Full-time faculty members who are on a one-year term appointment who do not receive a new appointment before the expiration of their term appointment are terminated.
Full-time faculty members who are on a two-year term appointment who are not reappointed will be notified of non-reappointment at least four months prior to the expiration of their appointment.
Full-time faculty members who hold a three-year or greater term appointment who are not re-appointed will be notified of non-reappointment at least one year prior to the expiration of their appointment.
The dean will notify a tenure-track faculty member if his or her appointment will not be renewed according to the following schedule:
Tenure-track faculty members who are not awarded tenure by the Board of Trustees will receive a terminal appointment for one year of employment, after which they may no longer hold a faculty position at the University.
The substance of a tenure decision cannot be appealed or reviewed. If a faculty member believes that there were serious process violations during the tenure review, he or she may ask that the process be reviewed according to the process outlined in Section Seven.
Faculty members may voluntarily terminate their appointments by resigning. As a courtesy to the University and its students, resignations should generally be effective at the end of an academic year, and faculty members should give notice to the dean in writing at the earliest possible opportunity, preferably not later than March 1st of the academic year preceding the year for which the resignation is effective.
The dean will notify the provost of any faculty resignation.
The retirement of a faculty member does not necessarily mean a severing of ties with the University. Rather, retirement may be the creation of a new relationship with, and status within, the University. Retired faculty members are often called upon to perform valuable services for the University and often maintain mentor relationships with colleagues and students. Retired faculty members may retain their library privileges in order to insure a useful and familiar space for the continuation of their academic inquiries at the discretion of the dean. Retirees and their spouses are welcome at campus events, and are often featured guests at alumni happenings. In all, retired faculty members are important members of the University community, its heritage and its future.
a) Purpose. The PRB allows a faculty member to enter a plan after the age of 55 and by the age of 70 by means of a maximum three-year, gradual transition from full-time teaching to other endeavors. This plan facilitates a transition period for faculty members contemplating new career or life experiences while minimizing the financial challenges of such transition.
b) Eligibility. To be eligible to participate in the PRB a faculty member at the University must:
i. Have tenured faculty status or a presumptively renewable five-year contract in one of the schools;
ii. Have served a minimum of twelve full-time equivalent years at the University with faculty status as of July 1 prior to entering the PRB; and
iii. Be no younger than the age of 55 and no older than the age of 70.
c) Phased Retirement Period, Teaching Schedule, Salary, and Benefits. A faculty member may participate in the PRB for a maximum of three years. The faculty member must begin the PRB no later than the academic year in which he or she turns 70. Upon entering the program, the faculty member will resign his or her tenure and be assigned a half-time teaching schedule for the period of the PRB. Upon completing the period of half-time employment, the faculty member will retire from the University.
For the purpose of determining the PRB salary, the faculty member’s regular full-time salary in the academic year in which the program begins is considered the base salary. The PRB salary to be paid to the individual in the first year will be 75% of the base salary and 50% of the base salary for the remaining year(s) in the program. The base salary will be adjusted each subsequent academic year in the same manner that the base salary of all regular full-time faculty members is adjusted.
In addition to the retirement salary, the University will continue during the PRB period to make premium contributions to the faculty member’s regular retirement plan. Premium contributions will be based on the University salary for each academic year. The University will also continue to pay its portion of social security contributions and its share of the premiums for health, dental, life, and disability insurance coverage.
d) Other Benefits. A faculty member participating in the PRB will remain eligible for the college tuition benefit, for travel support, and all other available and appropriate faculty development opportunities except for sabbatical leaves. Any faculty member participating in the PRB will be eligible to apply for Emeritus/Emerita or Research Faculty status prior to the conclusion of his or her PRB period.
e) Notification of Participation. A faculty member planning to enter PRB must notify the dean and the human resources office not later than October 1 of the year prior to the academic year in which he or she plans to enter the program. The program begins on July 1 of the first year and continues until June 30 of the final year. Once a faculty member officially enters the PRB, the only means of withdrawing from it is through full retirement.
Any faculty member may elect to forgo the PRB and continue performing all their teaching, scholarship and service obligations and postpone the start of his or her retirement income and Medicare benefits if eligible. These faculty members remain eligible for all appropriate University salary, benefits and other effects of their position until their retirement.
Emeritus/Emerita status is an honorary title that may be conferred only upon individuals who are retired from the University and who have had a long full-time association with Suffolk University.
Emeritus/Emerita status is limited to full-time faculty and full-time senior administrators retiring after distinguished service at the University. In particular, such appointments will be made in view of demonstrated distinction in many or all of the following factors:
b) One’s title will be consistent with the title at retirement plus “emeritus.” (e.g., Associate Professor Emeritus at Suffolk University).
Individuals granted emeritus/emerita status who have held a concurrent senior administrative title of dean or higher may also be granted emeritus/emerita status for the administrative title.
c) Process for Obtaining Emeritus/Emerita Status
i. A retiring faculty member may be nominated by his/her department chair or dean; a retiring senior administrator may be nominated by the head of his/her administrative unit. In addition, a faculty member or senior administrator may nominate him or herself to the appropriate department chair, dean or head of administrative unit (president or vice president), as applicable. Nominations shall be submitted in writing and shall be made prior to the faculty member or administrator’s intended date of retirement.
ii. A faculty nomination must be supported at each higher level of review (department chair, dean and provost) to be presented to the president for recommendation. If the president approves the recommendation, the president will make a recommendation to the Board of Trustees, which also must approve the recommendation. Decisions at each level of review are final.
iii. A senior administrator nomination must be supported by the appropriate vice president and senior vice president, if applicable, to be presented to the president for recommendation. If the president approves the recommendation, the president will make a recommendation to the Board of Trustees, which also must approve the recommendation. Decisions at each level of review are final.
iv. The recommendation must include the following items:
v. In addition, the president of the University may also recommend to the Board that any other faculty or senior administrator be awarded emeritus/emerita status in accordance with the eligibility factors in paragraph 1.a. above.
d.) Privileges Retained After the Award of Emeritus/Emerita Status: The privileges of the emeritus/ emerita designation are as follows:
i. In writing, speaking and submissions to print and electronic media, the faculty or senior administrator may identify him or herself with the emeritus/emerita designation (e.g., Professor of Law Emeritus at Suffolk University Law School). The emeritus/emerita faculty or senior administrator shall be listed in relevant Suffolk University publications (e.g., on the academic unit website for listing of faculty) with the emeritus/emerita designation, and invited to attend University commencements and other similar functions.
ii. Identification Card - The faculty or senior administrator is able to retain his/her Suffolk University identification card to use the University libraries, recreational, and other facilities.
iii. The emeritus/emerita faculty or senior administrator shall be entitled to continued (i) use of regular mail and University email addresses as are provided for active faculty or administrators, and (ii) access to all Suffolk University libraries.
Other privileges of emeritus/emerita status are discretionary and are provided at the discretion of the dean or, in the case of senior administrators, at the discretion of the head of the administrative unit.
iv. Nothing in this policy is intended to alter other University policies or practices concerning priorities for use of certain facilities by students, faculty, or staff, nor is there any intent to limit the authority of individual academic units to recommend such priority-use policies.
v. The appointment of the emeritus/emerita title is for life, subject to all University regulations on conduct and performance.
In certain cases, retiring faculty may apply for a position as a research professor. This title may afford professional opportunities to the retiring faculty member that an emeritus/emerita status might preclude. One’s title will be consistent with the title at retirement plus “Research” (e.g., Associate Research Professor at Suffolk University).
The research faculty status after retirement is available to those who meet all of the requirements related to the eligibility of emeritus/emerita status. Additionally, a faculty member who seeks appointment as a research professor must demonstrate a history of meaningful research, creative and/or professional work as well as a concrete proposal to continue the creation and dissemination of that work.
The privileges of the research faculty member are identical to those enjoyed by emeritus/emerita faculty. The appointment of the research faculty title is for three (3) years, which may be renewed upon application demonstrating meaningful research, creative and/or professional work over the past research faculty appointment as well as a concrete proposal to continue the creation and dissemination of such work. A retired research faculty member may apply for consideration for an emeritus/emerita designation.
Research faculty members are subject to all University regulations regarding conduct and performance.
In order to maintain high quality academic programs that are serving the needs of students, the University may from time to time develop new academic programs or discontinue existing programs of instruction. Program discontinuance is the formal termination of a degree program, academic department, disciplinary field, program of instruction or other program unit. The University may decide to discontinue a program for educational, strategic, resource allocation or financial reasons.
The recommendation to close a program may be made as a result of a formal program review process or by a determination at any time that the program no longer meets the needs of students, the department, the curriculum, the school or the University. Failure to maintain student enrollment in any program will be considered when determining whether a program is meeting the needs of the University.
Any recommendation to consider the discontinuance of the program will be made to the dean of the school in which the program resides. The dean will meet with the program department chair and, if appropriate, the faculty members who teach in the program. If the dean recommends either continuing the program in a significantly modified form or discontinuing the program, the dean will discuss the recommendation with the provost.
If the provost determines that the program should be continued but significantly modified, the provost will direct the dean to proceed with the appropriate changes. If the provost determines that the program should be closed, that recommendation, together with the dean’s recommendation and appropriate supporting documentation, will be forwarded to the president. The president’s decision regarding program closure is final and will be reported to the Board of Trustees at the next regular meeting.
Faculty appointments may be terminated as a result of program closure. Before terminating the appointment of a faculty member, the University will make reasonable efforts to find another suitable position for the faculty member within the University. The University will provide retraining to faculty members if a reasonable period of retraining would qualify the affected faculty member for another position within the University. Unless there is a compelling academic reason to do otherwise, the University will not consider the termination of the appointment of a faculty member with tenure until the appointments of faculty members without tenure have been considered for termination.
If any faculty member with tenure or a presumptively renewable five-year contract is terminated as a result of program discontinuance, the University will provide a terminal year appointment pursuant to the University Policy on Program Closure or Financial Exigency.
The appointment of a full-time faculty member does not constrain a school or the University from reorganizing, reducing or closing a department or other academic unit if necessitated by a financial exigency.
Before the University terminates a faculty appointment based on financial exigency, the Board of Trustees must declare that it has determined that a financial exigency exists. Before the Board makes such a determination and declaration, the provost and/or the president shall first consult with Faculty Senate. After such consultation, the Faculty Senate shall have an opportunity to report their views to the Board before it makes a determination whether to declare a financial exigency.
A financial exigency is a financial situation so serious, regardless of source, that it presents a threat to the ability of a program, school or the University to meet its strategic goals or mission. Such financial situation may be caused by any number of factors, including but not limited to significant declining enrollment in an academic program, other significant reductions in revenue or a significant decrease in the value of University investments.
Appointments of faculty members may be terminated as a result of financial exigency, but only if such termination is a component of a comprehensive program adopted by the Board of Trustees to resolve the financial situation. The comprehensive program shall include measures other than faculty dismissal that are reasonably fashioned to achieve that goal. The Dean and Provost will be responsible for preparing such a program, which will require approval by the President and the Board of Trustees.
If any faculty member with tenure or a presumptively renewable five-year contract is terminated as a result of the financial exigency, the University will provide a terminal year appointment pursuant to the University Policy on Program Closure or Financial Exigency.