Dismissal for Cause

Policy Memorandum No. 149

Recommended by the Commission on Faculty Affairs
Approved by CFA: January 20, 1995
Approved by University Council: February 20, 1995
Approved by the President: February 20, 1995
Approved by the Board of Visitors: April 10, 1995
Effective: Immediately

The University Council, on recommendation of the Commission on Faculty Affairs, approved a resolution to revise Section 2.11.1 of the Faculty Handbook (Due Process for Dismissal for Cause).

Replacement pages for the relevant section of the Faculty Handbook will be provided separately through campus mail.

Following is the text of the resolution as adopted by University Council:

WHEREAS, dismissal for cause is initiated for very serious or extreme causes for which continued service to the University following a decision to dismiss would not be in the best interest of the University or our students and,

WHEREAS, concerns expressed that our current policy, which seems to allow a year of severance pay (or notice) following a decision to dismiss for cause, did not adequately reflect institutional or student interests and,

WHEREAS, the responsibility for determining gross misconduct was not clearly defined, nor was the starting date for final notice and,

WHEREAS, university faculty policies acknowledge the guidance of American Association of University Professors (AAUP), and regulations published by AAUP state that, except in cases involving moral turpitude, tenured faculty should receive one year of notice or salary and untenured faculty should receive three months of notice or salary.

THEREFORE BE IT RESOLVED that the final paragraph of section 2.11.1 of the Faculty Handbook (Due Process for Dismissal for Cause) be deleted and the following statement substituted:

In cases where gross misconduct is decided, termination will usually be immediate. The standard for gross misconduct shall be behavior so egregious that it evokes condemnation by the academic community generally and is so utterly blameworthy as to make it inappropriate to offer additional notice or severance pay. Gross misconduct shall be determined by the first faculty committee that considers the case. In cases not involving gross misconduct, (a) a faculty member with tenure or continued appointment will receive up to one year of salary or notice, and (b) a probationary faculty member will receive up to three months salary or notice. These terms of dismissal shall begin at the date of final notification of dismissal.


President's Policy Memorandum

URL: http://purl.vt.edu/vtdocs/policies/ppm149