I. Purpose
A. The purpose of this Major Sanctions against Tenured and Tenure-Track Faculty Procedure (“Procedure”) is to implement the Employee Performance Management Policy (“Policy”) of Anne Arundel Community College (“College”) and establish a process for imposing a Suspension or Discharge against Tenured and Tenure-Track Faculty of the College.
B. The Procedure sets forth the process for a Tenured or Tenure-Track Faculty Member to receive appropriate notice, an opportunity to respond, and the right to appeal any adverse decision.
II. Scope and Applicability
A. This Procedure applies to all Tenured Faculty, Tenure-Track Faculty whose term appointment has not expired, and Administrators with Faculty Rank, but only in their capacity as faculty.
B. Except as provided in this Section, this Procedure applies to the Major Sanctions against Tenured and Tenure-Track Faculty for Adequate Cause, as described below, and does not apply to Discharge of Tenured or Tenure-Track Faculty for non-disciplinary reasons, such as discontinuance of programs or financial exigency.
C. This Procedure does not apply to Discharge and/or Suspension of a Tenured or Tenure-Track Faculty pursuant to the College’s Sexual Misconduct Procedures or the College’s Non-Discrimination Policy and accompanying Procedures, which policies and procedures [and successor policies and procedures] will provide the sole process for investigation, hearing, determination, sanction, and appeal of claims of sexual misconduct, discrimination, harassment, or retaliation as defined in those Policies and Procedures.
D. This Procedure does not apply to the non-renewal of the appointment of a Tenure-Track Faculty member upon expiration of the term of the appointment.
E. This Procedure does not apply to faculty on a term contract, contract with benefits, special term contract faculty, or part-time faculty.
III. Definitions
A. All capitalized terms in this Procedure have the meanings provided in the Policy or the Employee Progressive Discipline Procedure.
B. All other capitalized terms in this Procedure have the following meanings:
1. Adequate Cause means any conduct that a) violates the Standards of Employee Performance or Conduct set forth in the Policy; and b) substantially impairs the Faculty Member’s fulfillment of professional responsibilities in their capacity as a Faculty Member.
2. Advisor means an individual who is or is not employed by the College and who may be an attorney who accompanies a Faculty Member or administration representative to meetings or a Hearing conducted pursuant to this Procedure.
3. AVPL means the Associate Vice President for Learning and Academic Affairs.
4. CCFPO is the College’s Chief Compliance and Fair Practices Officer.
5. Chair means the Chair of the College’s Board of Trustees.
6. Dean means the Dean of the School of Business & Law, the School of Continuing Education and Workforce Development, the School of Health Sciences, the School of Liberal Arts, or the School of Science, Technology, & Education, whichever Dean is in the supervisory chain of the Faculty Member.
7. Faculty Hearing Board means five (5) Tenured Faculty who did not serve on the Informal Review Panel and are appointed by the President from the Major Sanction Review Committee to conduct a Hearing and make a recommendation regarding the imposition of a Major Sanction against a Faculty Member.
8. Faculty Member means the Tenured faculty member, Tenure-Track faculty member, or Administrator with Faculty Rank in the Administrator’s capacity as faculty, whose Supervisor or Dean has recommended a Major Sanction.
9. GC means a member(s) of the College’s General Counsel’s Office.
10. Hearing Officer means the member of the Faculty Hearing Board elected by its members to preside over the Hearing, if any, and draft the recommendation of the Faculty Hearing Board in consultation with its members.
11. Informal Review Panel means the AVPL and two (2) Tenured Faculty who are appointed by the President from the Major Sanction Review Committee to recommend whether formal proceedings should be commenced.
12. Major Sanction Review Committee means a pool of Tenured Faculty who are selected according to the process set forth below.
13. Party includes PVPL or designee who will serve as the representative of the College at a Hearing, if any, and the Faculty Member.
14. Preponderance of the Evidence means it is more probable than not Adequate Cause exists.
15. President is the President of the College.
16. PVPL is the Provost/Vice President of Learning.
17. Rebuttal is the Faculty Member’s written response to the Statement of Grounds.
18. Record means the Statement of Grounds, the Rebuttal (if any), the Reply (if any), a transcript of the Hearing (if a Hearing was held), all documents or evidence presented by the Parties, the Faculty Hearing Board Recommendation, the Major Sanction Decision Form, and the request for appeal (if any).
19. Reply is the PVPL’s or designee’s written response to the Rebuttal.
20. Statement of Grounds is a description with reasonable particularity of the reasons for the proposed Major Sanction, as further described below.
IV. Major Sanction Review Committee
A. The Nominating Committee of Academic Forum will nominate Tenured Faculty Members to serve on the Major Sanction Review Committee, who shall be elected through regular Forum election processes.
B. The Committee shall be composed of:
1. One (1) Tenured Faculty Member from each affinity group of the Academic Forum that has at least one (1) Tenured Faculty Member; and
2. One (1) Tenured Faculty Member from each affinity group of the Academic Forum that has at least two (2) Tenured Faculty Members to serve as an alternate on the Major Sanction Review Committee.
C. The number of affinity groups is determined by the Academic Forum Charter.
D. Being elected as a member of or alternate for the Major Sanction Review Committee does not preclude service on other College-Wide, Academic Forum, or Constituency Group Committees.
V. Adequate Cause
A. A Major Sanction may only be imposed for Adequate Cause.
B. A Major Sanction or the threat of a Major Sanction may not be used to restrain Faculty Members in their exercise of academic freedom or other rights of American citizens.
VI. Preliminary Proceedings Concerning a Major Sanction
A. Recommendation of the Dean
1. A Dean may recommend a Major Sanction against a Faculty Member by providing a Statement of Grounds for a Major Sanction to the PVPL.
a. If the Faculty Member is a Dean, Administrator with Faculty Rank or Library Faculty, the AVPL will recommend a Major Sanction to the PVPL.
b. If the Faculty Member is the AVPL, the PVPL shall provide a Statement of Grounds for a Major Sanction to the President.
c. If the Faculty Member is the PVPL, the President shall prepare a Statement of Grounds for a Major Sanction and shall perform the duties of the PVPL in the remainder of this Procedure.
2. The Statement of Grounds must include, at a minimum:
a. The reason(s) for the recommendation;
b. Any prior Disciplinary Actions or Performance Improvement tools issued to the Faculty Member;
c. Any documentation or evidence to support a finding of Adequate Cause;
d. The proposed Major Sanction and if a Suspension is recommended, the length of the recommended Suspension; and
e. The proposed effective date of the Major Sanction.
3. If the PVPL does not agree with the recommendation to impose a Major Sanction, the PVPL may determine not to impose a Major Sanction and may terminate this procedure. The PVPL’s decision and reasons for it will be documented in writing to HR, the Faculty Member and the Dean. The PVPL’s decision not to continue the Major Sanction procedure does not prevent the Supervisor from imposing other lesser discipline pursuant to the Employee Progressive Discipline Procedure.
4. If the PVPL agrees with the recommendation or determines that a different Major Sanction should be imposed, within five (5) Business Days of receipt of the Statement of Grounds by the PVPL, the PVPL may make any revisions the PVPL deems appropriate to the Statement of Grounds and will send the Statement of Grounds to the President and the Faculty Member.
B. Request for Mediation
Within five (5) Business Days of receipt of the Statement of Grounds, the Faculty Member may request Mediation in accordance with the Mediation of Employee Grievances Procedure.
1. If the PVPL consents to Mediation, this Major Sanction process will be paused pending the outcome of Mediation.
2. If the Faculty Member and the PVPL do not reach an agreement through Mediation, this Major Sanction process will resume.
C. Informal Review Panel
1. Within five (5) Business Days of the referral being sent to the President, or the date the Mediation fails, the President will select two (2) members of the Major Sanction Review Committee and the AVPL to form an Informal Review Panel. In cases where the AVPL supervises the faculty member, or the AVPL or PVPL is the faculty member, a third member of the Major Sanction Review Committee shall serve in place of the AVPL, and the Committee will elect one member to manage the process [Convener].
2. The President will notify the members of the Informal Review Panel of their selection and send the Statement of Grounds to the Informal Review Panel.
3. Within five (5) Business Days of submission to the Informal Review Panel, the AVPL or Convener will convene the Informal Review Panel to informally inquire into the basis for the recommended Major Sanction, including the following steps:
a. Review the Statement of Grounds;
b. Gather sufficient information to determine whether or not to recommend that formal proceedings be commenced, which may include an interview(s) of the faculty member and other individuals and gathering documents, as determined by the Informal Review Panel.
4. The AVPL or Convener, with consultation with the other members of the Informal Review Panel, will be responsible for drafting the Informal Review Panel’s recommendation as to whether or not formal proceedings should be commenced and any proposed revisions to the Statement of Grounds and will be responsible for sending the recommendation to the President within five (5) business days after conclusion of the Informal Review Panel’s inquiry.
5. The Informal Review Panel’s recommendation is not binding on the President.
6. If, after reviewing the Informal Review Panel’s recommendation, the President determines that formal proceedings should be commenced, the President will make any revisions the President deems appropriate to the Statement of Grounds, considering any recommendations from the Informal Review Panel.
VII. Formal Proceedings
A. At all stages of the formal proceedings, the PVPL has the burden of proof to show that Adequate Cause exists to warrant the Major Sanction that has been recommended by a Preponderance of the Evidence based on the totality of the evidence presented.
B. Within five (5) Business Days of the Informal Review Panel’s recommendation being sent to the President, the President will send written notice, stating whether or not formal proceedings will be commenced to the Faculty Member, the Dean the PVPL, and HR. HR will place the notice in the Faculty Member’s personnel record.
C. If formal proceedings will be commenced, the President will include the following in the notice:
1. The final Statement of Grounds;
2. A statement that within five (5) Business Days of the President sending notice to the Faculty Member, the Faculty Member may submit a written request for a Hearing via email to the President;
3. A copy of or link to this Procedure; and
4. A statement that all questions about this Procedure should be directed to HR.
D. If the Faculty Member fails to request a Hearing by the deadline, the right to a Hearing is waived, unless the Faculty Member can show good cause for extending the deadline, as determined by the President.
E. Within five (5) days of the Faculty Member requesting a hearing or expiration of the deadline for requesting a hearing, whichever is earlier, the President will appoint five (5) members of the Major Sanction Review Committee to serve as the Faculty Hearing Board.
F. Requests for Information. If the Faculty Member believes that that College has relevant documents or evidence that the Faculty Member does not have, the Faculty Member may submit any request for such documents or evidence to HR, who will work with the College administration to obtain and deliver the requested documents or evidence to the Faculty Member, as appropriate and subject to the limits of the Maryland Public Information Act. Such request must be sent no later than five (5) days after the deadline for requesting a hearing.
G. Selection of Faculty Hearing Board
1. These individuals must be unbiased, have had no personal involvement in the matter, have no personal relationship with the Faculty Member that could create a conflict of interest and shall not have served on the Informal Review Panel.
2. The President will notify the members of their selection in writing and will send the selected members the Statement of Grounds. On the same day, the President will send the list of Faculty Hearing Board members to the Parties.
a. Within two (2) Business days of the President notifying the members of their selection to serve on the Faculty Hearing Board any member of the Faculty Hearing Board or a Party may submit a written request to the President for a Faculty Hearing Board member to be replaced, including the reasons for the request.
b. Within two (2) Business Days of receipt of a request for replacement(s), the President will determine whether there is sufficient basis for replacing the member of the Faculty Hearing Board.
i. If the President determines replacement is necessary, the President will select and notify the alternate from the Major Sanction Review Committee for the affinity group of the member being replaced and will notify the Parties.
ii. If an alternate is selected, the alternate or a Party may request that the alternate be replaced using the process set forth above.
iii. If the President determines that the alternate or a Party has provided a sufficient basis for the alternate to be replaced, the President will select another member of the Major Sanction Review Committee.
iv. If all of the members of the Major Sanction Review Committee are disqualified, the President may select any Tenured Faculty Member(s) at large to fill any of the unfilled membership slots on the Faculty Hearing Board.
c. Within one (1) Business Day of resolving all requests for replacement, the President will send the final list of members of the Faculty Hearing Board to the Parties.
H. Formal Proceedings without a Hearing
1. If a Hearing was not requested, the Faculty Member must submit a Rebuttal to the PVPL and the Faculty Hearing Board within five (5) Business Days of receiving the final list of members of the Faculty Hearing Board, including any documents or evidence the Faculty Member believes is relevant to the Statement of Grounds.
2. If the Faculty Member does not submit a Rebuttal by the deadline, the formal proceedings will continue without the Faculty Member’s Rebuttal.
3. Within five (5) Business Days of the Rebuttal being submitted, the PVPL may submit a Reply to the Faculty Member and the Faculty Hearing Board, including any documents or evidence that the PVPL believes is relevant to the Statement of Grounds.
4. Upon receipt of the Reply or expiration of the deadline to submit a Reply, the Faculty Hearing Board will meet in person or through electronic means to review the Statement of Grounds, Rebuttal, the Reply, if any, and any documents or evidence provided by the Parties.
5. The Faculty Hearing Board may, but is not required to, request additional information that it believes is relevant to making a recommendation regarding a Major Sanction, including requesting witness statements and collecting documents or evidence not already provided.
6. The Faculty Hearing Board will deliberate in private to make a recommendation based solely on the written Record and written arguments and will select a Hearing Officer from among its members.
7. The PVPL has the burden of proof to show that Adequate Cause exists to warrant the Major Sanction that has been recommended by a Preponderance of the Evidence based on the totality of the evidence presented to the Hearing Board.
8. The Hearing Board will make its best efforts to reach a consensus among all of its members; however, if a consensus cannot be reached, the Board may call a vote and the majority of the votes will determine the outcome.
9. The Board will complete the Recommendation Form, including a recommendation as to whether or not the proposed Major Sanction should be imposed and the reasons for the recommendation. Dissenting opinions should be noted. The Faculty Hearing Board may recommend an alternative lesser or higher sanction.
10. The Board will submit the completed Recommendation Form to the GC for a legal sufficiency review.
11. Within fifteen (15) Business Days after receipt of the Reply or expiration of the deadline to submit a Reply, the Board will submit the Recommendation Form, the Rebuttal, the Reply, and any documents submitted by the Parties or collected by the Faculty Hearing Board to the President.
I. Formal Proceedings When a Hearing is Requested
1. Within five (5) Business Days of the date the Parties receive the final list of members appointed to the Hearing Board, the President will send written notice of the Hearing date to the Parties and the Faculty Hearing Board, which must be scheduled at least ten (10) Business Days after the request for a Hearing was submitted and no later than thirty (30) Business Days after the request for a Hearing was submitted.
2. Within five (5) Business Days of the President sending notice of the Hearing, the Faculty Hearing Board will hold an initial meeting to select a Hearing Officer from among its members and review the Faculty Major Sanctions Hearing Procedure. As provided in Section X below, the GC will provide the Faculty Hearing Board with instructions on their role, responsibility, this Procedure, and the Hearing.
3. Unless otherwise stated in this Procedure, the Hearing will be conducted by the Faculty Hearing Board in accordance with the Faculty Major Sanctions Hearing Procedure.
J. Advisors
1. Each Party [Faculty Member and PVPL] may have one (1) Advisor during the Major Sanction Review process who may be an individual who is or is not employed by the College and who may be an attorney. The Advisor may be present at the informal review panel meeting with the Faculty Member, if any, the pre-hearing conference, if any, and the Hearing, if any.
2. The College may provide legal counsel to act as the Advisor for the PVPL; however, the GC, HR, and the CCFPO may not serve as an Advisor to either Party.
3. The Faculty Member and PVPL must notify HR if they intend to bring an Advisor to a meeting or Hearing.
4. The Advisor has a non-speaking role and may not speak or advocate on behalf of the Faculty Member at any stage of the Major Sanction Review process, including the Informal Review Panel meeting or Hearing. The Advisor is permitted to take notes on behalf of the Employee at any stage of the Major Sanctions process.
5. The Faculty Member will be responsible for any costs related to the Faculty Member’s Advisor, and the College will be responsible for any costs related to the PVPL’s Advisor.
6. A Faculty Member may choose to attend a meeting or Hearing without an Advisor.
7. An Advisor may not delay or disrupt any meetings.
8. If the Advisor does not comply with this Procedure, the Advisor may be asked to leave and if so, will not be permitted to participate further.
K. President’s Decision
1. Within ten (10) days of receipt of the Faculty Hearing Board’s recommendation, the President will consider the recommendation and, in the President’s sole discretion, decide whether to accept, modify, or reject the Faculty Hearing Board’s recommendation.
2. The President will be given access to the Record, and, if a Hearing was held, the President will be given access to the recording or transcript of the Hearing.
3. The President will complete the Major Sanction Decision Form, and if the President decides to modify or reject the recommendation, the President will state the reasons.
a. If the President decides to Discharge the Faculty Member, the President will include the effective date of the Discharge on the Major Sanction Decision Form.
b. If the President decides to impose a Suspension, the President will include the effective date and length of Suspension on the Major Sanction Decision Form.
c. If the President decides that a lesser sanction is warranted, the President will specify the lesser sanction, the effective date, and any other information regarding the sanction to be imposed on the Major Sanction Decision Form. If a lesser than Major Sanction is imposed, the decision cannot be appealed or grieved pursuant to Section VIII, but may be grieved, as set forth in the Employee Progressive Discipline Procedure.
d. If the President decides that no sanction is warranted, the President will so state on the Major Sanction Decision Form.
e. If the Faculty Member was placed on Administrative Leave and the President determines that no sanction or a lesser sanction is warranted, the President will state the date upon which the Faculty Member will return to work on the Major Sanction Decision Form.
4. The President will submit the Major Sanction Decision Form to the GC for a legal sufficiency review.
5. Within three (3) Business Days of making a determination, the President will send the Major Sanction Decision Form to the Parties and HR. HR will place the Major Sanction Decision Form in the Faculty Member’s personnel record.
VIII. Appeal to the Board of Trustees
The Faculty Member may appeal a decision of the President imposing a Major Sanction to the Board of Trustees as follows:
A. Grounds for Appeal. Mere dissatisfaction with the Major Sanction Decision is not a valid basis for appeal and the grounds for appeal are limited as follows:
1. Discovery of new evidence that was not available at the time of the Hearing;
2. Procedural error that can be shown to have had a detrimental impact on the President’s Decision;
3. The Major Sanction Decision was not supported by a Preponderance of the Evidence presented at the Hearing; and/or
4. Inappropriate sanction.
B. Within five (5) Business Days of the President sending the Major Sanction Decision Form to the Parties, the Faculty Member may submit a written appeal to the President, stating the specific ground(s) for appeal.
C. If the Faculty Member does not submit a written appeal by the deadline, the President’s decision is final and cannot be appealed or grieved.
D. Upon receipt of a timely appeal, the President will submit the Record to the Chair.
E. Upon receipt of the Record, the Chair will send notice to the Board of Trustees of a special meeting in closed session to be held at least fifteen (15) Business Days after receipt of the Record and no more than forty (40) Business Days after receipt of the Record.
F. Any sanction issued by the President will be stayed pending the outcome of the appeal; however, if the Faculty Member had previously been placed on Administrative Leave, the Administrative Leave will continue pending the outcome of the appeal.
G. An appeal to the Board of Trustees will be based solely on the written Record and written arguments, and no hearing will be held.
H. Written Arguments
1. Within ten (10) Business Days of the Faculty Member submitting an appeal to the President, the Faculty Member will submit a written statement to the PVPL and the President, stating the reasons the President’s decision should be overturned or modified.
2. Within ten (10) Business Days of the Faculty Member sending the written argument to the PVPL and the President, the PVPL will submit a written response to the Faculty Member’s argument to the Faculty Member and the President, stating the reasons the President’s decision should be upheld.
3. Within five (5) Business Days of the PVPL sending the written response, the Faculty Member may submit a written reply to the PVPL’s response to the PVPL and the President.
4. Upon receipt of the reply or expiration of the final deadline, the President will submit the Faculty Member’s written statement, the PVPL’s written response, and the Faculty Member’s written reply (if any) (collectively, the “Written Arguments”) to the Chair.
5. Upon receipt, the Chair will submit the Record and the Written Arguments to the Board of Trustees.
I. Deliberations
1. At the closed session, the Board of Trustees will deliberate and decide whether to accept, modify, or reject the President’s Major Sanction Decision Form and provide the reasons for the Board of Trustees’ decision.
2. The GC will not attend the closed session during the deliberations; however, the Chair may seek legal advice during deliberations to the extent necessary.
3. The Chair will be responsible for drafting the Board of Trustees’ decision, with consultation with the full Board of Trustees’ and submitting it to the GC for a legal sufficiency review.
4. Within ten (10) Business Days of the closed session, the Chair will send the Board of Trustees’ decision to the President, the Parties, and HR. HR will place the Board of Trustees’ decision in the Faculty Member’s personnel record.
J. The decision of the Board of Trustees is final and cannot be appealed.
IX. Administrative Leave
A. At any time during this process, the PVPL may consult with HR to determine whether the Faculty Member should be placed on Administrative Leave pursuant to the Employee Progressive Discipline Procedure while the recommendation for a Major Sanction is under review.
B. If the Faculty Member will be placed on Administrative Leave, HR will send written notice to the Faculty Member that the Faculty Member will be placed on Administrative Leave while the Major Sanction is under review.
C. Placement on Administrative Leave may not be grieved or appealed.
X. Role of the GC’s Office
A. The GC will provide the Informal Review Panel and the Faculty Hearing Board with instructions on their role, responsibility, this Procedure, and the Hearing.
1. The GC may be present at the meetings in which the Faculty Member appears with an Advisor, including meetings with the Informal Review Panel, the pre-hearing conference, if any, and at the Hearing to provide legal advice to the Informal Review Panel and Hearing Officer regarding this Procedure.
2. The GC will not represent either Party at any meeting or the Hearing or advocate on behalf of either Party.
3. The GC provides legal advice to the Informal Review Panel and the Faculty Hearing Board regarding the process and not the substance of the decision, such as whether Adequate Cause does or does not exist.
4. The Hearing Officer will make a statement at the beginning of any meeting, the pre-hearing conference and the Hearing to explain that the GC does not represent either Party.
5. If an appeal is submitted, the GC will provide legal advice to the Chair and the Board of Trustees and will not represent the PVPL during the appeal process. The PVPL may hire an outside attorney, at the College’s expense, to provide legal advice regarding the appeal.
6. The GC conducts a legal sufficiency review of the Informal Review Panel’s recommendation, the Faculty Hearing Board’s recommendation, the President’s decision, and the Board’s appeal decision, if any.
XI. Confidentiality
A. All proceedings and records related to Major Sanction proceedings shall be treated with utmost confidentiality, to the extent permitted by law and College policies and procedures.
B. Access to records related to a Major Sanction proceeding shall be limited to individuals involved directly in the proceeding or as required by law.
C. All members of the Informal Review Panel and the Faculty Hearing Board, and all witnesses, will be required to sign a Confidentiality Statement Form.
XII. Record
A. This Procedure is administrative in nature and is not considered a legal proceeding.
B. HR will maintain all documents related to this Procedure in the personnel file of the Faculty Member.
C. At the end of a Major Sanction Proceeding, the President will forward all documents received pursuant to this Procedure to HR.
D. HR will maintain a copy of the recording of the pre-hearing conference, if any, recording of the Hearing, and the Record, in accordance with the College’s document retention schedules.
E. Access to the Record
1. After the President’s decision has been sent to the Parties, either Party may request access to the Record by submitting a written request to the President.
2. The President will inform HR of the request, and HR will make arrangements to provide access to the Record, in person or viewed through secure, electronic means, at the discretion of HR.
3. Access to the Record will not be provided prior to the President’s decision being sent to the Parties.
4. Either Party may bring an Advisor when reviewing the Record.
5. To maintain the confidentiality of the proceedings, other than as specifically set forth above, a copy of the Record will not be provided, unless required by legal process, and the Parties and the Advisor will not be permitted to make a copy. The Parties may take notes regarding the content of the Record.
6. HR will arrange for a College employee to be present when access to the Record is granted to protect confidentiality.
XIII. Right to Disability Accommodations
A Faculty Member has the right to request disability accommodations in order to participate in the Major Sanctions Procedure. Such requests will be decided according to the College’s Disability Accommodation Policy and Procedures.
XIV. Deadlines
A. Any deadline set forth above may be extended for good cause.
B. To request an extension, a written request setting forth the reasons for the requested extension must be submitted to HR prior to the expiration of the deadline.
C. HR, at HR’s discretion, will determine whether the reasons stated are sufficient to show good cause and grant the requested extension.
D. HR will notify both Parties and the President in writing if an extension is granted.
Procedure Title: Major Sanctions against Tenured and Tenure-Track Faculty Procedure
Policy Category: Faculty Affairs
Policy Owner: President
Policy Administrator: Executive Director of Human Resources
Contact Information: Suzanne Boyer, slboyer1@aacc.edu, 410-777-2045
Approval Date: February 24, 2025
Effective Date: March 12, 2025
History: Previously contained in the College Manual
Applies to: Tenured Faculty, Tenure-Track Faculty, and Administrators with Faculty Rank
Related Policies: Employee Performance Management Policy
Related Procedures:
Forms/Guidelines:
Relevant Laws: