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5.8 Reappointment and Procedures

Reappointment of all full-time faculty members (tenure or non-tenure track) will be in accordance with the following procedures.

5.8.1 Reappointment of Non-Tenure Track Faculty

Non-tenure track faculty will be re-appointed on an annual basis in accordance with the terms of the appointment letter.

5.8.2 Reappointment of Tenure Track and Tenured Faculty

The appointment of non-tenured faculty who are on the tenure-track is renewable from academic year to academic year. The college dean, following procedures established by the college, informs the faculty member of reappointment decisions in accordance with the established notification dates:

The decision to reappoint a non-tenured faculty member is made at the discretion of the provost upon recommendation of the appropriate college dean.

Tenured faculty may expect to be reappointed each academic year, except when the following conditions exist:  adequate cause, financial exigency, medical reasons, discontinuance of a program of instruction, or resignation/retirement.

  1. Adequate cause is interpreted as demonstrated (1) professional incompetence; (2) dishonesty in teaching or research; (3) willful neglect of duty; or (4) conduct involving moral turpitude or otherwise grossly in violation of the ethics of the national university community. Dismissal or the threat of dismissal shall not be used to restrain faculty in the legitimate exercise of their academic freedom or civil rights.
  2. Where there is a bona fide financial exigency--as when the state legislature fails to appropriate funds to support the current faculty--a tenured faculty member may be dismissed. In such cases, a responsible effort will first be made by the university to reappoint the faculty member to another position for which the faculty member is qualified and for which there is adequate funding.
  3. Termination of employment may be justified by clear and convincing medical evidence that the faculty member cannot fulfill professional and academic obligations, or the terms and conditions of appointment, with reasonable accommodation.
  4. When a program of instruction is discontinued, the faculty appointments involved in that program may be terminated. As noted in UHS Board of Regents Policy 21.07.2 Section D, tenured faculty in such instances must be given 18 months prior notice. However, the university's responsibilities to the faculty in such cases are the same as in cases involving financial exigency, and a serious attempt to retain the faculty members in other capacities for which they are qualified shall be undertaken.
  5. A tenured faculty member may resign or retire effective at the end of an academic year, provided that notice is given in writing at the earliest possible opportunity. A voluntary modification of employment contract is another option available to tenured faculty with the concurrence of the institution.

5.8.3 Terminal Notice of Salary

If an appointment is terminated, the faculty member shall receive salary until the day of termination. On the recommendation of the provost to the president, the length of service may be considered in determining the date of termination. Notice of the date of termination shall normally be given in accordance with the schedules stated in UHS SAMS Academic Personnel Policy, 06.A.09. The provision for terminal notice of salary need not apply in the event that there has been a finding that the conduct which justified dismissal involved moral turpitude or conduct grossly in violation of the ethics of the university community.