V. Terms And Records Of Faculty And Unclassified Administrator Appointments
A. The College Equal Opportunity/Affirmative Action Policies, Regulations and Procedures
The Policy in Force
It is the policy of the College to promote and protect a learning and living environment where civil discourse, respect for the individual and appreciation for the diversity of human experiences are valued as compelling academic interests. Accordingly, it is a violation of the College’s policy on the Prohibition of Discrimination and Harassment for any member of the College community to discriminate or harass students or employees, or applicants for admission to the College or applicants for any College employment position, based on gender, sexual orientation, gender identity or expression, age, race, color, religion, national origin, veterans’ status, genetic information, or disability, as proscribed by law and as further described in the policy referenced here. In addition, discrimination against members or potential members of the United States uniformed services, as proscribed by the Uniformed Services Employment Rights Act (USERRA), is also prohibited under our policy. Retaliation against any person arising from the good faith reporting of suspected violation of this policy, or for participating in an investigation of discrimination under this policy, is strictly prohibited.
Full policy on the Prohibition of Discrimination and Harassment, Including Sexual Harassment and Abuse, is available at the College’s policy website at policy.cofc.edu.
Role of the Office of Equal Opportunity Programs
Responsibilities of the Office of Equal Opportunity Programs are outlined in the full policy on Prohibition of Discrimination and Harassment and include the responsibility to prepare and submit such affirmative action plans and reports as may be required under the laws of South Carolina. Prior to the submission of any such Plan, however, it shall be submitted for approval to the Vice President of Human Resources and the President’s Executive Team. (Rev. July 2016)
Search, Screen and Selection Process for the Appointment of Instructional Faculty, Library Faculty and Unclassified Administrators
All administrative units and academic departments shall follow a search, screen and selection process, and use the electronic or print forms provided by the Office of the Provost and the Office of Equal Opportunity Programs to ensure equal opportunity in accordance with the hiring policies of the College and its affirmative action program. (Rev. July 2016)
Recruitment and Promotion Process for Classified Administrators, Staff and Other Employees
All administrative units and academic departments shall follow a search, screen and selection process, and use the electronic or print forms provided by the Office of Human Resources to ensure the implementation of the College’s Affirmative Action and Equal Employment Opportunity policies when hiring classified administrators, staff and other employees.
B. Contracts of Untenured Faculty and Unclassified Academic Administrators
Role of the President and of the Provost in Appointments
The President, in keeping with the By-laws of the Board of Trustees, retains the power of approval of all initial appointments, renewals of appointments, promotions in rank, compensation, conferrals of tenure and termination of faculty members and unclassified academic administrators. The Provost, acting in accordance with the provisions stated in this Faculty/Administration Manual, is responsible for making the final recommendation to the President in respect to all faculty and unclassified academic appointments.
Terms and Conditions of Appointment21
a. Before an initial appointment is completed, the precise terms and conditions of the appointment of an instructional faculty member, librarian or unclassified academic administrator of the College of Charleston will be placed in the files of the department, of the appropriate school Dean, of the President’s and Provost’s respective offices.
b. Any subsequent extensions or modifications of an appointment will be stated or confirmed in writing, and a copy of the document will be given to the faculty member or academic administrator and placed in the files noted above. Renewal contracts for instructional faculty members are normally issued for the period from August 16 to May 15; for librarians and unclassified academic administrators for the period from July 1 to the following June 30.
c. Generally faculty appointments are either tenure-track or with tenure. All other appointments are special in status and described in paragraph e (below).
d. In accordance with South Carolina law, all faculty members of the College will receive a letter from the College notifying them if they have reasonable assurance of their employment for the following academic year.
e. Special status appointments include adjunct, visiting, Instructor, Senior Instructor and other faculty titles and ranks and the reappointment of retired members on special conditions. These appointments are made for fixed terms of limited duration and are neither tenure-track or with tenure. The terms and conditions of an appointment with Special Status may be provided by contract or by letter of appointment. With the exceptions of the ranks of Instructor and Senior Instructor, no obligation exists on the part of the College to evaluate such a special appointee with a view to continued employment past the end of the fixed term, nor to give any notice in respect of such an intention. A special appointment terminates automatically upon expiration of the fixed term.
f. All academic administrative appointments are “at the pleasure of the President” but are normally 12-month renewable appointments.
C. Faculty and Unclassified Administrator Records
Official personnel records are maintained in three areas: the Office of Human Resources, the Office of the Provost and the appropriate office of the Deans. The Vice President of Human Resources is required to maintain state employee records for all College personnel, including academic personnel. The State Human Resources Regulations22 specify that this official individual personnel file shall include but not necessarily be limited to the following:
employment application;
all human resources actions reflecting the employee’s work history with the agency;
documentation directly related to the employee’s work record; and
all performance evaluations.
This official individual personnel file shall be available for the faculty member’s or administrator’s review upon the request of the faculty member or administrator. (Rev. Aug. 2018)
The Office of the Provost also maintains files on each faculty member and unclassified academic administrator. The Executive and Senior Vice Presidents maintain files on all unclassified administrators in their areas. These files shall include but are not limited to the following:
Curriculum vitae;
Evidence of accuracy of the curriculum vitae (academic credentials validated by appropriate documentation);
Contract and/or letter of initial employment;
Job description for unclassified administrators;
Letter authorizing sabbaticals or other leaves of absence;
Copies of recommendations and action on tenure, promotion, and third-year evaluation;
Copies of annual salary letters;
The appropriate Academic Dean or Dean of Libraries will maintain copies of annual and third-year evaluations and correspondence relating to professional development, honors and College employment.
D. Probationary Appointments for Tenure-track Faculty and Instructors23
Any appointment of a faculty member to a tenure-track position, or at the Instructor rank, is considered probationary since the individual has not yet fulfilled the required conditions to be considered by their peers and the administration for continuous appointment; i.e., for tenure or promotion to the rank of Senior Instructor. (Rev. Aug. 2018)
Crediting of Prior Experience Toward Fulfillment of Probationary Period
At the College of Charleston probationary appointments are for one year, subject to renewal. For tenure-track appointments, and unless stated otherwise in the initial contractual letter of appointment to any rank sent to an instructional faculty member or librarian, the probationary period before the individual is considered for tenure is six years. Credit may be granted for a faculty member’s full-time service at other institutions of higher learning. The number of years of credit for prior service normally will not exceed two years even though the faculty member’s total probationary period in the academic profession is thereby extended beyond the normal maximum of six years. For tenure-track appointments, the initial letter of appointment will state the years of prior service that will be counted toward fulfillment of the probationary period and the year by which that individual will be considered for tenure. (Rev. April 2007; Aug. 2018)
Librarians appointed to the College Library with three or more years of service in other libraries but who do not yet evidence appropriate records of activity in professional growth and development and/or institutional or community service will be given less than maximum credit in order to have more time to prepare for tenure review.
A period of scholarly leave of absence up to one year may count as part of the probationary period as if it were prior service at another institution. The faculty member, the Department Chair, the Dean, the Provost and the President will agree in writing to this provision at the time the leave is granted.
Information Relating to Standards and Procedures of Renewal, Tenure and Promotion
The instructional faculty member or librarian will be advised at the time of the initial appointment to review the sections of this Faculty/Administration Manual describing the substantive institutional standards and procedures generally employed in decisions affecting renewal and the granting of tenure and to discuss these with the Department Chair (or Dean of Libraries). Any special standards adopted by the faculty member’s department will be transmitted by the Department Chair (or Dean of Libraries) at the time of appointment and be reviewed, together with the institutional standards, during the annual evaluation of the member by the Chair. The faculty member will be advised of the time when decisions affecting renewal or tenure are ordinarily made, and will be expected to submit material that the faculty member believes will be informative. (Rev. Aug. 2018)
Procedure for Considering Non-Renewal of a Faculty Member Including Instructors in First or Second Year of Probationary Appointment
From time to time it is important to the welfare of students or faculty in a department for a faculty member to be terminated at the end of a first-year or second-year appointment. Since state legislation (South Carolina Code of Laws, Section 8-17-380) provides that non-renewal of a one-year contract at the end of the contract period is not grievable, such terminations are not in violation of the terms of employment. Nonetheless, since terminations based on discriminatory intent, violations of academic freedom, or inadequate consideration are all grievable under other provisions of the South Carolina Code, federal law, and/or this Manual, all decisions to terminate probationary appointments at the end of the first or second year must be accompanied by written notification of cause. (Rev. Aug. 2018)
If the Chair or any other tenured member believes that non-renewal is appropriate, the Chair should convene the tenured faculty for a discussion of the chair’s proposed action, and seek to reach group agreement. If a consensus cannot be reached, the Chair will present in writing to the Dean the various positions represented by the group within the department as well as the Chair’s own position. The decision on whether to terminate or continue will rest with the Chair unless the Dean has serious reservations. In such a situation, the Provost will review all of the pertinent information and, after discussing the case with the Chair and the Dean, will rule on which action is to be taken. (Rev. Aug. 2018)
In the case of individuals in their first (second) year of probationary appointment, individuals must be notified by March 15 (December 15) if their contract will not be renewed at the end of the contract year. Except under exceptional circumstances, a new faculty member credited with two years or more probationary time should be given at least one year’s notice in the event the faculty member’s contract is to be terminated. (Rev. Aug. 2018)
After a decision has been reached, the Chair should notify the Provost at least two weeks before the dates specified in the Faculty/Administration Manual so that the Provost can inform a first or second year faculty member that the faculty member will not be given a contract for the following year. (Rev. Aug. 2018)
The College is under no obligation to reappoint any untenured faculty member at the expiration of the contract year. But termination decisions for probationary faculty must be accompanied by written notification of the reasons for termination. If the probationary faculty member finds that explanation unpersuasive with respect to grievable allegations (see first paragraph of subsection), the probationary faculty member may file a grievance with the Faculty Hearing Committee. (See Section X.I for procedures.) (Rev. Aug. 2018)
Employment of Faculty Who are Not United States Citizens
All faculty members who are not United States citizens must hold a valid visa or permanent alien registration card at all times while employed by the College of Charleston. This is a condition of employment and faculty members who do not comply with this condition are subject to termination.
E. Adjunct Faculty Appointments
Adjunct instructional faculty and adjunct library faculty appointments are typically for a single semester, and never for longer than a year’s duration, although they may be renewed at the discretion of the relevant administrative authority. Since adjunct faculty hold temporary appointments, no obligation exists on the part of the College to evaluate such a special appointee with a view to continued employment past the end of the fixed term, nor to give any notice in respect of such an intention.
In no case will an adjunct faculty member be dismissed without having been provided with a statement of reasons and an opportunity to be heard before a duly constituted committee. (A dismissal is a termination before the end of the period of appointment.)
Since state legislation (South Carolina Code of Laws, Section 8-17-380) provides that non-renewal of a temporary adjunct contract at the end of the contract period is not grievable, such terminations are not in violation of the terms of employment, and therefore require no written justification. Nonetheless, non-renewals based on discriminatory intent, violations of academic freedom, or inadequate consideration are all grievable, even for adjunct faculty, under other provisions of the South Carolina Code, federal law, and/or this Manual. Therefore, when an adjunct faculty member alleges a violation in their non-reappointment on any of these three grounds, they may request written notification of cause. If the adjunct faculty member finds that explanation unpersuasive with respect to grievable allegations (as listed above), they may file a grievance with the Faculty Hearing Committee. (See Section X.I for procedures.) (Ins. Aug. 2018)
F. Unclassified Administrators
Annual Evaluation of Administrators: The evaluation of College of Charleston unclassified administrators takes place annually. Evaluation processes vary depending on the nature and conditions of the administrative appointment. The President is evaluated by the Board of Trustees.
Dismissal for Cause: Dismissal of an administrator prior to the end of an employment contract term shall be only for adequate reason (cause) and may be grieved using the procedure in Section 3 which follows below. The following adequate reasons for termination of a contract before the end of a contract term are the same as those described for faculty in Art. VII.C.
Grievance Procedure for Unclassified Administrators and Faculty Members with Administrative Appointments Grieving Matters Related to their Administrative Duties
a. Types of Complaints about which Grievances May be Taken
Complaints reasonably related to terms and conditions of employment, including discrimination in compensation, promotion, rating, evaluation, or work assignment.
Violations or misapplications of written policies.
Notice of dismissal from an administrative appointment to take effect before the end of the contract term. (Note: All administrators serve “at the pleasure of the President;” however, since they receive contracts on a yearly basis, they may grieve dismissal from an administrative appointment that is effective prior to the end of the yearly contract term.)
b. Informal Resolution
Since many disputes can be resolved in an informal manner, unclassified administrators and faculty members in their administrative capacity having complaints about the types of matters described in the preceding section are strongly urged to attempt to reconcile their differences informally and promptly with the other party involved. Failing that, the administrator or faculty member may resort to the more formal procedures that follow.
c. Formal Procedures
Attempted Resolution by Immediate Supervisor24
(i) Within 10 working days of the act complained of, the administrator or faculty member should present to that individual’s immediate supervisor, with a copy to any person whose actions are complained of, a written grievance containing the following:
(a) an explanation of the act(s) complained of;
(b) facts and evidence in support of the complaint;
(c) an account of attempts to resolve the complaint informally and why they have failed; and
(d) suggested resolutions to the grievance that are acceptable to the grievant.
(ii) The immediate supervisor will have ten working days from the presentation of the written grievance within which to investigate the complaint and attempt to bring the parties to an agreed-upon resolution. This investigation may include conferences, interviewing the parties and others, securing documents and evidence from any available source and other actions deemed necessary in the circumstances.
(iii) If an agreed-upon resolution cannot be reached, the immediate supervisor shall make a decision resolving the dispute and promptly notify the parties of the decision in writing. (Rev. Aug. 2018)
Appeal to Next Level
If either party is not satisfied with the decision of the immediate supervisor, the dissatisfied party may appeal that decision to the person to whom the immediate supervisor reports by presenting to that person a written Notice of Appeal within five working days from receipt of the decision. (If the person to whom the immediate supervisor reports is the President, the grievant should skip this level of appeal and move ahead to the next stage of these procedures by requesting a review by the President.) A copy of the original written grievance and the decision from which the appeal was made should be attached to the Notice of Appeal, and copies of the entire Notice should be sent to the other party and to the immediate supervisor, or the person who acted in the supervisor’s stead.
Upon receiving notification that the decision has been appealed, the immediate supervisor shall forward to the immediate supervisor’s supervisor all statements, documents and evidence already accumulated.
The person to whom the immediate supervisor reports shall review all materials that have been made available. The immediate supervisor’s supervisor may conduct an additional investigation, hold conferences and secure whatever further evidence is deemed necessary to make a decision.
The person to whom the immediate supervisor reports will arrive at a decision within 15 working days of the Notice of Appeal. This decision will be sent in writing to the parties and to the Provost. This decision may be the same or different from that made at the previous level. (Rev. Aug. 2018)
Review by the President
If not satisfied with the decision rendered, either party may request, within three working days of receipt of the decision, that the President review the decision. Upon deciding to review the case, the President may review all of the materials thus far accumulated and may meet with the parties with or without counsel. The President’s decision shall be final with regard to all matters except those that may be appealed to the Board. (Rev. Aug. 2018)
Necessity of a Hearing for Some Types of Grievances
State law requires that the grievant be given a hearing at some stage if the grievance is based on:
(a) an allegation of discrimination in compensation, promotion or work assignment; or
(b) receipt of a notice of dismissal before the end of the contract term.25
The hearing will take place at the last stage of the procedures before the review by the President and will be conducted according to the following guidelines:
(a) the grievant will be given the opportunity to present evidence on their own behalf to the decision maker; (Rev. Aug. 2018)
(b) the grievant may be represented by counsel;
(c) the hearing will be recorded, and the grievant will be furnished a copy of the recording upon request. (Rev. Aug. 2018)
Appeal to the Board of Trustees
(a) When available
When a grievant alleges discrimination in compensation, promotion or work assignment, or has received a notice of dismissal from an administrative appointment before the end of the contract term, the grievant may appeal the last internal administrative decision to the Board of Trustees. The Board at its discretion may choose whether to hear this appeal.26 (Rev. Aug. 2018)
(b) Procedure27
The grievant must file a Notice of Appeal within 10 working days of receipt of the final administrative decision. This Notice must be in writing and sent to the Chair of the Board with copies to the President, the Provost and the other party.
The Board, or a Board committee appointed by the Board Chair, shall have available for its review the tape recording of the hearing and the evidence submitted at the hearing and will base its decision in that record. Briefs and oral arguments will be permitted but are not required. Oral arguments may be made by the parties or their attorneys.
The Board shall submit its final decision in writing to the grievant, the President and the Provost. The decision of the Board is final.
G. Terms of Faculty Employment and Workload
Terms of Instructional Faculty Employment
Unless otherwise specified in the appointment document, members of the faculty are compensated for 39 weeks, i.e., nine months of service to the College, from August 16 of one year to May 15 of the next.
Instructional Faculty Workload
Faculty of the College of Charleston are employed by the State of South Carolina to provide instruction to students. Faculty must also provide academic consultation including individual instruction and holding open office hours for student advising. Faculty members are also required to engage in research activities and other forms of professional development as well as render service to the institution and the community.
The formula used by the Commission on Higher Education (CHE) to determine the allocation of state funds to senior colleges/universities, computes one full-time faculty member equivalent (FTE), as 12 contact hours per week of classroom instruction per semester for two semesters. It does not differentiate between undergraduate and graduate instruction. The formula assumes, therefore, that each faculty member will provide 12 contact hours of instruction in both the Fall and Spring semesters. It thus does not take into account advising, administrative duties, research, or other professional development activity, committee activity, or community activity that faculty are required to do in addition to or in lieu of the instructional workload.
The Provost delegates to the Deans of the Schools the responsibility for determining instructional faculty workload within the schools provided the following basic premises are met:
a. Role and Mission
Faculty teaching workload is both driven by the mission of the College of Charleston and reflective of student needs. The courses faculty teach sustain the institution’s fundamental commitment to the curricular requirements for general education as well as the specialization in the major.
b. Budgetary Efficiency/Resources
Teaching workload should be managed by the Provost, the Deans and the Department Chairs or Program Directors so that teaching workload links institutionally desired outcomes for efficiency and access with revenues. The Provost has the additional responsibility to make every effort to place in the hands of Deans and Department Chairs or Program directors the resources in roster faculty and adjunct funding that they need to fund their staffing plans. Once the budget for instruction and the enrollment goals are agreed upon, it becomes the Deans’ responsibility to ensure that there are adequate numbers of courses for students to take. (Rev. July 2016)
c. Access
The College of Charleston remains committed to teaching in smaller classes where students can easily interact with faculty. The number of upper and lower division course offerings in all departments or programs should be carefully determined based on the role a department plays in relation to general education requirements, number of majors and whether the department has other graduate programs. Deans and Department Chairs (or Program Directors) have the responsibility of assuring that there are sufficient numbers of classes and sections to meet anticipated enrollments at appropriate sizes and levels. (Rev. July 2016)
d. Governance
The responsibility for developing written procedures for determining teaching workload lies with each school. The Provost approves each school workload policy.
In addition the following instructional workload requirements must be met:
The official teaching workload of the College of Charleston remains 12 contact hours.
Faculty whose teaching workload is less than 12 contact hours are expected to engage in significantly more research or to be given significant additional assignments within the department as a direct result of having their normal teaching workload reduced.
There are a number of issues and factors that affect an individual faculty member’s teaching workload. Deans and especially Department Chairs have the additional responsibility to consider the individual teaching workloads of faculty members in light of these variables. One of the purposes of school-wide teaching workload procedures is to temper concerns for access and productivity with a concern for equity.
number of courses,
number of credit hours/credit hours per course,
number of contact hours,
number of preparations,
number of upper/lower division courses,
number of students,
instructor of record by type (roster faculty, Senior Instructor, visiting, full-time or part-time adjunct, teaching assistant),
unique courses (seminars, independent study, bachelor’s essay, laboratories, studios, double sections, internships, interdisciplinary courses, team-taught courses, study abroad courses),
consulting, grants (reduced load),
off-campus, evening courses,
undergraduate/graduate courses,
administrative assignments,
leaves of absence; sabbaticals,
roster faculty compared to adjunct faculty workloads,
calculation of research and service components (especially advising) in relation to teaching component for overall workload,
differences in assignments and grading methods (essay examinations versus test bank questions that accompany a text, for instance),
test characteristics (unique and new are more time consuming than recycled tests, assignments),
time required for team of professors to coordinate the course and collaborate on grading (as opposed to situations where individual faculty conduct discrete portions of a course),
number of major advisees,
number of non-major advisees or time committed to advising center,
number of office hours per week held,
number and type of special assignments undertaken.
Terms of Library Faculty Employment
Unless otherwise specified in the appointment document, members of the library faculty are compensated for an eleven-month period, normally eleven months within the period from July 1 to the following June 30.
Library Faculty Workload
Library faculty at the College of Charleston are employed by the state of South Carolina to provide and promote quality library services and operations to the academic community. Librarians have position-titles and job descriptions that describe their particular roles in the operation of the library. In addition to this workload, all library faculty are expected to attend meetings of the full voting faculty and meetings of the library staff as called, to participate in the governance of the institution through membership on College faculty and library committees and to remain current in their specializations with library and information science. The compensation library faculty members receive is for their workload described in their job descriptions and all other duties.
Paid Institutional Overload and Other Dual Employment
The State Budget and Control Board issued administrative procedures and compensation limitations effective August 24, 1994 which are applicable to all state employees, including College of Charleston personnel, coming under dual employment situations. College of Charleston faculty may not earn more than an additional 30 percent of their base salary during the time they are under contract. Dual employment regulations apply to the employment of roster status faculty members and unclassified administrators who, in addition to the work for which they receive full-time pay, also teach courses in the day or evening, workshops, Governor’s School, or who perform other additional services beyond the duties described in their letter of appointment or annual contract. The additional services can be performed within the College of Charleston, or at another state college, university or agency. Grant and contract work compensated by outside agencies is included in the dual employment limitations.
Instructional Faculty Members’ Employment in Maymester and Summer Terms
The teaching of summer school by faculty under nine-month contract is not considered dual employment, but compensation limitations as defined by state regulations are applicable.28
H. Policy Concerning Outside Employment of Faculty
Each full-time faculty member at the College accepts the appointment with the understanding that the faculty member’s primary employment responsibility is to the College during the academic year and in summer terms in which one is teaching. The College encourages faculty members to offer professional advice concerning matters within their expertise to local, State and Federal agencies or departments; to conduct research and to prepare and publish results of their studies; to make addresses on subjects in which they are qualified and which are of interest to the public; and to serve as officers or as members of committees of learned and scientific societies as well as community and civic groups. Such activities are not normally considered as outside work. Outside employment must not interfere with full and proper performance of all College duties and shall not in any way militate against the best interest of the College. (Rev. Aug. 2018)
A member of the faculty who desires to engage in work outside of regular duties must make a written request to the Chair of the faculty member’s department stating the nature of the employment, a brief description of the faculty member’s upcoming role, the employer, the duration of said employment, the approximate number of hours per week to be spent on said outside employment and the remuneration to be received. The Chair shall, within 10 days, forward the request to the Dean with any comments. Written approval from the Provost is required. Under South Carolina ethics laws, a public employee acting in an official capacity may not accept anything of value for speaking before a public or private group, except for a meal provided as part of a meal function and available to all other persons participating in the same event.29 (Rev. Aug. 2018)
College and state policies on dual employment apply. See policy website, 9.1.5, Dual Employment Policy and Procedure, at policy.cofc.edu.
I. Nepotism Policy
Under state personnel regulations immediate family30 shall not be employed concurrently within any one agency of State government 1) if such employment will result in an employee supervising a covered relative, or 2) if such employment would result in an employee occupying a position having influence over a covered relative’s employment, promotion, salary administration or other related management or personnel matters. The provisions of this section are in addition to Section 8-13-700, 1976, South Carolina Code of Laws, which prohibits public employees from using their position to obtain an economic interest for a member of their immediate family. Where, in the discharge of their official responsibilities, actions or decisions by public employees would affect an economic interest of an immediate family member, then the employee should give notice to the employee’s immediate supervisor, who will assign the matter to another person. (Rev. Aug. 2018)
J. Workload Policies of Schools
Faculty workload is made up of a broad spectrum of activities, including but not limited to faculty teaching load.
Faculty teaching load at the College of Charleston is assessed in terms of student credit-hour production. Teaching load productivity expectations are determined for the separate schools and departments in consultation with the Office of the Provost. National and comparative benchmarks are reviewed in determining teaching load productivity expectations.
K. Modification of Duties Procedure
The Modification of Duties Procedure for the College of Charleston is available at the Academic Affairs Web site.
21 This section is based directly upon and quotes extensively from the 1982 Recommended Institutional Regulations on Academic Freedom and Tenure, 1. Statement of Terms of Appointment, p.15a. This document is hereafter referred to as 1982RIR.
22 State Human Resources Regulation 19-720 “Recordkeeping.”
23 This section is based directly upon and quotes extensively from the 1982 RIR, 2. Probationary Appointments, p.22
24 If the complaint is against the immediate supervisor, the Provost or the appropriate Vice-President will appoint another member of the College community to act in the stead of the immediate supervisor throughout these procedures. If the complaint is against a Vice-President, the Provost will perform the immediate supervisor role at this stage, and the appeal in part (2) will be skipped. If the complaint is against the Provost, the President will perform the immediate supervisor role at this stage, and the President’s decision will be final, unless an appeal to the Board is allowed. (Rev. Aug. 2018)
25 South Carolina Code Section 8-17-380.
26 South Carolina Code Section 8-17-380.
27 The Board of Trustees passed this policy in January 1985.
28 College of Charleston institutional policy for Summer School compensation is within the regulations established in Section 19-706.04 of the State Human Resource Regulations (1994). College of Charleston faculty who contract for a nine-month academic year normally shall earn no more than an additional 22.5% of their nine-month base salary during Maymester and Summer Sessions. Each summer session is normally limited to a maximum of 15% of the nine-month base salary. (Rev. Aug. 2015)
29 Section 8-13-715,1976, S.C. Code of Laws; Op. S.C. State Ethics Comm., SECA092-057.
30 Updated and defined by South Carolina Code, Section 8-13-100 (15) and (18) as a spouse, parent, brother, sister, child, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandparent, or grandchild or a child residing in a candidate’s, public official’s, public member’s, or public employee’s household; a spouse of a candidate, public official, public member or public employee; or an individual claimed by the candidate, public official, public member, or public employee or the candidate’s, public official’s, public member’s, or public employee’s spouse as a dependent for income tax purposes.