End of Faculty Employment
Faculty may decide not to continue their employment at the end of a semester; if that is the case, faculty have the right to terminate employment after the Fall Semester ends, effective December 31 of the year of service, without cause by providing written notice, hand delivered to the Academic Dean of the College, by November 1st of the year of service.
To terminate after the Spring Semester, written notice would need to be hand delivered to the Academic Dean of the College by the end of the Spring Semester.
Likewise, the College may also terminate faculty employment effective at the end of a semester, without cause, by providing the faculty with written notice by the end of that semester.
Termination for Cause
Donnelly College shall have the right to terminate individual faculty employment at any time for cause. Termination shall be effective immediately.
Termination for cause shall include termination for and including:
- Non-performance or inadequate performance of required responsibilities listed on the employee's job description and/or in the Faculty Handbook.
- Flagrant or deliberate violations of the policies and procedures of Donnelly College.
- Persistent failure to carry out specified teaching assignments as determined by the department director or by the Vice President of Academic Affairs.
- Abuse of authority as an educator; actions that intimidate others or constitute a discouraging effect on the freedom of thought necessary in an academic community; behavior which fundamentally corrupts scholarship or teaching.
- Ineffective teaching.
- Lack of attendance and participation in required community and departmental meetings and college events.
- Contractual violations of specifically stated items in the employee's signed contract
Intentional nonperformance or midperformance of such duties, or refusal to abide by or comply with the reasonable directives of superiors or Donnelly College's policies and procedures, which includes, among other things:
1. Maintenance of competent performance levels of teaching as confirmed by objective appraisals.
2. Professional performance of assignments outside the classroom.
3. Effectiveness in constructively carrying out the aims and objectives of the College.
4. Personal conduct which reflects unfavorably on the College or inhibits its effectiveness in carrying out its mission, aims and objectives.
5. Other situations that may be determined by the department director or by the Vice President of Academic Affairs to constitute cause.
When a decision is made for an involuntary termination due to serious college financial circumstances, the instructor will not be paid the unearned portion of the contract. Accrued PTO leave hours will be paid to full-time nursing faculty, if applicable, on the final paycheck.