/ FACULTY HANDBOOK MICHIGAN STATE UNIVERSITY \ ' • ' , 'f' I ,. ' '•, ' I MICHIGAN STATE UNIVERSITY ... FACULTY HANDBOOK SUPPLEMENTS These supplements to the Faculty Handbook are for use with the 1971- 72 handbook in the interim before the new handbook currently in preparation is issued. Office of the Provost September 1978 Supplement to Faculty Handbook 1971 -1972 Interim Faculty Grievance Procedure The Interim Faculty Grievance Procedure was approved by the Aca demic Council, May 9, 1972 and by the Board of Trustees, May 19, 1972. 1. Definitions and Exclusions 1.1 Any Michigan State University faculty member (either full-time or part-time) with the rank of professor, associate professor, assistant professor, lecturer, instructor, assistant instructor, research associate, specialist, or librarian, including those with administrative duties, may initiate a grievance procedure, alleging a violation, misinterpretation, or misapplication of existing policies and legislation in the appropriate unit of the University with the administrative officer of the unit where the grievance is alleged to have occurred. 1.2 The provisions of this document shall not preempt or replace the functions of the Anti-Discrimination Policy and Pro cedures or of the University Tenure Committee except to provide procedures for the appeal of administrative decisions not to reappoint non-tenured faculty in the tenure stream. 2. Grievance Strudure 2.1 The Faculty Affairs and Faculty Compensation Committee (F AFCC) shall serve as a University grievance advisory committee. 2.1.1 The F AFCC shall meet with the Provost and the Presi dent of the University to present and discuss a slate of qualified individuals from which it shall recommend one person for appointment as the Faculty Grievance Official (FGO). It shall also meet with the Provost and the President to review the official's term of office and to recommend about his reappointment. 2.1.2 The F AFCC shall consult with the Provost and Presi dent concerning an appropriate salary, budget, office facility and staff for the Faculty Grievance Official. 2.1.3 The FAFCC shall conduct a continuing review of de partment or other unit, college, and university griev ance procedUI'es established by or in conformity with this document or provided by the Faculty Grievance Official to determine their adequacy, to determine their conformity to the guidelines herein established, and to recommend revision in established procedures. 1 Interim Faculty Grievance Procedure 2.1.4 The F AFCC shall participate in the grievance pro cedure as provided in this document. 2.2 There shall be appointed a Faculty Grievance Official whose office shall be independent of the existing administrative structures of the University. 2.2.1 At the recommendation of the F AFCC, the President with approval of the Board of Trustees shall appoint the Faculty Grievance Official (FGO). 2.2.1.1. At intervals not to exceed 5 years, the F AFCC shall review the desirability of continuing the appointment of the FGO. At the same time, the FGO shall be consulted by the F AFCC concerning his interest and willingness to continue. 2.2.2 The FGO shall receive and make every reasonable effort to resolve grievances. 2.2.3 The FGO shall attempt to assure that all hearings pro vided for in this document are conducted with the appropriate due process. 2.2.5 2.2.4 The FGO shall advise grievants about appropriate pro cedures to follow for the resolution of their grievances. In the event of a formal hearing, the FGO shall assure that prescribed procedures are followed expeditiously. 2.2.6 The FGO shall have ready access to all administrative officials and faculty of the University and to all infor mation and records which in his judgment are essential to the resolution of a particular grievance. He shall make such information and records available to a grievant if, in the FGO's judgment, the grievant has need of them for the resolution of a particular grievance. 2.2. 7 The FGO shall be responsible for recommending to the F AFCC changes in existing grievance procedures for the faculty. 2.2.8 The FGO shall report once each term to the F AFCC and once each year to the Academic Council. 2.2.9 The FGO shall sit as an ex officio member of the Aca demic Council. 2.2.10 The FGO advises and assists the faculty and adminis tration in grievance matters, and he also studies and evaluates grievance procedures in broad and important ways. However: 2.2.10.1. he shall exercise no powers beyond those delegated to him; 2.2.10.2. he shall not make University policy or re- 2 Supplement to Faculty Handbook 1971-1972 place established legislation or judicial pro cedures; 2.2.10.3. he shall not serve as advocate for any party on any grievance; 2.2.10.4. he shall respect the confidentiality of records and the privacy of either or both parties in a grievance; 2.2.10.5. he shall not be eligible to participate in any department or other unit, college, or Univer sity grievance procedure established by or in conformity with this document, except in his official capacity as FGO. 2.2.11 It shall be the responsibility of the FGO to provide procedural guidelines for those departments, units, or colleges which request them or which lack adequate procedure. 2.3 Each department, college, or other academic unit shall estab lish a grievance procedure that assures due process for individ uals or groups (see Article 4) and that accords with the following guidelines: 2.3.1 Records shall be kept and consulted throughout the informal and formal phases of each case. 2.3.2 Records of all formal proceedings shall be filed with the Faculty Grievance Official. 2.3.3 A verbatim transcript of a hearing shall not be neces sary. A tape recording of all hearings shall be kept. Where it is judged desirable by the FGO or requested by the grievant or the University, such a transcript shall be made. The total cost of the record shall be paid by the requesting party or shall be shared equally by the parties, if the FGO or both parties to the grievance request a transcript. 2.3.4 Should unit procedures call for a hearing committee it shall serve throughout an entire proceeding. 2.3.5 Any hearing committee shall take precautions to avoid any conflict of interest on the part of its members. 2.3.6 Where bearing committees are established they shall be selected by procedures other than administrative ap pointment. 2.3.7 The issues in the proceeding shall be clearly stated to all involved parties. 2.3.8 Grievance procedures shall be conducted in good faith. 2.3.9 Formal hearings shall be closed unless both parties consent to an open hearing. 3 Interim Faculty Grievance Procedure 2.2.10 The privacy of confidential records used in the hearing shall be respected. 2.3.11 Hearings shall be conducted and completed within 30 days. 2.3.12 Decisions will conform to existing University policy and legislation in the appropriate unit of the University. 2.3.13 Where hearing committees are used decisions will be reported in writing to the administrative head of the appropriate unit for his consideration and action. 3. Grievance Procedures 3 .1 When a faculty member has a grievance, he may discuss the matter in a personal conference with the FGO. 3.1.1 The FGO shall make every reasonable effort to resolve a grievance informally. The FGO may recommend dropping the grievance as lacking in merit, outside the jurisdiction of the faculty, or for other just cause. Such a recommendation, however, shall not be binding on the grievant. If the grievance is not resolved informally, the FGO shall recommend the appropriate grievance channel, such as a department, college, or University hearing board; the University Faculty Tenure Committee; or the Anti Discrimination Judicial Board. The FGO shall determine the appropriate level at which a grievant may file. (B.T. 1-12-73.) 3.1.2 3.1.3 At the written request of the grievant, the FGO may initiate a formal grievance procedure to resolve the grievance by referring it in writing to the appropriate director, chairman, dean, or Provost. 3.1.4 The FGO shall have ready access to all University persons and information which in his judgment are essential to the resolution of a particular case. He shall respect the privacy of confidential records and of all persons with whom he speaks. 3.1.5 The FGO shall maintain records of all grievances, formal proceedings, findings, and decisions. 3.1.6 For just and demonstrable cause, the FGO may extend any of the time limits imposed in Articles 2, 3, and 4. 3.2 A faculty member may initiate a grievance procedure inde pendently by written request to the appropriate director, chairman, dean, or to the Provost. 3.3 A written request for a formal grievance procedure must be made within 30 days of the grievant's first knowledge of the alleged violation. 4 Supplement to Faculty Handbook 1971-1972 3.4 All written requests for formal grievance procedures shall state the grievance and the redress sought. 3.5 Any time formal proceedings are initiated, the appropriate director chairman, or dean shall send written notification to the FGO and may request him to assist in attempting to achieve an informal resolution. 3.6 If a grievance is not resolved informally or if a procedure has been initiated in writing within a department or unit, a reso lution of the grievance may be sought according to the pre scribed department or unit procedure. A formal grievance procedure shall begin within 14 days of the written request. 3.6.1 The director or chairman shall provide written notifi- cation to the grievant and to the FGO of the result of the hearing and of his decision within 14 days of the completion of the procedure. 3.6.2 Failure to provide written notification shall result in 3.6.3 automatic appeal. If the grievance is not satisfactorily resolved, either party may appeal the decision within 14 days by re questing, in writing, the FGO to initiate a hearing at the college level. Either party may independently ap peal within 14 days at the college level by written request directly to the dean. 3.6.4 Failure to appeal within the prescribed time constitutes acceptance of the decision. 3.7.2. 3.7 If a grievance is referred in writing to the dean of a college, a resolution of the grievance shall be sought according to prescribed college procedures. A formal grievance procedure shall begin within 14 days of the written request. 3.7.1 The dean shall provide written notification of the re sults of the hearing and of his decision to the grievant and to the FGO within 14 days of the completion of the hearing. If the college hearing is the first hearing of the griev ance or if the grievance concerns non-reappointment of non-tenured faculty in the tenure system and origin ated at the unit level and if the grievance has not been satisfactorily resolved, either party may appeal the decision within 14 days by requesting, in writing, the FGO to initiate a hearing by the University Appeals Board. Either party may independently appeal within 14 days at the University level by written request directly to the Provost. 5 Interim Faculty Grievance Procedure 3.7.3 If the college hearing is the second hearing (the first having been a department or other academic unit hear ing), the decision shall be forwarded to the President of the University for action according to Article 5. 3.7.4 Failure to appeal within the prescribed time constitutes acceptance of the decision. 3.8 If the grievance is referred in writing to the Provost, a resolu tion shall be sought according to the following University procedures. 3.8.1 If the University hearing is the first hearing of the grievance, a University Hearing Board shall be estab lished by the F AFCC in the following manner: 3.8.1.1. A Hearing Board shall consist of 7 members, selected by lot from a panel of 15 members to be drawn by lot from the faculty. All drawing shall be conducted by the F AFCC. 3.8.1.2. The FAFCC shall meet with the parties to the grievance for the purpose of final selection of Hearing Board members. Upon presentation of the names of the seven selected for the Board, each party shall have the right to challenge any member for cause and, in addi tion, each party shall have the right of two peremptory challenges. Cause shall be deter mined by the F AFCC. After each challenge, the F AFCC shall select another member from the panel, and shall replenish the panel when ever necessary. 3.8.1.3. Faculty members unwilling or unable to serve may be excused for cause by the FGO and others substituted for them, selected as above. 3 .8.1.4. The F AFCC shall announce the Hearing Board after selection has been completed. 3.8.2 The Hearing Board shall conduct a hearing according to the procedures herein established. 3.8.2.1. The FGO shall assemble the Hearing Board. He shall select the Presiding Officer from a list, established by the F AFCC, of faculty qualified to conduct hearings. 3.8.2.2. The Presiding Officer shall not be a voting member. 3.8.2.3. The Presiding Officer shall establish the rules of procedure consistent with due process and with guidelines stated in 4.2. 6 Supplement to Faculty Handbook 19~1-1972 3.8.2.4. If a University Hearing Board loses three of its members, the hearing shall be terminated and a new one shall be initiated according to the guidelines in this document. 3.8.3 A University Hearing Board may decide as follows: (a) There has been no violation of the rights of the faculty member. (b) There has been a violation of the faculty member's rights. 3.8.3.1. When a University Hearing Board finds that there has been a violation of a faculty mem ber's rights, the Hearing Board shall determine the appropriate means of redress. Decisions shall not conflict with existing policy and legislation in the appropriate unit of the University. 3.8.3.2. Upon completion of the hearing, the Hearing Board shall present its decision, in writing, to the Provost. 3.8.4 The Provost shall provide written notification of the result of the hearing and of his decision to the parties, to the grievance, and to the FGO within 14 days of the completion of the hearing. If the grievance is not satisfactorily resolved, either party may appeal the decision within 14 days by re questing, in writing, the FGO to initiate through the Provost a hearing by the University Appeals Board. 3.8.6 Failure to appeal within the prescribed time constitutes 3.8.5 acceptance of the decision. 3.8.7 A University Appeals Board shall be established from which Appeals Panels shall be selected. 3.8.7.1. Each college shall select one tenured faculty member for a 3-year term. The non-college tenured faculty will select 2 members for 3-year terms. Initially members shall be se lected from 5 colleges and one non-college for one year, 5 colleges and one non-college for 2 years, and 6 colleges for 3 years. 3.8.7.2. Eight non-tenured members shall be selected for' 2-year terms. These members shall be rotated between the colleges. Initially 4 mem bers shall be selected for one year and 4 members for 2 years. 3.8.7.3. Appeals Panels shall consist of 5 members se- 7 Interim Faculty Grievance Procedure Iected at random by the FGO from the members of the University Appeals Board ex cept for grievances concerning non-reappoint ment of non-tenured faculty in the tenure system. *3.8.7.4. Appeals Panels for grievances concerning non reappointment of non-tenured faculty in the tenure system shall consist of 3 faculty members selected by the University Faculty Tenure Committee its membership followed by the selection of 2 faculty members at random by the FGO from the University Ap peals Board such that the resulting Appeals Panel shall consist of 3 tenured and 2 non tenured faculty members. from 3.8.7.5. All hearings conducted by the Appeals Panels shall commence within 14 days of the appeal to the University Appeals Board. Hearings shall observe the guidelines set forth in 2.3.1 through 2.3.13 and the principles of due process outlined in Article 4. The FGO or his designee shall serve as an ex officio chair man of Appeals Panels. 3.8.7.6. The decision of an Appeals Panel shall be reported to the President of the University. 4. Due Process 4.1 The due process outlined in this article and the guidelines set forth in 2.3.1 through 2.3.13 shall govern the procedures of University Hearing Boards and University Appeals Board. 4.2 At least 72 hours prior to a hearing, the presiding ofifcer of a hearing body shall provide the following to all parties: (a) The written statement from the grievant of sufficient par ticularity to enable the parties to prepare their cases. (b) Written notification of the time and place of the hearing. (c) A copy of this document and all other relevant documents as determined by the presiding officer. 4.3 All parties shall be entitled to appear in person to present their case to the hearing body, and may call witnesses on their be half. Any party may elect not to appear before the hearing body, in which case the hearing shall be held in his absence. Absence of a party shall not be prejudicial to his case. 4.4 All parties shall be entitled to counsel of their choice. • This wording of the procedure for selection of this Appeals Panel resulted from a friendly amendment made by the Board o~ Trustee.! at the time the document was approved. 8 Supplement to Faculty Handbook 197.1-1972 4.5 Any party or his counsel shall be entitled to ask pertinent questions of a hearing body or of any witneses. 4.6 All parties shall be entitled to an expeditious hearing of a case. 4.6.1 Upon the request of either party, a hearing body has authority to request an individual or unit to discon tinue or postpone any action threatening irreparable harm that is indicated pending final disposition of a case. 4. 7 Parties shall be entitled to a written explanation of the de cision within 14 days of the completion of a hearing. 4.8 All parties shall be notified in writing of their right to appeal. Should an appeal be instituted, any action, decision, or penalty ordered by a hearing body shall be suspended until acted upon by a higher hearing body. 5. Final Resolution 5.1 Decisions of college hearing boards and University appeals panels shall be forwarded to the President of the University within 14 days of the completion of a hearing. 5.2 For stated cause the President of the University may return the decision to the appropriate hearing board or appeals panel once for consideration. 5 .3 Within 30 days, the President shall either concur with a de cision and direct appropriate action to implement the decision, or the President shall overrule the decision. When a decision is overruled, written reasons shall be given by the President to the parties to the grievance, to the Hearing Board, the FGO, and the F AFCC. 6. Procedures for Amending and Revising this Document 6.1 Any faculty member of Michigan State Univeristy may initiate a proposal to amend or revise this document. 6.2 All proposals for amendment or revision of this document shall be submitted to the F AFCC. 6.3 All proposals to amend or revise this document must first be considered by the F AFCC and then forwarded, with or without recommendation, to the Elected Faculty Council. 6.4 If approved by the EFC, the proposal shall be submitted to the Academic Council. 6.5 Proposed amendments and revisions approved by the Academic Council shall be forwarded, with recommendation for their approval, to the Board of Trustees through the President, and shall become operative upon Board approval. 9 Interim Faculty Grievance Procedure 7. Approval and Implementation of the Report 7.1 This document, as approved by the Faculty Affairs and Faculty Compensation Committee, shall be forwarded to the Elected Faculty Council with the recommendation that it be approved and forwarded, with recommendation for its approval, to the Academic Council with the recommendation that the Academic Council approve and forward it, with recommendation for its approval, through the President, to the Board of Tmstees. 7 .2 If approved by the Board of Trustees, this grievance pro cedure shall become effective upon approval and operative as early as possible and not later than 90 days from the date of approval. This interim grievance procedure shall be effective for one year or until it is incorporated into a document defining faculty rights and responsibilities, whichever occurs sooner. 7.3 It shall be the responsibility of the FAFCC to inform the several colleges, departments and units of the University of their responsibilities under this procedure. 7.4 It shall be the responsibility of the F AFCC to print and dis tribute copies of this report to all appropriate units of the University and to all faculty. 7.5 It shall be the responsibility of the FAFCC to see that the articles of this report are fully implemented. 10 Supplement to Faculty Handbook 1971-1972 Interim Faculty Grievance Procedure (Grievance (I.) / / / / (2.2, 3.1) (3.1, 3.2) ................ ' ........ / FOO ..... Department (3.6) College (3.7) University (3.8) Hearing (2.3, 4.) Decision (3.6.1, 3.6.4) Hearing (2.3, 3.8.1, 3.8.2.4.) rm,,~ ?''"''' I I I (3.7.3) I I I I I L - - Appeals Board (3.8.7) Hearing (3.8.7.4, 4.) Decision (3.8.7.S) - - - President (S.1-S.3) 11 Supplement No .. 2 to Faculty Handboo'* 1971- 72 Statement on Non-Tenured Faculty in the Tenure System This supplement is to replace the Statement on Non-Tenured Faculty on pages JO and 11 of the Faculty Handbook-1971-72. An error has recently been detected in the first sentence of the second paragraph of the state ment. The italicized wording is the co"ected wording as amended by the Academic Council on May 7, 1969 and subsequently approved by the Academic Senate, May 21, 1969, and the Board of Trustees, April 17, 1970. (The wording in the Handbook is the onginal wording sent to the Academic Council by the University Committee on Faculty Tenure.) Paragraph six (next to the last one) has been changed to make it compat ible with sections 1.2. and 3.8. 74. of the Interim Grievance Procedute. Recommendations for actions affecting the appointment, ' ttappoint ment or promotion of faculty members under the tenure system must be in accord with the provisions of the tenure system. • At the level of the basic administrative unit, judgments on non-tenured faculty with respect to professional competence fin.cludirig teaching ability), academic potential, and the needs of the department""&re made by the responsible administrator after consultation with. the tenured faculty and or other duly constituted group specified in the bylaws of that basic administrative unit. Recommendations for reappointment, tenure, or promotion are reviewed successively by the dean, the pl:ovost and the president, who makes the final recommendation to the Board of Trustees for action. Each basic administrative unit shall base its judgments on criteria and procedures that are clearly formulated, objective and relevant. These criteria and procedures shall be known to all members of the basic administrative unit. If appropriate, the responsible administrator may supplement information required for these judgments by con~tilting with representative non-tenured faculty, students and/or qualifit!d ~nf-A person appointed for a single 12-month period is eligible for a vacation leave , which will normally include the periods between terms , within the period of his appoiiltment. That is , additional vacation salary will not be paid after the end of the 12-month ap pointment period. 15 Sabbatical Leaves of Absence leaves must have the approval of the appropriate officers and of the Board of Trustees. c) Within 30 days after returning from sabbatical leave, a concise written report, not to exceed one page in length, is to be sub mitted to the provost with copies to the department chairman and dean. This report will become a part of the faculty mem ber's permanent file . Departments or colleges may require more extensive reports. Eligibility a) Only faculty members with tenure shall be eligible for sab batical leaves. Any exceptions to this will require approval by the provost and the president and will be made only when in the best interests of the University. b) A sabbatical leave shall not be granted to faculty members until they have completed six years of service to the University. Service shall be interpreted to include those activities of in terest to and supported by the University, regardless of the source of financial support. c) Years of service shall count from the date of full-time ap pointment, or from the ending date of the previous sabbatical leave. d) All leaves of absence shall be excluded in determining years of service. e) The length of leaves shall not be extended on the basis of more than six years of service since the previously compensated leave. f) Appropriate applications for a full year of leave (with reduced pay) shall have precedence over shorter term leaves (with fuil pay). g) A sabbatical leave shall not be granted to faculty members to be effective after attainment of age 63. (See Retirement Program in this booklet.) Types of Sabbatical Leaves a) For faculty on 10-month appointments: (1) One term with no reduction in pay. (2) Two terms with a 50 percent reduction m pay for six months. (3) Three terms with a 50 percent reduction in the 10-month salary. (Payments distributed over 12 months.) Note: These three types of leave do not include the fourth (summer) term of a year, for it is assumed that faculty members who have had a sabbatical leave will use the fourth term as an additional period for concentrated scholarly work. 16 Sabbatical Leaves of Absence b) For faculty on 12-month appointments; (1) Up to six months whith no reduction in pay. (2) Twelve months with a 50 percent reduction in pay. Note: The annual vacation of 22 working days is to be included in these two types of leave. c) For deans, directors, departmental chairmen, and other ad (2) ministrative officers: (1) Three months once in every three years with full pay, but only after three years of administrative service. The annual vacation of 22 working days is to be included in the period of leave. In exceptional cases, section b), immediately above, may also be applied to administrative officers provided the individual has rendered at least six years of service to the University since the previous sabbatical, including at least in administrative positions without com three years pensated leaves. Conditions a) Recipients of sabbatical leaves are permitted to receive money for approved study or research without prejudice to their receipt of income from this institution, provided that the total remuneration from all sources does not exceed that received from this University. The sabbatical leave may not be used to accept paid employment during the period of the leave. b) In addition to salary, special arrangements may be made for grants to defray travel and similar coincidental expenses. These arrangements must, however, be approved in advance as part of the leave application. Funds administered by the University may not be used for the travel and similar expenses of any person other than the recipient of the grant unless the assignment abroad is at least equal to the duration of an academic year. c) A recipient of a sabbatical leave of absence is obligated to return to Michigan State University for the following year. Departmental Adjustments a) If a sabbatical leave is granted for one year, academic or fiscal, the department involved will be entitled to use the released funds for a replacement provided approval is given by the dean of the college. b) If leave is granted for less than a year, the department will be expected to make adjustments either by suspending courses or by reassigning other personnel. c) Sabbatical leaves shall not be granted to several members of a 17 Sabbatical Leaves of Absence department concurrently in such a manner as to impair the efficiency of its programs of instruction and research. Leaves of Absence Without Pay Such leaves may be granted with the recommendation of the department chairman and dean. Specific dates for the leave must be specified in the request and should be made as far in advance as possible, so that neither instruction nor research programs will be in terrupted. Such leaves usually do not extend beyond one year. Faculty members should make arrangements with the Staff Benefits Division for prepayment of their benefits programs. Military Service Leaves The University is willing to cooperate fully with faculty members taking part in the reserve program of the military forces which calls for 15 days active duty training annually with the National Guard, Officers' Reserve Corps, or similar military organizations. The University will pay the faculty member the difference between his military pay and allowances and his normal take-home pay for the 15 days of military duty. When a member of the faculty enters the armed forces, it is the policy of the University to grant him, on his request, a leave of absence to cover the term of his service. Sick Leaves - See Supplement No. 4. 18 Faculty Retirement Faculty Retirement TIAA-CREF Retirement Program Michigan State University provides a retirement program for its faculty members with the Teachers Insurance and Annuity Association of America (TIAA) and its companion organization, the College Retirement Equities Fund (CREF). This plan is financed by a 5 percent contribution from the participant's salary and a 10 percent contribution by the University. New full-time faculty members are eligible for and required to participate in the TIAA-CREF retirement in accordance with specified rules. Prospective faculty members should obtain complete information from the Staff Benefits Division, 344 Administration Building. The general rules follow: a) Faculty appointed with the rank of research associate, assistant professor, associate professor, or professor, may elect im mediate participation or may defer participation for two years or until attaining age 35, whichever is later, at which time participation is required. b) Faculty appointed as instructors or ,specialists become eligible two years from the date of appointment. Participation is required at that time or upon attainment of age 35, whichever is later. c) Faculty members already enrolled in a TIAA retirement program before appointment at this University may elect immediate participation regardless of rank. MSU Retirement Plan Before July 1, 1958 the retirement plan was a non-contributory one. When faculty members changed to the TIAA plan, the years of service under the University retirement plan were "frozen," and provision was made for calculating the retirement pension under this system on the basis of the salary level just before the time of retirement. Information on eligibility for, and the options available under, this plan may be obtained from the Staff Benefits Division, 344 Ad ministration Building. Retirement Policy The present faculty retirement policy adopted by the Board of Trustees on February 17, 1962 as amended provides: a) The normal age for retirement of faculty members is 65, but is optional on the first day of the term following attainment of age 62 (see paragraph e, 3 in this section), and compulsory on the 19 Faculty Retirement first day of July following attainment of age 70. For continuance in service after age 68, however, a faculty member must be in good health, must be able to pass a physical examination given in the University Health Center, and must be rendering ef fective service to the University. b) Faculty members with 15 years of full-time service .i< at this University may serve their final year before retirement on a terminal consultantship basis with agreed-upon duties provided there were no compensated leaves'n< in the five years im mediately prior to retirement. Recommendation for such consultantship must be made by the department chairman and dean. The salary must be provided for in the department budget. In applying for a terminal year consultantship, the faculty member must write a Jetter outlining the proposed duties during the period. At the end of the consultantship period, a report on the accomplishments is to be submitted to the provost through the department chairman and dean: Forms for requesting terminal consultantships and retirement are available in the Staff Benefits Division, 344 Administration Building. Note: Terminal year consultantships must be completed no later than the first day of July following attainment of age 70. including deans, directors, and department chairmen, will be relieved of administrative responsibilities on the first day of July following attainment of the age of 65 unless specific exception is made by the Board of Trustees. When relieved of administrative responsibility, they may: l) 2) request one-year terminal leave followed by retirement, or continue active service without terminal leave to age 70 with assignment to new responsibilities. Salary may be adjusted to a level commensurate with the new duties. Note: The option of a one-year terminal leave with pay can be made only at this time. However, an administrative official who is also a member of the faculty may qualify to serve his final year before retirement on a terminal consultantship basis if he meets the conditions stated in (b) above. c) Administrative officials, d) A retired faculty member may be re-employed, usually tor part time service, on a term-to-term or a year-to-year basis. Salary will be determined at the time of appointment for such service and will be in addition to the approved retirement pension from the University's non-contributory retirement plan. o:- Includes activities of interest to and support by the University regardless of the sources of financial support. -:<>~Sabbatical leaves are not granted to be effective after attainment of age 63. 20 Faculty Retirement there are retirement plan, e) For faculty members who have participated in the u ·niversity's additional non-contributory provisions: (1) Normal retirement at age 65 with retirement benefits beginning at once. The amount of the benefit is calculated on the basis of the number of years of service (before July 1, 1958 if the faculty member transferred to TIAA-CREF), the salary just before retirement, and the retirement plan chosen at age 60. (2) Retirement after 25 years of service with one of the following options: (a) A retirement salary to begin at once with the years of service used in the calculation of the salary reduced by the number of years remaining until the individual reaches age 65. (b) The retirement benefits frozen after 25 years of service with the retirement salary to begin on the first day of the month following age 65. (c) The retirement benefits frozen after 25 years of service with the retirement salary to begin on the first day of any month following attainment of age 62. The amount of the retirement salary to be at an actuarially reduced rate depending upon the age at which the individual chooses to have the salary begin. (3) Retirement at age 62, 63 or 64 if at least 15 years of service following options are have beeen completed. The available : (a) A retirement salary to begin at once without a reduction in the years of service for years remaining before age 65. However, the amount of the retirement salary will be at an actuarially reduced rate. (b) The retirement salary to begin on the first day of the month following age 65. ( 4) Disability retirement after 15 years of service. The retirement salary begins at once without a reduction for the number of years before age 65. (5) A spouse annuity benefit. The surviving spouse of a faculty member who had completed at least 15 years of service, attained age 60, and had been married to the present spouse for at least one year prior to death, is eligible for a Spouse Annuity Benefit pension. Eligibility for this benefit applies, subject to the conditions above, from the time the faculty member reaches age 60 until age 65 at which time the retirement option chosen at age 60 becomes effective. It also applies, subject to the same conditions from age 60 21 Faculty Retirement to age 65 even though the faculty member retires before age 65. The Spouse Annuity Benefit begins after the payment of any benefits under Workman's Compensation or University death benefits which the spouse receives and continues for the life of the spouse. The Spouse Annuity Benefit is 50 percent of the base pension on the date of the faculty members death reduced by one-half of one percent for each year over five years that the spouse is younger than the faculty member. In computing the base pension there is no reduction in years of service before age 65. The benefit is paid to the spouse for life regardless of the choice of retirement option at age 60. Emeritus Title Members of the faculty and academic administrative staff with academic rank who retire for age under the retirement program are granted the title "Emeritus" in addition to the academic rank at the time of retirement. Persons with the emeritus title are entitled to attend Academic Senate meetings without vote, to march in academic processions such as at commencement, to receive the MSU News-Bulletin, to avail them selves of the libraries and other facilities, to receive on request a faculty vehicle parking permit (without charge), to represent the University on appointment at academic ceremonies of other institutions, and in general to take part in the social and ceremonial functions of the University. University Travel The travel regulations which became effective July 1, 1970 provide the basis for travel authorization and reimbursement. In broad terms, travel may be authorized for the promotion of teaching, scholarship, research, and public service. All travel must be duly approved and the appropriate forms executed prior to departure. The travel authorization forms must bear the signature of the traveler, the department chairman, the assistant dean or dean, and the Office of the Provost when required, and must state clearly the· justification for the trip. Complete information on travel is contained in a separate publication, Travel Regulations, available from the Office of the Comptroller. Travel Outside the United States Authorization for travel outside the United States, except Canada, .requires approval by the Office of the Provost after approval by the dean and prior to the beginning of the trip. 22 All-University Research Fund Use of University Vehicles A limited number of University-owned vehicles are available in the Motor Pool for use by qualified faculty members for travel on University business. Regulations for their use are in the Travel Regulations booklet. In general, authorization for University vehicles for out-of-state trips will not be given, regardless of the nature of the funds, other than to places in Illinois, Indiana, Iowa, Minnesota, Ohio and Wisconsin or to places requiring more than one day of travel time each way (ap proximately 500 miles). When the use of a University-owned vehicle is authorized, the department concerned should make request of the Motor Pool at least twenty-four hours before departure time. Insurance Coverage The University carries liability and property damage insurance that covers the University and drivers of University-owned vehicles. Drivers of privately owned vehicles used on University business are not protected by liability and property damage insurance carried by the University. As a part of the staff benefits program, the University carries a group travel accident insurance policy. See the Staff Benefits section of this booklet and the separate publication, Travel Accident Insurance Plan, distributed by the Staff Benefits Division, 344 Administration Building, for the amount of coverage and the provisions. Graduate Study by Faculty Members -See Supplement No. 3. All-University Research Fund Grants from this fund are regarded as a catalyzing agent and are not intended to cover the full cost of a research program. Projects should be clearly stated and should strive for significant contributions. Application forms have been prepared by the Office of Research 23 All-University Research Fund Development which also include a complete statement of policies and procedures. These should be read prior to the completion of the ap plication. Applications are to be submitted through the respective dean's office during the spring term on dates announced in the MSU News-Bulletin. It has been the practice to limit the amount of individual grants so that the maximum number of faculty may be served. The administration of projects, after approval by the All-University Research Committee, is the responsibility of each college. -l< Sponsored Research Basic Policies The recognized educational objectives of Michigan State University include, as equally important goals, the discovery of new knowledge through fundamental research and the dissemination of existing knowledge. The increasingly complex relationships among universities, government and industry call for more intensive attention to standards of procedure and conduct in government-sponsored research and industry-sponsored research carried on at universities. Standards must be respectful of the purposes, needs and integrity of the universities and the rightful claims of the public interest; thus it is in cumbent upon the academic community to be mindful of conflict-of interest situations which may arise in these growing involvements of the University. General Statement The University encourages faculty members and students to engage in research, including that sponsored by such outside agencies as foundations, professional associations, government, and private in dustry. For it is only through continued and expanding research activity that the excellence of teaching programs can be maintained and im proved, and the function of the University as a contributor to the storehouse of knowledge fulfilled. Important reciprocal benefits from sponsored research accrue to the University and to sponsoring agencies of the basic purposes and functions of each are duly respected. Consulting Relationships Through consulting relationships with government and industry the faculty can provide both with an invaluable resource of expertise and assistance in the transfer of technical knowledge and skill, and at the same time serve the interests of research and education in the University. Such relationships are desirable, but require cognizance of the basic differences of purposes and functions of sponsoring agencies and the University. *Statement approved by the Graduate Council May 15, 1967 and the Board of Trustees March 20, 1970. 24 Major Guidelines Sponsored Research a) Science advanced through the creativity of scholars working either singly or ,_in groups, and research projects proposed and developed by the faculty and consistent with the University's goals will be encouraged. b) Sponsoring agencies frequently have rather specific purposes, and some may even specify problems for which research support is available. The University, through the Office of Research Development, will make such opportunities known appropriately within the University. However, faculty will be encouraged to participate only if the projects are considered consistent with their research interests and aspirations. c) Sponsored research projects should, whenever possible, in clude the provision that new and promising leads of inquiry should be encouraged and fruitless lines be discontinued d) Sponsored research projects should be consistent with the policies and plans of the department(s) of the college(s) in which the research will be conducted. The research should be directed by faculty within established units of the University such as departments, schools, centers, bureaus and institutes. Cooperative programs cutting across academic units are also encouraged. e) Research projects should be managed so as to avoid disruption of established research and teaching programs of the in stitution, for example: 1) Sponsored research should be accepted only if appropriate space and facilities are available. 2) Provisions should be made for continuity of support in order to stabilize required staff. f) Reports to sponsoring agencies should be consistent with the requirements of the project. They should be submitted promptly to avoid unprofitable expenditures of time and energy on the part of the sponsoring agency and the researcher. Payment to the University on fixed price contracts is contingent upon submission of reports which, if not forthcoming, may result in "freezing" large sums of University funds in support of such research. Rapidly changing and unforeseen research directions may make frequent reporting desirable. g) In seeking or accepting support for research, care should be exercised to insure compatibility with the functions and pur poses of research at a university. Routine testing as an end in itself is considered incompatible with the purposes of university research. h) The University should retain for its scholars the right of first publication. The imposition of restriction on publication of 25 Sponsored Research research results is incompatible with the basic concept of an educational institution. Exigencies of national defense may at times make exceptions to this policy necessary. No publication, statement, or activity, either on behalf of the University or by an individual in his official capacity, shall endorse any com mercial product, or advocate any specific commercial method or device, either directly or by implication. i) The University should make a continuous effort to see that its own members are provided with sufficient information on the overall cost of research and other financial matters concerning grants and contracts so as to minimize internal misconceptions that arise with regard to justifiable allowances for indirect costs. j) The entire cost of sponsored research should be carefully determined; if grants or ..contracts are accepted which do not cover the direct and indirect costs, the institution should itself provide the additional financial support with the full recogni tion that it is making a contribution to the cost of the work. k) Research proposals should include in their budgets provisions for special costs for services such as computer operations, electron microscopy, and shop fabrications. l) Research projects should conform to established University policy on patent rights. Complementary to its policy with reference to "additional work for pay" the University endorses the statement on conflict situations published in December 1964 as a joint statement by the Council of the American Association of University Professors and the American Council on Education entitled, "On Preventing Conflicts of Interest in Government-Sponsored Research at Universities." This section is reprinted below. Conflict Situations a) Favoring of outside interests. When a university staff member (administrator, faculty member, professional staff member, or employee) undertaking or engaging in Government-sponsored work has a significant financial interest in, or a consulting arrangement with, a private business concern, it is important to avoid actual or apparent conflicts of interest between his Government-sponsqred university research obligations and his outside interests and other obligations. Situations in or from which conflicts of interest may arise are the: (1) Undertaking or orientation of the staff member's university research to serve the research or other needs of the private firm without disclosure of such undertaking or orientation to the university and to the sponsoring agency; 26 Sponsored Research (2) Purchase of major equipment, instruments, materials, or other items for university research from the private firm in which the staff member has the interest without disclosure of such interest ; (3) Transmission to the private firm or other use for personal gain of Government-sponsored work products, results, materials, records, or information that are not made generally available. (This would not necessarily preclude appropriate licensing arrangements for inventions, or consulting on the basis of Government-sponsored research results where there is significant additional work by the staff member independent of his Government-sponsored research): (4) Use for personal gain or other unauthorized use of privleged information acquired in connection with the staff member's Government-sponsored activities. (The term "privileged information" includes, but is not limited to, medical, personnel, or security records of individuals; anticipated material requirements or price actions; possible new sites for Government operations; and knowledge of forthcoming programs or of selection of contractors or subcontractors in advance of official an nouncements); (5) Negotiation or influence upon the negotiation of contracts relating to the staff member's Government-sponsored research between the university and private organizations with which he has consulting or other significant relationships; (6) Acceptance of gratuities or special favors from private organizations with which the university does or may conduct business in connection with a Government sponsored research project, or extension of gratuities or special favors to employees of the sponsoring Government agency, under circumstances which might reasonably be interpreted as an attempt to influence the recipients in the conduct of their duties. b) Distribution of effort. There are competing demands on the energies of a faculty member (for example, research, teaching, committee work, outside consulting). The way in which he divides his effort among these various functions does not raise ethical questions unless the Government agency supporting his research is misled in its understanding of the amount of in tellectual effort he is actually devoting to the research in question. A system of precise time accounting is incompatible with the inherent character of the work of a faculty member, 27 Sponsored Research since the various functions he performs are closely interrelated and do not conform to any meaningful division of a standard work week. On the other hand, if the research agreement contemplates that a staff member will devote a certain fraction of his effort to the Government-sponsored research agreement contemplates that a staff member will devote a certain fraction of his effort to the Government-sponsored research, or he agrees to assume responsibility in relation to such a research, a demonstrable relationship between the indicated effort or responsibility and the actual extent of his involvement is to be expected. Each university, therefore, should-through joint consultation of administration and faculty-develop procedures to assure that proposals are responsibly made and complied with. c) Consulting for government agencies or their contractors. When the staff member engaged in Government-sponsored research also serves as a consultant to a Federal agency , his conduct is subject to the provisions of the Conflict of Interest Statutes (18 U.S.C. 202-209 as amended) and the President's memorandum of May 2, 1963, Preventing Conflicts of Interest on the Part of Special Government Employees. When he consults for one or more Government contractors, or prospective contractors, in the same technical field as his research project, care must be taken to avoid giving advice that may be of questionable objectivity because of its possible bearing on his other interests. In undertaking and performing consulting services, he should make full disclosure of such interests to the University and to the contractor insofar as they may appear to relate to the work at the University of for the contractor. Conflict of interest problems could arise, for example, in the participation of a staff member of the university in an evaluation for the Government agency or its contractor of some technical aspect of the work of another organization with which he has a consulting or employment relationship or a significant financial interest, or in an evaluation of a competitor to such other organization. University Responsibility Each university participating in Government-sponsored research should make known to the sponsoring Government agencies: a) The steps it is taking to assure an understanding on the part of the university administration and staff members of the possible conflicts of interest or other problems that may develop in the foregoing types of situations, and b) The organizational and administrative actions it has taken or is 28 Additional Work for Pay taking to avoid such problems, including: ( 1) Accounting procedures that Government funds are expended for the purposes for which they have been provided, and that all services which are required in return for these funds are supplied; to be used to assure (2) Procedures that enable it to be aware of the outside professional work of staff members participating in Government-sponsored research, if such outside work relates in any way to the Government-sponsored research; (3) The formulation of standards to guide the individual university staff members in governing their conduct in relation to outside interests that might raise questions of conflicts of interest; and (4) The provision within the university of an informed source of advice and guidance to its staff members for advance consultation on questions they wish to raise concerning the problems that may or do develop as a result of their outside financial or consulting interests, as they relate to their participation in Government-sponsored university research. The university may wish to discuss such problems the contracting officer or other appropriate with Government official in those . cases that appear to raise questions regarding conflicts of interest. The above process of disclosure and consultation is the obligation assumed by the university when it accepts Government funds for research. The process must, of course, be carried out in a manner that does not infringe on the legitimate freedoms and flexibility of action of the university and its staff members that have traditionally charac terized a university. It is desirable that standards and procedures of the kind discussed be formulated and administered by members of the university community themselves, through their joint initiative and responsibility, for it is they who are the best judges of the conditions which can most effectively stimulate the search for knowledge and preserve the requirements of academic freedom . Experience indicates that such standards and procedures should be developed and specified by joint administrative-faculty action. Additional Work for Pay - See ?upplement No. 5. Full-time faculty members are compensated for full-time service to the University. They may have appointments in instruction, research, extension, public service, etc. and may have assignments involving a combination of two or more of these responsibilities. Whatever the character of the appointments, the University expects that each full time faculty member will carry a reasonable and full-time load, 29 Additional Work for Pay assuming his share of the total functions and responsibilities of his department, college and the University. Outside Work for Pay A full-time faculty member may do a limited amount of outside consulting work for pay under the foliowing provisions : a) Prior permission of the department chairman and dean must be obtained if the work is done during the months of regular employment. b) Such work must not interfere with the faculty member's normal respon those non-classroom University duties, sibilities expected of all faculty members. including c) The work must be related to the faculty member's normal respon those non-classroom University duties, sibilities expected of all faculty members. including d) The total amount of time expended by the faculty member on outside activities for pay must not exceed an aggregate of two working days a month (16 hours a month). f) e) Equipment, supplies, materials or clerical services of the University may not be used in the furtherance of outside consulting work for pay. If consulting work for pay is undertaken, it must be with the understanding that it is subject to termination at any time the University considers such action to be advisable. If, in the opinion of the dean, the outside consulting work in terferes with the regular University duties of the faculty member, the appointment of the faculty member in the University may be changed to a part-time basis. g) Each dean is required to maintain a record in his office of all consultative services of the academic personnel in his college or ad ministrative division. Overload Pay The following University policy on Overload Pay was approved on June 16, 1970. (A college may establish a more restrictive policy.) a) Overload pay is limited to overload work related to instruction and service. b) Overload pay is available only through the Continuing Education Service. c) The Continuing Education Service pays directly for overload work except for short on-campus appearances funded by general funds. 30 Patents d) The scope of the Continuing Education Service in~ludes such programs as Head Start, Upward Bound, Kellogg Farmers, Labor and Industrial Relations training programs, etc . e) Any full-time faculty member is eligible for two days a month (16 hours per month) of paid consulting time ot overload pay time, regardless of his other duties . f) Ten-month employees may receive during the summer 30 percent of their previous year's salary plus any overload pay for which they would be eligible if carrying a full load. g) Administrators (chairmen, directors, assistant deans, deans, administrative-professional personnel) may receive overload pay for overload work related to their professional discipline, but not for work related to their administrative position. h) The rate of pay for overload work is standard for each academic rank. Pay for overload work is to be based on actual class hours or contact hours , with a built-in factor for preparation (two hours of preparation for each hour of per formance) . No payment will be made for work which would qualify for less than $8. Patents The Vice President for Research Development is in charge of patent affairs at Michigan State University. His office is the point of contact for individuals, agencies, and organizations interested in patents related to inventions developed at the University. On November 21, 1968 the Board of Trustees approved a new patent agreement between the Department of Health, Education and Welfare and Michigan State University effective November 30, 1969, replacing an earlier agreement of 1954 with the Public Health Service. Under this new agreement MSU may retain principal rights in in ventions arising out of activities assisted by grants and awards by the Department of Health, Education and Welfare. Concurrent with the approval of the above patent agreement the Board of Trustees affirmed the following policy concerning patents: "Except as otherwise provided any discovery or invention which results from research carried on by, or under the direction of any employee of the University and having the costs thereof paid from University funds or from funds under the control of, or ad ministered by the University, or which comes as a direct result of the employee's duties with the University, or which has been developed in whole or in part by the utilization of University resources or facilities, shall belong to the University and shall be used and controlled in such a manner as to produce the greatest benefit to the University and the public." 31 Patents Michigan State University honors the terms of patent agreements inherent in research grants accepted by the University. Michigan State University has entered into an agreement with the Research Corporation of New York, the Battelle Development Cor poration, and University Patents, Inc. for the evaluation of faculty inventions for patentability and for commercial and scientific utility. The Office of Research Development is the University's point of contact with the Research Corporation, the Battelle Development Corporation and University Patents, Inc. If patents are obtained at no expense to the University, utilizing services other than the Research Corporation of New York, the Battelle Development Corporation, or University Patents, Inc. the return to the inventor from royalties will be the same as if reviewed and processed by these respective corporations. The faculty inventor will be awarded the first $1,000 of income derived from royalties from inventions and 15 percent of royalties received after the first $ l ,000 for patents which are processed at no expense to the University. Textbook Publication A faculty member producing a textbook or other teaching material prepared and designed primarily for the use of and compulsory pur chase by the students of Michigan State University must submit the manuscript to the Michigan State University Press, which was established for the purpose of publishing such material. Material prepared by a faculty member without the use of University resources and not prepared for the purpose stated above may submit the manuscript to the MSU Press or to a commercial publisher at the author's discretion. Teaching Materials Developed with University Resources A policy statement on special teaching materials developed with University resources by MSU faculty and staff is available in the Provost's Office. Endorsement of Commercial Products The policy relative to the endorsement of commercial products by Michigan State University faculty, approved by the Board of Trustees May 25, 1956, is as follows: Objectivity in the pursuit of truth and the dissemination of knowledge is recognized as a primary obligation of scholarship, resting with equal weight upon a university as an educational in- 32 Faculty A wards stitution and upon the individuals within the university. A public institution such as Michigan State University needs to be especially alert to this obligation in order to protect its good name and in tegrity. It is declared to be the policy of Michigan State University that no publication, statement, or activity, either on behalf of the University or by an individual in his official capacity, shall endorse any commercial product, or advocate any specific commercial method or device, either directly or by implication. Participation in Partisan Political Activities As citizens, the faculty members of Michigan State University have the same rights and responsibilities of the free speech, thought, and action as all citizens of the United States. Their position, however, imposes special obligations, such. as emphasizing that they are not in stitutional spokesmen, and exercising appropriate restraint. Obviously, faculty members have a binding obligation to discharge instructional and other regular duties, and performance of these duties may be impaired by any private activity requiring a large portion of time. For the mutual protection of faculty members and the University, faculty members campaigning as political candidates for state or federal offices shall do so on their own time. For the period of such candidacy, it is required that they obtain leaves of absence or continue work at the University on a part-time basis. Final determination for such decisions shall rest with the Board of Trustees. Leaves of absence are not required of faculty members who become candidates for offices of a temporary or part-time nature, such as members of a municipal charter revision commission, members of a local school board, or holders of municipal office. This policy is intended to safeguard the freedom of speech, thought, and action of faculty personnel, and to avoid impairment of the significant contributions they are capable of making toward improved local, state, and federal government. Faculty Awards Distinguished Faculty Awards Distinguished Faculty Awards are made each year to members of the faculty for outstanding total service to the University. Each college making selections of award winners has its own detailed criteria and method of selection. The nominations are based on teaching; advising; research; publications; art exhibitions; concert performances; com mittee work; public service including extension, continuing education and work with government agencies; or a combination of these ac tivities. Administrative excellence and length of service may not be used 33 Faculty A wards as the sole criteria for nomination. However, nominees usually have at least five years of service at Michigan State University. Each college having 200 or more faculty members selects an award winner eacy year. Each college having 100-199 faculty members selects an award winner every second year. Each college having 30-99 members selects an award winner every third year. Colleges having less than 30 members are grouped. For purposes of this award the Cooperative Extension Service is considered a college and selects an award winner according to the above schedule. MSU Teacher-Scholar Awards Teacher-Scholar Awards are made to six members of the faculty from the ranks of instructor and assistant professor who in their brief careers have earned the respect of students and colleagues for their devotion to and skill in undergraduate teaching. The essential purpose of the awards, beyond bringing recognition to the best of the young teachers at MSU, is to assist them in undertaking significant studies over the summer months of the award year. Each award carries a stipend of $1,000. Nominations are made by department chairmen after consultation with an appropriate committee of senior colleagues. No department may make more than two nominations. At large nominations are also invited from an appropriate student organization. To be considered for an MSU Teacher-Scholar Award, the faculty member must hold the rank of instructor or assistant professor and, at the beginning of the award period, must have served on the faculty for at least three terms, but no more than five academic years. Nominees will ordinarily be 35 years of age or younger. Nominees for a Teacher Scholar Award must be willing to permit a member of the award committee to visit their classrooms. Committee visitation is a part of the total evaluation procedure only for those nominees who, after preliminary screening, seem most promising. MSU Excellence-In-Teaching Citations for Graduate Teaching Assistants MSU Excellence-In-Teaching Citations are made to six graduate teaching assistants who have distinguished themselves by the care they have given and the skill they have shown in meeting their classroom responsibilities. The essential purpose of the citations is to bring University-wide recognition to the best of the graduate teaching assistants and by so doing to underline the qualitative contribution which these young professionals are making to the undergraduate program. Each award carries a stipend of $500. Nominations are made by the chairman of the department in which responsibilities have been teaching assistant's instructional the 34 Employment of Relatives discharged. When this is not the department in which he is a candidate for a degree, the chairman of the degree department must endorse the nomination. In every instance the nomination must be accompanied by a letter of recommendation from the faculty member who has super visory responsibility for the graduate teaching assistant. Individual departments will ordinarily make a single nomination each year, but the larger departments may make as many as three. At large nominations are also invited from an appropriate student organization. To be nominated for an MSU Excellence-In-Teaching Citation the teaching assistant must have held at least a half-time graduate teaching assistantship for a minimum of two terms at the time of nomination. In addition he must have assumed a significant measure of responsibility for the conduct of undergraduate courses, whether in lecture, recitation or laboratory section. Special tutorial or seminar teaching will also be recognized by the citations committee. Questionnaires In order to insure consistency in the reporting of data to state and federal agencies and to other colleges and universities, it is requested that all questionnaires requiring data for ·tbe entire University be referred to the Office of Institutional Research. This office will consider whether the data are readily available and whether they should be released to the inquiring agent. Data requests or questionnaires relating primarily to a sub-unit of the University may be filled out by that sub unit, but any items which require all-University data should be cleared with OIR. Although the office is not always in possession of the necessary data, referral to the appropriate office or person can be made, or, in cases where justifiable, arrangements may be made to collect the data. Solicitation of Funds Canvassing, peddling, or soliciting are forbidden on the grounds and in the buildings of the University. Collections among faculty and other staff members are approved gy the University only for the United Fund and the Campus Chest, a student charitable activity. Members of the faculty are requested to refrain from taking orders for or selling any kind of tickets or merchandise, or soliciting funds for any purpose on campus without written approval from the Office of the Secretary of the University. Employment of Relatives· The following policy on nepotism was approved by the Board of Trustees on May 21, 1971. 35 Employment of Relatives Standards for employment and promotion at Michigan State University shall consist of ability, qualifications for the position and performance. Relationship to another individual employed by the University shall not constitute a bar to hiring or promotion; provided however; that no employee shall be assigned to a unit or department under the direct supervision or control of a relative. Employment of relatives in the same unit or department or under the same supervisor is authorized only with the prior written ap proval of the head of the unit or department and the Office of the Provost or the Office of the Executive Vice President as ap propriate. 36 Instructional Information The Academic Program the programs of study and The Michigan State University Catalog, available in the Office of the Registrar, contains information important to all faculty members, particularly new ones. The statement by President Wharton, "New Patterns of Education," gives the basic educational philosophy of the University. The section entitled 'The Academic Program," assists one the to understand the breadth of organizational structure of the University for instruction. The "Un dergraduate Education" section states the academic requirements and policies related to undergraduate study, the "Graduate Education" section has reference specifically to graduate study. The "General Information" section provides information relating to all levels of programs such as costs, attendance, examinations, grading system, integrity of scholarship and grades. Information about the campus, student housing, campus activities, and student organizations and services is also included in the "General Information" section. The requirements for programs in the individual colleges at both the un dergraduate and graduate levels are given in the section "The Colleges and Programs of Study." The listings of individual courses in each de partment or school are given in the section, "Descriptions of Courses." The Schedule of Courses and Academic Handbook is published before the beginning of each term and is available in the Office of the Registrar. It provides current information on the University calendar, registration procedures, general academic regulations, the days and hours that each class section meets, and the schedule for final examinations. Academic Advisement, Enrollment, Registration, and Counseling On January 20, 1966, distributed a Academic Advising." It included the following definitions: the Educational Policies Committee statement entitled "Policy Recommendations on a) Academic Advisement. Academic advisement is a continuing process in which a student and faculty member discuss possible options ; first, in the student's total educational program; second, in specific curricular fields; and third, in potential careers, in order that the student may make more intelligent choices. b) Enrollment. Enrollment is a student responsibility in selecting courses for a term schedule from a student's academic plan 37 Academic Advisement, Enrollment, Registration, and Counseling previously developed, but continually reviewed with the ad viser. c) Registration. Registration is a mechanical process directed by the Office of the Registrar to admit students to courses, to allot students to specific class sections, assess fees, and to prepare records for staff use. d) Counseling. Counseling is a service available the Counseling Center to help students adjust to social and personal problems encountered while enrolled in the University, and to identify potential occupational choices. from The statement also included three policy recommendations. These recommendations, as approved by the Academic Council on February 8, 1966, were as follows: a) Each college and/or department shall develop a system of advisement of students within the context of the structure of the college and/or department consistent with the following: (1) Academic advising is a responsibility of faculty, but the division of responsibility (e.g., relative emphasis on graduate vs. undergraduate advising, number of advisees per faculty member, etc.) should be determined through mutual agreement between faculty and dean and/or department chairman in each college and or department. (2) Excellence and effort in advising are to be recognized by chairmen and deans, as well as by the provost, as an in tegral part of the faculty member's assignment. (3) Procedural provisions are to be made at the departmental and college level for the availability of academic advisers at times in addition to those scheduled for enrollment and registration. b) Students are responsible for studying and knowing University, college, and department requirements as stated in the catalog. They shall also prepare tentative academic plans for review by their academic advisers. c) With efficient use of faculty and student time as prime con siderations, the registrar should continue to develop im provements in the registration procedures, schedule pre enrollment as late in the term as practical, and consult operations siecialists for assistance in the mechanics of registration. A memorandum, dated December 1966, that gives a statement on academic advising for each college, is available from the Provost's Office. It also includes statements on "Foreign Student Advising," "Enrollment and Registration," and the "Counseling Center." 38 Code of Teaching Responsibility Code of Teaching Responsibility - See Supplement No. 6. 39 Code of Teaching Responsibility Abrogation of Faculty Responsibility On recommendation of the Academic Council, the Board of Trustees adopted the following policy on November 20, 1970: Any member of the instructional staff who fails to fulfill any provision of the approved Code of Teaching Responsibility shall be 40 Rights of Students to Receive Instruction held accountable. The University will not make payment of wages and salaries to any person who, without proper cause, chooses to withhold any of the services for which he or she is employed. It is obviously necessary that classes be met at the times and places scheduled and that individual faculty and graduate assistants render the services for which they receive compensation from the University. It is the responsibility of the department chairmen, division directors, and deans to ensure that students are provided the instruction to which they are entitled. Unauthorized absences by instructors should be covered by other faculty where possible so that students will not lose valuable instruction time. It is also the responsibility of department chairmen and directors to report the precise details of any unauthorized faculty or graduate assistant absence from class. Such a report should be made to the dean of the college with a copy to the provost, and should include information as to the total load of the staff member, so that some estimate can be made of the percentage of service that has been withheld. The Committee on Faculty Affairs and Faculty Compensation will be asked by the provost to conduct a hearing in each case and make recommendations to him for suitable University response for any in dividual thus abrogating his teaching responsibilities. Rights of Students to Receive Instruction The Academic Council on May 12, 1970 approved a resolution which reaffirmed the Code of Teaching Responsibilities and the provisions of the report, Academic Freedom for Student.s at Michigan State University. It reaffirmed: a) The right of faq1lty members to conduct classes, and of students to participate in those classes, without interference or disruption. b) The right of every student to a satisfactory fulfillment of the contract entered into at the beginning of the term. c) The right of faculty members to dissent without jeopardizing their livelihood, and the right of students to dissent without jeopardizing their degree. d) Freedom of conscience for all members of the academic community. e) The Academic Council also requests its Educational Policies Committee to recommend policies regarding grades for students who absent themselves from classes in order to exercise the right to dissent. In the event of an instructor's inability to fulfill his obligations to provide for students the instruction for which they enrolled as a result of death, illness, leave of absence, consultation, or f) 41 Rights of Students to Receive Instruction any other reason, it is the responsiblity of the department , together with the college and the University, to provide every student with the "satisfactory fulfillment of the contract entered into at the beginning of the term." Evaluation of Instruction As a means to assist in improving the evaluation of instruction, the Academic Council approved on December 2, 1969, the following procedures for the use of a Student Instructional Rating Report. a) Each of the teaching faculty (including graduate assistants) at Michigan State University regardless of rank or tenure is re quired to use the Student Instruction Rating Report to evaluate at least one course in every quarter in which he teaches and every separate course he teaches at least once a year. b) The results generated by the Instructional Rating Report shall be evaluated at the departmental level in order to help determine individual effectiveness. Appropriate procedures for the execution of this evaluation shall be determined according to departmental or residential faculty prerogatives. c) The department chairman will be asked to describe in his annual report the steps which have been taken by the depart ment or residential college to improve instruction. The Student Instructional Rating Report forms are furnished by the Scoring Office, 104 South Kedzie Hall. Integrity of Scholarship and Grades The principles of truth and honesty are recognized as fundamental to a community of teachers and scholars. The University expects that both faculty and students will honor these principles and in so doing protect the validity of University grades. This means that all academic work will be done by the student to whom it is assigned, without unauthorized aid of any kind. (See interim General Student Regulation 4.00, Scholarship and Grades, for specific regulations.) Instructors, for their part, will exercise care in the planning and supervision of academic work, so that honest effort will be positively encouraged. If any instance of academic dishonesty is discovered by an in structor, it is his responsibility to take appropriate action . Depending on his judgment of the particular case, he may give a failing grade to the student on the assignment or for the course. In instances where only a failing grade in a course is given for academic dishonesty, the instructor will notify the student's academic dean in writing of the circumstances. The student who receives a failing grade based on a charge of academic dishonesty may appeal to the Student-Faculty Judiciary a 42 Academic Freedom for Students judgment made by a department or a college. Academic Freedom for Students at Michigan State University, Article 4, Section 4.3.4.2.b(3). When, in the judgment of the academic dean action other than, or in addition to, a failing grade is warranted, the dean will refer the case to the Student-Faculty Judiciary which shall have original jurisdiction. Academic Freedom for Students at Michigan State University, Article 4, Section 4.3.4.2.a(2). In instances of academic dishonesty where the instructor feels that action other than, or in addition to, a failing grade in the course is warranted, the instructor will report the case to his departmental chairman and to the student's academic dean. The dean will then refer the case to the Student-Faculty Judiciary which shall have original jurisdiction. Academic Freedom by Students at Michigan State University, Article 4, Section 4.3.4.2.a(2). General Student Regulation on Scholarship and Grades The principles of truth and honesty are recognized as fundamental to a community of scholars. The University expects that students will honor these principles and in so doing protect the integrity of the University grading system. No student shall knowlingly, without proper authorization, procure, provide or accept any materials which contain questions or answers to any examination or assignment to be given to a subsequent date. No student shall, without proper authorization, complete, in part or in total, any examination or assignment for another person. No student shall, without proper authorization, knowingly allow any examination or assignment to be completed, in part or in total, for him by another person. No student shall knowingly plagiarize or copy the work of another person and submit it as his own. Academic Freedom for Students The original document, Academic Freedom for Student at Michigan State University, was prepared by the Faculty Committee on Student Affairs and successively approved by the Academic Council, Academic Senate, and finally by the Board of Trustees at its March 16, 1967 meeting. The report established guidelines to identify rights and duties of students in regard to conduct, academic pursuits, the keeping of records, and publications. It provided for structures and procedures for the formulation of regulations governing student conduct, for the interpretation and amendment of the guidelines, for "due process" in the adjudication of student disciplinary cases, and for channeling to the faculty and administration student complaints and concerns in the academic area. 43 Academic Freedom for Students During the 1970-71 academic year the original document was considerably revised through appropriate channels. A new edition incorporating all amendments as approved by the Board of Trustees is now available from the Student Activities Division, 101 Student Services Building. Guest Speakers Policy It is the policy of Michigan State University to foster a spirit of free inquiry and to encourage the timely discussion of a wide variety of issues, provided that the views expressed are stated openly and, therefore, are subject to critical evaluation. Restraints on free inquiry should be held to that minimum which is consistent with preserving an organized society in which peaceful, democratic means for change are available. Therefore, registered student organizations are encouraged to invite speakers to the campus subject only to the following provisions: a) The speaker must not urge the audience to take action which is prohibited by the rules of the University or which is illegal under federal or Michigan Jaw. Advocating or urging the modification of the government of the United States or of the State of Michigan by violence or sabotage is specifically prohibited. It is the responsibility of the student organization to inform speakers of these prohibitions. b) Sponsorship must be by a student organization which has been registered under the general regulations approved by the ap propriate University authorities. the c) For purposes of preserving a record of all such public meeti.pgs and/or coordinating them with the calendar of other activities sponsoring taking place on University property, organization must 1) make all arrangements for reservation of space with the appropriate University officials, and 2) complete a form to be furnished by the appropriate University office indicating, among other things, the subject to be discussed, the names of all speakers and the time and place of the meeting; the form is to be certified by the signature of the appropriate officer of the organization and the faculty adviser. All rules for ad ministration of requests from registered student organizations must conform to the "General Policy" stated above. It shall be the responsibility of the Director of the Student Activities Division to certify that all appropriate steps have been taken before the event is officially scheduled. d) Any student organization violating the provisions of this bylaw is subject only to the procedures and penalties applicable to students and student organizations that violate other University rules. 44 Student Representation in Academic Governance e) Public announcements concerning the speaker sh~ll contain statements that clearly and accurately identify him. f) At meetings dealing with controversial issues, ample time shall be allowed for questions and free discussion of the ideas presented. Student Representation in Academic Governance The Bylaws of the Faculty-1968 provided for both undergraduate and graduate student participation in the Academic Council and certain faculty standing committees. On May 21, 1971, the Board of Trustees approved the Bylaws for Academic Governance-1971 to replace the Bylaws of the Faculty-1968 and its subsequent amendments. The pattern of student participation set forth is to be tried experimentally for a period of two years, beginning May 19, 1971. At the end of that time the pattern is to be reconsidered by the Academic Council and Academic Senate. These bodies will then be free to amend or confirm the pattern of student participation. Departments, School, Centers and Institutes Each department, school, center, and institute that has academic responsibilities or whose work concerns students either undergraduate or graduate, and .all colleges are charged to develop patterns for the significant involvement of its students in the decision-making processes by which policy is formed. Each of the groups are also required to define the extent of its student constituency. The students of such a constituency are responsible for selecting, according to patterns of their own choice, their representatives in the councils and committees to which they are party. Academic Council Each college whose primary responsibility is the education of undergraduates has one undergraduate student representative . The College of Human Medicine, the College of Osteopathic Medicine, and the College of Veterinary Medicine each has one representative, either an undergraduate or a student working toward a professional degree. to Undergraduate student representatives are chosen according procedures established by a vote of the student constituency of the several colleges. Graduate students have six graduate student representatives from the colleges which have a graduate training function with no more than one from a college. The graduate student representatives are selected by the Council of Graduate Students (COGS). To ensure a systematic representation of the views of non-whites and women, ten representatives-at-large are specified. Of the ten 45 Student Representation in Academic Governance positions, at least six are reserved for non-white students and at least five are for women students. The at-large representatives are to be elected through elections-at-large, that is, by elections that involve the total student community. The procedures for the elections are given in section 4.4.3.8 of the Bylaws for Academic Governance - 1971. Standing Committees of the Academic Council The number of undergraduate, graduate, and at-large student members of standing committees varies according to rules specified for each of the committees. Sections 5.2.3. and 5.4. of the Bylaws for 1971 should be consulted for specific in Academic Governance - formation. Advisers to Student Organizations More than 200 organizations on the campus enlist undergraduate members, and one of the assignments faculty members receive is to serve as advisers to these groups. The groups include honoraries, professional organizations, religious groups, and recreational clubs, as service well as academic organizations. Serving as an adviser is one of the ways that faculty members can work personally and closely with students, and faculty members generally find the experience highly rewarding. interest area, political, social, and Complete listings of the organizations are available from the Dean of Student's Office. Participation in Commencement Commencement ceremonies are held at the end of each term with the exception of summer term. Separate ceremonies are held for graduate and for baccalaureate degrees. For the graduate com mencement ceremony, department chairmen and major professors or graduate student advisers having students as candidates for advanced degrees are requested to participate. For the baccalaureate degree program, 500 members of the faculty are expected to participate in the June commencement and 300 in each of the other two terms. The Commencement Committee, using the distribution of Academic Senate members as a guide, prepares and distributes college and departmental quotas to meet the required number. Deans and department heads are responsible for meeting these quotas. 46 Staff Benefits General Information -See Supplement No. 7. Hospitalization and Medical Insurance - See Supplement No. 7. 47 Group Life Insurance Group Life Insurance-See Supplement No. 7. Accident Insurance Protection Coverage for Accidental Death and Dismemberment is available on a 24 hours, 365 day basis in coverage amounts from $10,000 to $150,000 with optional family coverage available. Briefly, this plan pays the designated beneficiary the selected amount in event of accidental injury resulting in the loss of life. In addition, Accident Insurance Protection provides a dismemberment and total disability clause as follows: a) For loss of any two members, the principal amount. b) For loss of any one member, one-half the principal amount. c) For permanent and total disability as defined in the policy, the principal amount. New full time faculty must enroll within 60 days of their ap pointment date if coverage is desired. 48 Group Travel Accident Insurance Disability Pensions The Travel Accident Insurance program is designed to provide special insurance to all University faculty members while traveling on University business or approved activities. This insurance is provided in recognition of the hazards involved in the normal course of travel for the University. Michigan State University provides this insurance at no cost to faculty and staff while traveling on University business. The amount of insurance in force would be paid as follows: a) In the event of accidental death, the principal amount, $50,000. b) For loss of any two members, the principal amount, $50,000. c) For loss of any one member, one-half the principal amount, $25,000. Long Term Disability Income Protection - See Supplement No. 7. 49 Retirement Annuity Pension Plan Retirement Annuity Pension Plan (TIAA-CREF)* is with The retirement annuity pension plan for the faculty of Michigan the Teachers Insurance and Annuity State University Association of American (TIAA) and its companion organization, The College Retirement Equities Fund (CREF), managed by the same of ficers but under a separate corporate organization. (TIAA-CREF provides the retirement plan at over 2300 educational institutions.) When the faculty voted in 1958 to adopt the TIAA-CREF pension plan to replace the Michigan State University non-contributory plan, the change-over included two special features: a) The years of service under the MSU non-contributory plan were "frozen" on July 1, 1958, for those participating in TIAA-CREF. This pension is in addition to the annuity payable under the TIAA CREF plan and Social Security. This pension is in addition to the annuity payable under the TIAA-CREF plan and Social Security. b) Anyone who found that he would be disadvantaged by a transfer to TIAA-CREF was permitted to remain under the MSU non-contributory plan exclusively. Since July 1, 1958, all new faculty members when eligible* par ticipate in the TIAA-CREF plan. Faculty holding Cooperative Ex tension Service appointments must participate in the federal con tributory retirement plan and are excluded from Social Security by law. For this reason they are permitted to select either the MSU non contributory retirement plan or the TIAA-CREF plan. The TIAA-CREF plan is financed by a 5 percent contribution from the participant's monthly salary which is sent to TIAA-CREF with the University's contribution of an amount equal to 10 percent of the in dividual's annual budgeted salary. Premiums paid into TIAA annuities are invested in fixed income securities and provide a fixed income upon retirement. CREF premiums are invested in growth type stocks with the objectives of providing an ultimate pension geared to the changing value of the dollar. The total monthly premium may be allocated between TIAA and CREF in multiples of 25 percent of deposited entire in either TIAA or CREF. Upon request, it is possible for the individual's contribution to TIAA-CREF to be on a tax-exempt basis. In this way income tax is deferred until income is received as an annuity after retirement. Presumably, at that time, with lower income and possibly greater exemptions, the tax probably will be less. >.1A_lpha Zeta, Agriculture; )\rnold Air Society, Air Force; *Beta Alpha Psi, Accounting; *Beta Alpha Sigma, Urban Planning; *Beta Beta Beta, Bio Science; *Beta Gamma Sigma, Business; -!