Faculty Handbook
RIGHTS AND RESPONSIBILITIES
Academic Freedom
Academic freedom is prized as essential to Marquette University and to
its living growth as a university. Professorial academic freedom is that
proper to the scholar-teacher, whose profession is to increase knowledge
in himself/herself and in others. As proper to the scholar-teacher,
academic freedom is grounded on competence and integrity.
When scholar-teachers carry on their academic lives in educational
institutions, integrity requires both respect for the objectives of the
institution in which they choose to carry on their academic lives and
attention to the task of reevaluating these objectives as a necessary
condition of living growth in human institutions.
The University, because it prizes academic freedom, proposes the
following safeguards* to that freedom:
(a) The teacher is entitled to full freedom in research and in the publication of results, subject to the adequate performance of
his/her other academic duties; but research for pecuniary return should be based upon an understanding with the authorities of
the institution.
(b) The teacher is entitled to freedom in the classroom in discussing his/her subject. This freedom must be integrated with the right of
the students not to be victimized and the rights of the institution to have its accepted aims respected.
(c) The college or university teacher is a citizen, a member of a learned profession, and an officer of an educational institution.
When he/she speaks or writes as a citizen, he/she should be free from institutional censorship or discipline, but his/her special
position in the civil community imposes special obligations. As a man/woman of learning and an educational officer, he/she should remember that the public may judge his/her profession and
institution by his/her utterances. Hence, he/she should at all times
be accurate, should exercise appropriate restraint, should show respect for the opinions of others, and should make every effort
to indicate that he/she is not an institutional spokesperson.
*Adapted from the Statement of Principles of Academic Freedom officially endorsed in
1941 by the American Association of Colleges and the American Association of University
Professors.
Faculty Appeals Procedure**
(revised April 20, 2009 by UAS)
Sensitive to the needs of its faculty and in the interests of justice in
all that it does, the University invites any faculty person who has what
he or she considers to be a significant and reasonable grievance to make
use of the appeals procedures available at Marquette University. Faculty
who have a grievance in any matter are free to make their objection to the pertinent Chairperson, and, if not satisfied at this level, to appeal to the
Dean. If necessary, appeals beyond the Dean may be made to the Provost.
In addition, it is understood that faculty may elect to appeal an administrative decision to the Faculty Council, although normally this would not occur until after the grievance had been brought through the administration, at least to the level of the Provost. To respond to faculty grievances the Faculty Council has as one of
its standing subcommittees the Faculty Hearing Committee. The
Faculty Council is advisory to the Provost and will, therefore, make
its recommendations on a grievance matter to the Provost. The President
will be sent copies of such recommendations. The Provost will insist upon appropriate cooperation from pertinent University administrators in connection
with any given appeal.
**Detailed procedures are available either from the chairperson of the
Faculty Council or from the chairperson of the Faculty Hearing Committee.
University Closing
Information on the policy concerning university closing can be obtained from University Policies and Procedures (UPP 6-05 /Severe Weather)
Faculty Responsibilities*
Except for official sabbaticals or leaves of absence, released time provided by research grants or administrative appointments, special ad hoc arrangements
that permit teaching to be concentrated in one term during a particular
academic year or other official exemptions, faculty are expected to participate
fully in the teaching program of the University during each regular term of the academic year. Teaching loads, which may vary from time to time, are
determined by the dean of each college of school in consultation with the
faculty, the department chairperson and the provost.
It is expected that classes will be held at the time and place specified, for the
full time assigned. The absence from class of an instructor should be a rare occurrence. If an absence is anticipated, arrangements should be made for a substitute. In emergencies, the Chairperson of the Department should be
notified. All instructors are expected to begin and end their classes promptly
and according to the scheduled times. Formally scheduled final examinations
are to be given only during the time periods officially announced.
University faculty are teacher-scholars whose research and publications are expected to continue throughout their active careers. Teaching loads at the University generally reflect the assumption that a significant part of the faculty member’s time will be devoted to research.
Another aspect of faculty activity is service to the department, the college or
school, and the University. Service as administrators and committee
members is an important part of faculty status.
Faculty members are expected to spend a suitable number of hours per
week on campus and to accommodate themselves to the reasonable
scheduling of courses, laboratories, clinics, faculty meetings and committee assignments. Moreover, faculty members are also expected to be easily
available to their colleagues. During certain specified hours each week every faculty member should be in his/her office, where he/she can be availalbe to students and members of the administration. Both his/her office and teaching hours should be posted and recorded with the Department and the Dean.
Faculty members are expected to attend Convocations, Baccalaureate Exercises, and Commencement Exercises.
+ Revised with expanded explanatory language, August 2003
Non-University Employment+
Given the practically limitless potential for perfecting one’s work as a faculty member, it is understood that faculty “workload” is not usually considered in
terms of a fixed number of hours. Mastery of a discipline, and the teaching
and research that are both the road to mastery and the manifestations of it,
demand all the resources and commitment that faculty can bring to them.
Faculty members have substantial discretion in ordering their day to day professional obligations. Aware that many of the professional activities of its
faculty represent significant contributions outside the University, and
appreciative of its own institutional need for its faculty to achieve reputations
that reflect credit on it, the University encourages all external activity that is consistent with the faculty member’s University responsibilities and his or her
fullest professional development as a teacher and scholar. It is the University’s expectation that full time faculty will give primary attention and loyalty to their University responsibilities and duties. The University trusts that the professional integrity of the faculty will ensure that no occasion will arise for action upon
charges of neglect of duty.
For professional activities outside the University, therefore, unless otherwise
defined by specific appointment, the University understands in general that
one day per seven day week, averaged on a reasonable basis, is the maximum additional time that can be accommodated for faculty under full-time University contract. Outside professional activities shall not be understood to reduce the
faculty member’s responsibilities to the University. The University expects that
the faculty member will consult with his or her Chairperson and Dean in
advance of any significant commitment. Faculty engaged in outside professional activities must comply with all other applicable University policies (e.g. conflicts
of interest, restrictions on use of University resources).
It is expected that a member of the full-time faculty will not be engaged to
teach full time or part time at any other educational institution while under
contract to Marquette University and not on an official leave of absence for
purposes of teaching elsewhere. For purposes of this paragraph, educational institution should be broadly understood to include traditional educational
institutions as well as less traditional institutions such as for-profit institutions
and distance learning providers. Accordingly, no full-time member of the
faculty is free to teach at any other educational institution while under
contract to Marquette University without explicit clearance in writing from
his/her Dean.
+ Revised with expanded explanatory language, August 2003
Religious Activities
Information on religious activities can be obtained from the
Marquette University Handbook for Employees page 58-59.
Political Activity
In the interest of communication, full-time and part-time members of the
faculty who wish to engage in direct political activity (e.g., running for political
office, managing a campaign, directing group action in behalf of a political
candidate or issue) are expected to inform the Provost before engaging in
this work.
Visas for Foreign Faculty
Foreign faculty play a vital role in the diverse nature of the University teaching community. It is important that they maintain proper visa status prior to and
during their terms of teaching. Department heads should check with appointed foreign faculty that visa matters are well in hand. If assistance is required for the faculty member to obtain the proper visa status, the Office of General Counsel should be contacted. Visa proceedings will be coordinated through that Office.
The responsibility for maintaining proper visa status rests on the individual faculty member.
Misconduct in Scholarship Policy and Grants Management
Honor in scholarship is one of the hallmarks of academia. This tradition
runs especially deep in Jesuit institutions of higher education which uphold
rigorous standards of ethics and values. Instances of documented misconduct
in scholarly research are rare, but, nevertheless, do exist among the more than
2,000 colleges and universities nationwide. Misconduct in scholarship is injurious
to a university's teaching, research, and public services missions and cannot
be tolerated. Accordingly, Marquette University has adopted a policy in this
matter, and this policy applies to all faculty, administrators and non-students.
At Marquette, "misconduct in scholarship is defined as fabrication, falsification, plagiarism, or other practices that seriously deviate from those that are
accepted within the scholarly community for proposing, conducting or reporting
research. It does not include honest error or honest difference in interpretation
of judgements of data." (Misconduct in Scholarship and Grants
Management Policy.)
Please contact Marquette University's Office of Research and Sponsored
Programs for more information on Marquette's policies and procedures in
regard to
misconduct in scholarship.
Racial Abuse and Harassment Policy
Information on the university policy concerning Racial Abuse and Harassment
can be obtained from the Marquette University Employees Handbook
pages 29-30.
Sexual Harassment Policy
Information on the university sexual harassment policy can be obtained
from here. (Word doc)
Sexual Contact and Sexual Assault Policy
Contact the Office of Student Affairs or the Director of Affirmative Action for
further information or assistance.
Americans with Disabilities Act (ADA) Workplace Accommodations
Information on the university policy on workplace accommodations
for Americans with disabilities is located in the
Marquette University Handbook for Employees page 54.
Drug-Free Workplace Policy
Information on the university policy on providing a drug free work
environment can be found in the
Marquette University Handbook for Employees pages 25 -26.
Employee Assistance Program (EAP)
Information on the university employee assistance program can
be found in the Marquette University Handbook for Employees page 10.
Use of Copyrighted Material
Reproduction of copyrighted material without prior permission of the copyright owner may be illegal, and Marquette University does not permit the use of such material without proper clearance. Questions related to the use of any such
material may be directed General Counsel.
Use of University Resources in Consulting and Private Practice or Private Business
Marquette University encourages its faculty to engage in consulting, private
practice, or private business when these activities enhance the scholarly development of the individual or are part of the efforts of the University to
reach out to the community. Ideally, consulting and private practice which
are an integral part of one’s program of scholarship could result in publication
and professional growth. However, in some instances, such activities may be
an obstacle to scholarly productivity and thus against the long-range interests of both the individual and the University. When the resources of the University are used in these activities, the faculty member may be involved in a conflict of
interest or may divert University resources from research and teaching.
This policy of encouraging consulting, private practice, and private business is affirmed by the University, allowing faculty to spend an average of no more than one day a seven day week in such activities. With the exception of patents and certain software copyrights, which come under a specific policy, the University generally allows faculty to retain stipends, royalties, and other income which is
the fruit of their scholarly work or consulting. When the consulting or private practice is pro bono and appropriate to the mission of the University, the
University on occasion uses its funds to support these activities.
This statement does not deal with research sponsored by grant or contract.
The conditions governing this research require prior approval by the University.
Annually, faculty are required to report their consulting and private practice in
the faculty activity reports. These reports should be complete and should
identify any University resources used. Please consult University Policy and Procedures (UPP 1-04 / Proper Use of University Resources) regarding the
proper use of University resources. All activities and proposed use of
resources must be reported in advance to the department chair and/or dean
or director, whose responsibility it is to judge whether these activities are in
the interests of the University and whether the proposed use of resources is appropriate. The University may require reimbursement of University paid costs and expenses in certain circumstances.
Private consulting, private practice and private business are not duties which
faculty perform by reason of their contract to the University. Consequently,
the University does not provide liability/property insurance for liability arising
from such activities or from the use of University property/resources related to
such activities. Individuals are encouraged to contact an insurance agent to
discuss the appropriate type(s) and amount(s) of insurance for activities
beyond the scope of his/her employment.
Conflict of Interest Policy Statement
Information on university policy concerning conflict of interest
can be found in the University Policies and Procedures
(UPP 1-02 /Conflicts of Interest).
Policy on Smoking
The university policy on smoking can be found in University Policies and
Procedures (UPP- 5-02 /Smoking).
General Conduct
Marquette University Handbook for Employees (Pages 27 and 38)
University Electronic Course Management System
The university employs an electronic course management system. It is expected that all faculty will use the system to support course instruction. The minimal expectation for use is posting a syllabus for every course on the electronic course management course site.
Faculty Handbook revision approved by Academic Senate on
21 Novmber, 2005
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