5.12.1 Scope and Definitions
This section deals with those circumstances and procedures that lead to the end of an employment relationship between the University and term, probationary, or tenure contract faculty. Terms used in this section are defined as follows:
- “Separation” refers to all actions, whether initiated by the University or the faculty member that result in the end of the University’s employment relationship with contract faculty.
- “Termination” may refer to any severance action where the University ends its employment relationship with contract faculty.
- “Non–reappointment” is a means of termination by which the University ends its employment relationship with probationary or term contract faculty at the end of a contract period.
- “Dismissal” is a means of termination by which the university with adequate cause ends its employment relationship with tenure contract faculty, or with term or probationary contract faculty in mid–contract.
- “Suspension” is an action where the employee must cease performance of any and all contractual duties while awaiting due process.
- “Demotion” is an action by the University short of dismissal and following due process where a faculty member loses earned rank and/or titles and/or tenure.
- “Financial exigency” is a state of monetary emergency declared by the Board of Supervisors. Financial exigency may lead to terminations. Tenured faculty who are terminated as a result of financial exigency lose tenure.
- “Retrenchment” refers to actions by the Board of Supervisors or by the University that result in a reorganization of academic structures such as programs and degrees; the resulting change may lead to terminations. Tenured faculty who are terminated as a result of retrenchment lose tenure.
- “Reductions in Force” (RIF) are those terminations that result from financial exigency or retrenchment.
5.12.2 Retirement and Re–employment of State Retirees
The reemployment of state retirees shall be governed by the rules and regulations of the applicable State retirement systems and Board Rule C-III, Section II of the Board Rules. (Revised 10-24-08)
The Department of Human Resources should be consulted for guidance prior to the rehiring of retirees.
5.12.3 Exit Interview
Whenever a faculty or staff member leaves the employment of Nicholls State University, he or she shall report to the Department of Human Resources for an exit interview to fill out forms that are required by the state and federal government. Before final clearance from the University and the issuance of the final paycheck, all property and keys must be turned in for inventory, and all indebtedness to the University must be satisfied.
5.12.4 Board of Supervisors Investigations
All persons appointed and/or employed by the Board are subject to investigation as the Board deems appropriate should there be allegations of misconduct or impropriety against said individuals. Investigations shall commence only upon adoption of a resolution or motion by the Board directing that such an investigation be conducted. Such investigations shall be conducted by an impartial outside agency.
The president of any affected institution shall be given written notice of the investigation, and a list of the allegations subject to investigation. At the conclusion of the investigation, the System President shall see that a written report of the findings of the investigation is given to the Board and to the president of the institution involved.
Investigations involving the character or competence of any person shall be conducted in as confidential a manner as applicable law permits.
Changes to Section of Manual
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