SECTION 3
GENERAL MATTERS
3.1 Faculty, staff, and administration relations
"The body is a unit, though it is made up of many parts; and though all its parts are many, they form one body. So it is with Christ. For we are all baptized by one Spirit into one body ‑‑ whether Jews or Greeks, slave or free ‑‑ and we were all given the one Spirit to drink.
"Now the body is not made up of one part but of many. If the foot should say 'Because I am not a hand, I do not belong to the body,' it would not for that reason cease to be part of the body. And if the ear should say, 'Because I am not an eye I do not belong to the body,' it would not for that reason cease to be part of the body. If the whole body were an eye, where would the sense of hearing be? If the whole body were an ear, where would the sense of smell be? But in fact God has arranged the parts in the body, every one of them, just as he wanted them to be. If there were all one part, where would the body be? As it is, there are many parts, but one body." ‑‑ I Corinthians 12:12‑20 (NIV)
Houghton College is an educational institution, but it is also a community of faith and learning. The smooth operation and internal witness to the Spirit's presence in this institution depends upon the interdependence, the respect, and the mutual support of all elements of the college community. No one's job description, whether staff, faculty, or administration can exclude a reference to others. For each one to function efficiently and effectively there must be developed understandings and the element of Christian patience with each other. As Christian brothers and sisters, we must work out points of possible friction at the personal level. Differences should not be shared with others who are not directly involved in the relationships, and careful attention must be given to honesty, to professional ethical practices, and to Christian principles.
The college admits students of any race to all rights, privileges, programs and activities generally accorded or made available to students at the respective campuses, and the college does not discriminate on the basis of race or sex in administration of its employment practices, educational policies, admissions policies, scholarship and loan programs, and athletics and other college administered programs. The college reserves its rights to operate as a church‑related institution and to develop policies consistent with the religious tenets of its sponsoring denomination, The Wesleyan Church.
In compliance with Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972, and Executive Order 11246, as amended by Executive Order 11375, Houghton College adopts the following policy: Houghton College is an Equal Opportunity Employer and shall not discriminate against any person because of race, color, sex, age, marital status, national origin, or physical handicap, except as such conditions may constitute bona fide occupational or assignment qualifications. The college will state its position as an Equal Opportunity Employer through all advertising and job notices.
Houghton College affirms its position as a Christian college of the liberal arts, asserts its right to employ persons who subscribe to the intent, mission, and statement of faith and community responsibilities of the college. Each vice president and every other person who has hiring authority is responsible to ensure that all personnel policies and practices assure that equal opportunity is achieved. Such individuals are also responsible to shelter any employee or applicant for employment, promotion, and term tenure from any form of discrimination within such policies and practices.
3.3.2.1 Affirmative action committee
1. The members of this committee shall be appointed by the president.
2. Duties of the committee include responsibilities to:
a. Implement an Affirmative Action Plan.
b. Review the Affirmative Action Plan.
c. Review the annual Affirmative Action Progress Reports.
d. Provide advice and support to the Affirmative Action Officer and the president on institutional
matters relating to Affirmative Action.
3.3.2.2 Affirmative action officer
1. The Affirmative Action Officer will be a full‑time employee, will serve a two‑year term and will be appointed by the president.
2. The Affirmative Action Officer will be a permanent voting member of the Affirmative Action Committee.
3. It shall be the responsibility of the Affirmative Action Officer to develop and implement employment and communication procedures.
4. Duties of the Affirmative Action Officer include:
a. Reviewing the process utilized by personnel selection committees who are involved in hiring, promotion, and tenure decisions.
b. Serving as an ombudsman to academic and administrative personnel concerned with employment practice problems.
c. Reviewing advertisements for job vacancies submitted by academic and administrative areas.
d. Supervising the development of data bank (file) concerned with equal opportunity employment.
e. Serving as a liaison between the college, state, and federal affirmative action enforcement agencies.
f. Serving as a liaison between the college and minority and women's organizations.
g. Reviewing, in conjunction with the Affirmative Action Committee, Houghton College's Affirmative Action Plan in a manner consistent with institutional personnel and program review policies.
h. Developing procedures for both internal and external dissemination of information concerning the college's affirmative action policy.
i. Identifying and cataloging all procedures used by such search committees and division or department heads to identify and attract qualified minority and women applicants.
j. Serving as a resource person to college employees regarding grievance procedures as outlined in the college grievance policy. Such grievances must pertain to issues relating to affirmative action.
k. Submitting annual Affirmative Action Progress Reports to the office of the president and the Affirmative Action Committee.
With regard to the recruitment and hiring of faculty, administration, and staff, the following procedures are to be utilized:
1. All members of the college community are to be informed of the college's status as an Equal Opportunity Employer. Thus, when vacancies occur, the appropriate chair, dean, or administrator will be responsible to include among the recruiting sources those specializing in women and minority placement. The Affirmative Action Officer will serve in an advisory capacity for purposes of hiring personnel and assisting selection committees to identify these sources.
2. Each person completing a job application will also be asked to complete a page with race and sex data. As each position is filled, the affirmative action data sheets related to that position search will be sent to the Affirmative Action Officer.
3. Standard formats used for advertising job vacancies in different locations and publications will include an Affirmative Action Statement approved by the Affirmative Action Committee.
4. The Affirmative Action Officer will submit an annual report to the Affirmative Action Committee summarizing the sex and ethnic background of applicants and new hires, both full‑ and part‑time.
In order to assure continuity within the provisions of the college's policy on nondiscrimination in employment, the following procedures are in effect:
3.3.2.4.1 Internal dissemination
The statement of Houghton College's nondiscrimination policy is included in the following documents:
a. The faculty handbook.
b. The staff handbook.
c. Houghton's employee application forms.
In order to make all elements of the policy for affirmative and equal employment known and understood by everyone in all categories of college employment,
a. Contractual provisions are reviewed for their compliance with the Affirmative Action Policy.
b. Notice of Affirmative Action Policy is posted on college bulletin boards.
c. Affirmative Action matters are periodically discussed with recruitment and hiring committees, tenure review committees, and all persons who by position or function have a direct impact on personnel decisions, for he purpose of explaining Houghton's affirmative action policies and to assure implementation of the same.
d. Procedures for affirmative action in recruitment and employment are reviewed with hiring supervisors.
It is the practice that college publications picture men and women and both minority and non‑minority faculty, administration, staff, and students.
3.3.2.4.2 External dissemination
The college's commitment to affirmative action and equal employment is emphasized in dealing with sources of recruitment.
1. All advertising for new employees at all levels contains a statement that the college is an equal opportunity and affirmative action employer.
2. All application forms disseminated to prospective employees state that the college is an equal opportunity institution.
3. Promotional communications circulated by the college show both minority and non‑minority men and women when faculty, staff, administration, and students are pictured. (Adopted 4/7/89)
3.4 Statement on romantic involvement between faculty and students
Houghton College suggests that faculty, administrators, and staff exercise great care in relationships with students. Romantic relationships, appropriate in other circumstances, may be inappropriate in a professional situation because of the unequal levels of power between the faculty member or officer and the student.
The difference in power makes it impossible to be certain that the relationship is truly welcome or consensual. In a subordinate position, with a future depending on a positive evaluation, a student may find it difficult to refuse even a casual request from a faculty member or supervisor. In addition, where a romantic relationship exists, other students may believe that the student is receiving preferential treatment.
If a student inappropriately initiates a relationship in order to induce preferential treatment, it is the responsibility of the faculty member or supervisor to discourage and refuse such overtures, and to maintain appropriate professional boundaries at all times.
Where a relationship is deemed by the involved parties to be appropriate -- that is, where none of the above concerns are relevant -- the faculty member or supervisor may wish to enter voluntarily into an accountability arrangement with another faculty member or supervisor.
(April 26, 1993)
3.5 Policy on Sexual Harassment
Preamble: Sexual harassment in any situation is reprehensible. However, it is particularly damaging when it exploits the educational dependence and trust between students and faculty or other college employees, and it is especially inappropriate and hurtful in a Christian academic community. When the authority and power inherent in any official college relationship, whether overtly, implicitly, or through misinterpretation, is abused in this way, there is potentially great damage to the aggrieved individuals, to the person or persons complained of, and to the educational climate of the institution.
3.5.1. Statement of Policy
3.5.2. Definition: Sexual Harassment
3.5.2.1.1 Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or participation in a college-sponsored educational program or activity; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's employment or academic performance or creating an intimidating, hostile, or offensive working or educational environment.
3.5.3. Campus Awareness, Education, and Prevention
Campus awareness, education, and prevention regarding sexual harassment are covered under section III of the Policy on Sexual Assault. Please refer to the policy for further information.
3.5.4. Scope of Policy
Houghton's harassment policy applies to, and will be enforced against, perpetrators who are current students and/or college employees for any incident during an enrollment or employment period.
3.5.5. Reporting Process
3.5.5.1 General. Complaints about sexual harassment will be responded to promptly and equitably. The right to confidentiality of all members of the college community will be respected insofar as possible. If you believe you are a victim of sexual harassment, contact the Sexual Harassment Officer. This individual is located in the Human Resources Office.
3.5.5.2 The Sexual Harassment Officer will listen to your complaint and outline your options for processing your complaint.
3.5.5.3 You have several options available to you: some form of personal confrontation, the “informal” process, or the “formal” process. The Sexual Harassment Officer will assist you in whichever option you choose.
3.5.5.4 Informal Process You may immediately voice your concern to the person whose actions you find offensive or to the administrative head of the department in which you are an employee or student. If you choose to bring the matter to the administrative head, he/she will meet with you and the accused for mediation/reconciliation within 10 working days from the complaint.
3.5.5.5. Formal Process An individual who wishes to file a formal complaint of sexual harassment can do so by contacting the Sexual Harassment Officer. The complaint must be received within 6 months of the date of the latest incident.
3.5.5.5.1 Action begins by the complainant signing a complaint report documenting the alleged incident of harassment. The Sexual Harassment Officer will then appoint a three person investigative team (two members of which must be the same gender as the complainant) from the ranks of the appropriate faculty, staff, or student teams. The Sexual Harassment Officer will also select a senior administrator to oversee the investigation. This individual will initiate the proceedings, monitor the investigation, and take appropriate action as outlined in the investigative team report.
3.5.5.5.2 Note: Should the accused be a senior administrative officer, the Sexual Harassment Officer will contact the Chair of the Board of Trustees, or the Chair’s designee, to act as the overseeing officer. The Chair, or designee will select (following policy guidelines regarding team composition) an investigative team from the membership of the Board and oversee the investigation. The Chairman will act on the team’s findings and recommendations for final disposition (to include the decision to involve or inform administrative officers of the Wesleyan Church). Any appeals will be made directly to the Executive Committee of the Board. The decision of the Executive Committee will be final.
3.5.5.5.3 The investigative team will meet within 10 working days (excluding college breaks) of the complaint and must report its findings and recommendations as soon as possible and in no case more than 30 days following the written complaint.
3.5.5.5.4 The Senior Administrator in charge will prepare and file the Official Summary Report. This and all other documentation (Investigative Team’s report, letters, etc.) will be filed with the Sexual Harassment Officer within seven working days, and housed in the Human Resources Office. All documentation should be housed in a separate locked file (non-employee/student file) and the complainant and accused made aware that this is not a personnel file.
3.5.5.5.5 In cases where the recommended action includes changes in employment, the senior administrator in charge will notify the college president and the senior administrator where the accused works or is a student to communicate the decision and to take appropriate action.
3.5.5.5.6 The final decision made by the senior administrator may be appealed by the investigative team, the accused, or the complainant to the President of the College.
3.5.5.5.7 An individual who is found guilty of a charge of sexual harassment will be subject to action such as:
(1) Initial and sustained counseling by a professional counselor.
(2) Letter of reprimand (a copy of which must become part of the personnel/student record);
(3) Change in employment status, grade, or rank (for faculty/staff) or suspension (for students) for repeated but less-serious harassments; Non-issuance of contract, abrogation, or termination of contract, or revocation of tenure (for faculty/staff) or expulsion (for students) for flagrant and/or repeated offense;
(4) Non-issuance of contract, abrogation, or termination of contract, or revocation of tenure (for faculty/staff) or expulsion (for students) for flagrant and/or repeated offense;
(5) Civil action for any offense which violates law.
3.5.6. Problem Resolution
3.5.6.1 Any student who feels that a sexual harassment report (involving either a faculty member or an employment supervisor) did not receive prompt and equitable response following a formal complaint should contact the Vice President for Student Life.
3.5.6.2 Any college employee or spouse with a similar concern should contact the senior administrator (Dean or Vice President) under whom the harassed individual works.
3.5.7. Reprisals and False Complaints
Any
student or employee making reprisals against a student or employee for reporting
or bringing a complaint of sexual harassment will be in violation or this policy
and subject to discipline. In addition, it is a violation of this policy to make
a false report or charge against a student or employee. Such false reports will
be subject to disciplinary action.
Policy on Sexual Harassment: In Accordance with Title IX; Educational Amendments of 1972
For additional information on Houghton College’s sexual harassment policies and procedures, visit the Student Life Office website: www.houghton.edu/offices/student_life, then click on Policies.
The Houghton College Catalog is published by the office of the dean of the college. In addition to general information, the college Catalog contains the following major sections: admission information; financial information; scholarships, grants, and loan funds; academic information. It also lists trustees, faculty, and other administrators.
The Catalog contains the principal academic policies and procedures of the college and a large section of it is devoted to the courses of instruction, giving the general education requirements, the requirements for majors and minors, course numbers, descriptions, and prerequisites. It is designed to be the working academic document of reference for faculty and students relative to the students' academic program.
The Faculty Handbook is designed to be an integrating force among all faculty and to serve as a common reference for all who are involved in faculty matters. It includes the latest available information as of the publication date. However, to publish is to be immediately non‑current, so revision and updating will be required often. To facilitate this, each section has independently numbered items. Dated replacement items will be furnished as they are produced.
The dean of the college is the handbook's publisher, and all revisions, new material, or editorial comments should be addressed to the dean’s office.
All new faculty are expected to read the handbook in its entirety, and veteran faculty should maintain a working familiarity with its contents. It contains information concerning administrative structure, campus policy, faculty responsibilities, and contractual matters.
The office of the dean of the college prepares and distributes a small newsletter called the Faculty Herald one or two days prior to each scheduled faculty meeting. The dean of the college is the editor of the Faculty Herald.
Individuals or committees who wish to have material included in the Faculty Herald must provide typed copy (preferably in electronic form) to the dean's office before noon on the Thursday prior to the faculty meeting. Faculty members are urged to maintain a personal file of Faculty Herald copies.
The college currently operates its academic year on a two‑semester calendar, and Mayterm. The fall semester begins in late August or early September. It concludes prior to the Christmas vacation. The spring semester commences in early January and concludes in very early May.
The Calendar Committee of the Curriculum Review Committee formulates the specific calendar and presents it to the Curriculum Review Committee for consideration. The Curriculum Review Committee then makes its recommendation to the faculty. The calendar is approved by faculty action usually two or three years in advance.
Mayterm: The spring semester is followed by an optional Mayterm of three to four weeks’ duration. Students may enroll for one or two courses taught in a concentrated schedule.
Reading day: Currently, the college concludes each of its two semesters by a Reading Day following the last day of formally scheduled classes.
Final Four Days: After Reading Day, there are several designated academic days during which each course must meet for one two‑hour session. This academic block is termed the Final Four Days and is set aside for teachers to use at their own discretion. It may be used for a unit examination or a final comprehensive examination; it may be a final class of greater length; or it may be a discussion of the material of the course. Faculty members are not permitted to dismiss their classes for this last session or to excuse individual students from attending. Occasional requests for exception must be approved well in advance by both the appropriate department chair and the dean of the college. (Permission must also be granted for the infrequent change in the scheduling of one's class.) The Final Exam schedule is printed with each semester's Master Schedule of Classes and faculty should consult it for inclusion in each class syllabus.
The Calendar Policy was developed to promote the availability of a variety of enriching activities for the college community and give guidelines for their scheduling.
Ultimate supervision of the college activity calendar has been given to the Student Life Council by the Constitution of Houghton College.
1. The Policy and the Calendar Coordinator
The master calendar of college activities is kept in the Student Life office and maintained by the calendar coordinator. It includes academic calendar dates as received from the Curriculum Review Committee and all other events scheduled by students, faculty, and staff of the college to be held between August 15 and May 31. College activities scheduled to be held between June 1 and August 15 are scheduled by the conference coordinator.
The calendar coordinator provides a service that includes
‑ interpreting calendar policy for groups planning activities
‑ coordinating the scheduling of activities
- supplying up-to-date information on college events -- the quality of this service is dependent on the
cooperation of groups which are scheduling activities.
2. Who should schedule? Any group or individual planning one of the following must work with the calendar coordinator to schedule such an event.
a. an on‑campus activity held after 6:00 p.m. (except regularly scheduled classes).
b. a special activity on campus held before 6:00 p.m. which involves a significant percentage of the
college community or facilities.
c. an off‑campus activity/meeting/retreat, etc., which will involve students.
3. How to schedule an activity
a. Decide what you want to do, when are possible dates and times, and where it should be held.
b. Come to the Student Life office to look at the calendar and discuss your plans with the calendar
coordinator.
c. Pick up a yellow scheduling form.
d. Students must get approval from their advisors, the Cultural Life Committee or the Student Life Council
if needed.
e. Make facility reservations and get signature of the appropriate person.
f. Confirm arrangements of activity (sign contracts, etc.).
g. Return completed form to the calendar coordinator. Calendar space cannot be reserved until this form has been received by the Calendar Coordinator.
h. Then publicize the event.
1. Academic calendar
The Calendar Committee, a subcommittee of the Curriculum Review Committee, sets up the academic calendar, and it is confirmed by faculty. This includes: beginning and ending dates, vacations, Reading Days, and the Final Four Days.
2. Activities Calendar
Each September a working calendar is set up for the following academic year. This calendar includes academic dates and fixed events such as Homecoming, WMF New Vision Week, Christian Life Emphasis Week, Winter Weekend, etc. Events for the following year are scheduled in accordance with priority given them in the calendar policy and the general scheduling deadlines listed below:
Athletic events February 1
Artist Series March 1
School of Music April 1
CAB major events May 15
Lecture Series May 15
All other activities May 30
All calendar requests which are to appear in the printed college calendar must be submitted to the Calendar Coordinator by May 30 for fall semester; October 1 for spring semester.
3.10.2 Policy
1. Exclusive events: Christian Life Emphasis Week, student body prayer meetings, Junior/Senior Banquet and class parties (one class party per semester), Artist Series (3 per semester), major CAB events (3 per semester), and WMF New Vision Week. No organized activities except regularly scheduled classes may be scheduled opposite exclusive events. During CLEW, the starting time for regularly scheduled evening classes will be no earlier than 75 minutes following the beginning of the CLEW service. Only minor activities (involving fewer than 50 people) may be scheduled after such events unless special permission is granted by the Student Life Council.
2. Restricted events: Opera performance, Houghton Invitational Basketball Tournament, Lecture Series, Fine Arts Week performances, Scholarship Evening performance. Only minor activities (50 people or less) and regularly scheduled classes may be scheduled opposite a restricted event.
3. Open events: Retreats, athletic events, recitals, CAB movies, and other minor events (study breaks, Spots), dramatic productions, banquets, Madrigal Dinners, Winter Weekend, Senior Honors Reception, club activities and School of Music concerts and recitals. There are no restrictions on scheduling activities opposite open events.
1. Weekly: Regularly scheduled classes are not to be held during the 11:50-12:40 period on Thursdays. This time is set aside for co‑curricular and faculty development activities. Since certain activities are regularly scheduled, and in order to avoid undue conflicts, the Student Life Council generally approves evening activities in accordance with the following policies for each night of the week:
a. Monday Athletic events
Recitals
School of Music concerts
b. Tuesday Student body prayer meetings
Student Government Association meetings
c. Wednesday WMF prayer groups
Club meetings
Recitals
School of Music concerts
Athletic events
Study breaks
d. Thursday Academic activities take precedence (tests, lectures, films, etc.)
Lecture Series
English Expression Club
Study breaks
e. Friday Lectures
Class parties
f. Friday or CAB events
Saturday Artist Series
Athletic events
Major musical events
Films
English Expression Club
School of Music concerts
Senate spots
2. Annually: These events are typically scheduled during the following months (Code: E for Exclusive events, R for Restricted, O for Open):
a. September Class retreats (O): Scheduled the weekend before fall CLEW, which is usually the first full weekend of fall semester, Friday 5 p.m. ‑ Sunday morning.
Christian Life Emphasis Week (E): Scheduled Tuesday through Sunday, usually the first full week of classes in September and January (Saturday night is not an exclusive meeting).
b. October Homecoming: Scheduled the first or second weekend of October. Dates/activities should have the approval of the Executive Director of Alumni. Friday night is considered Artist Series night, Saturday night is planned by CAB in conjunction with the Homecoming Committee.
Founders' Day: An all‑college academic convocation designed to honor persons and traditions that have shaped Houghton's past and focus attention on the college's mission.
c. November WMF New Vision Week (R): Scheduled first full week in November, Tuesday through Friday.
d. December Madrigal Dinners (O): Held early in December. Usually Friday and Saturday in Buffalo and Thursday through Saturday at Houghton.
e. January Christian Life Emphasis Week (E): First full week of classes in January.
f. February Winter Weekend: Scheduled the weekend nearest to Valentine's Day. Sponsored by Student Government Association.
g. March Junior‑Senior Banquet (Exclusive except for freshman/sophomore class parties): Date for banquet and class parties is set by the Calendar Coordinator and the Student Life Council.
Fine Arts Week (R): Scheduling under consideration.
h. April Houghton Youth Weekend (O): First weekend after spring vacation (Friday p.m. ‑ Sunday a.m.). Coordinated by Church Relations and the Admissions office.
i. May Senior Skip (O): Wednesday through Friday the last week prior to Commencement.
j. Summer Activities scheduled to occur between May 30 and August 15 are cleared and coordinated through the conference coordinator.
(Approved April 1982)
The chapel services are, in a sense, the family worship time of the college. Student attendance is required and regularly monitored. Although faculty attendance is not checked in a legalistic manner, faculty members contribute much to the chapel program by their presence, which is therefore expected. The Faculty Affairs Committee has asked that department chairs encourage each faculty member to attend on a regular basis.
The Board holds firmly that all truth is God's truth, and that in the long event God's truth will be vindicated as compared with error. But humanity, even at its wisest, is immensely capable of being deceived into accepting error through non‑rational factors, and the personality and methods of a committed advocate are often more important in the acceptance of propositions than is the matter of intrinsic truth.
The presence of error, and in fact evil, in our environment seems to be allowed by God as a part of man's probation. Though not originated by Him, it is yet permitted by Him and is subject to His providential control. The Scriptures caution against unwarranted exposure by individuals themselves and especially against the bringing of such exposure to others.
In a liberal arts college dedicated to the proclamation of the truth it seems to us a serious waste of resources and open to possible harmful results to permit the use of the college for the advocacy of error.
There is not the time in college to become familiar with all error or even all serious error, much less to hear it advocated by those who espouse it. The Board feels that those errors which impinge most closely upon the various academic disciplines can be presented adequately and fairly by informed and capable faculty members, and that we are under no obligation to provide error a "sporting chance," with an opportunity for its strongest presentation, which must of necessity involve deception or attempted deception.
We, therefore, ask the president to use his judgment to see that speakers are not invited to the campus to oppose important truths for which the college stands, and that persons who come for such a purpose without invitation shall be asked to desist or leave the campus. Notwithstanding the above, in a classroom situation where the teacher has repeated access to the same group of students, he may bring in occasional resource persons to represent positions not held by the college provided such plans are first cleared with the president. Such presentations shall be in keeping with the educational aims of the class and not with a view to sensationalism.
(Approved June 1971)
3.13 Honorary Degrees and Honors
3.13.1 Honorary degrees
§ The names of candidates for honorary degrees are to be brought to APC for consideration.
§ APC deliberations shall be guided by dual purpose: honoring individuals who deserve to be honored, and bringing honor to the college.