority of said chief administrative officers in the performance of their duties.

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Wichita State University
Faculty Senate
1845 Fairmont
Box 111
Wichita, Kansas 67260-0111
(316) 978-3504
Email: bobbi.dreiling@wichita.edu