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 re-evaluating 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:
- 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.
- 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.
- 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.
Information on the policy concerning university closing can be obtained from University Policies and Procedures (UPP 6-05 /Severe Weather) (restricted to campus)
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 available 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
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 ful- 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
Information about religious activities can be obtained from the Marquette University Handbook for Employees page 69.
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 judgments of data." (Misconduct in Scholarship and Grants Management Policy.)
Please contact Marquette University's Office of Research and Sponsored Programs for more information about Marquette's policies and procedures in regard to misconduct in scholarship.
Racial abuse and harassment policy
Information about the university policy concerning racial abuse and harassment can be obtained from the Marquette University Handbook for Employees.
Marquette University Title IX Sexual Harassment, Discrimination and Sexual Misconduct Policy
May be found in the Marquette University Employee Handbook at http://www.marquette.edu/hr/documents/employee-handbook.pdf
Marquette University Title IX Sexual Harassment, Discrimination and Sexual Misconduct Policy
May be found online at: http://www.marquette.edu/osd/policies/sexual_misconduct_policy.shtml. Should you have any questions regarding this policy please contact Christine Harris Taylor, J.D., LL.M., Title IX Coordinator at 414.288.3151, or Christine.email@example.com
Americans with Disabilities Act workplace accommodations
Information about the university policy on workplace accommodations for Americans with disabilities is located in the Marquette University Handbook for Employees.
Drug-free workplace policy
Information about the university policy on providing a drug-free work environment can be found in the Marquette University Handbook for Employees.
Employee Assistance Program
Information about the university employee assistance program can be found in the Marquette University Handbook for Employees.
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 to the Office of 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 the University Policy and Procedures (UPP 1-04/Proper Use of University Resources) (restricted to campus) about 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 that 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 about 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)(restricted to campus).
Marquette University Handbook for Employees
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.