UW-GREEN BAY FACULTY SENATE DOCUMENTS - 1999-00
Number Name Date Approved
99-1 Senate Resolution on the Report of the Task Force on the Compelling Idea:
The University of Wisconsin-Green Bay Learning Experience 10/20/99
99-2 Recommendation on Granting Fall 1999 Degrees 11/17/99
99-3 Changes to the Code Governing Councils, UWGB Chapter 55 12/15/99
99-4 Nominees for the 2000-01 Faculty Elective Committees 02/16/00
99-05 Recommendation on Granting of Spring 2000 Degrees 04/19/00
99-06 Change in Code Governing Grievances, Chapter 6.02 10(c) 04/19/00
99-7 Employee Acknowledgement of Equal Opportunity Policy and
Sexual Harassment Policy and sign-off forms 05/10/00
REPORT OF THE TASK FORCE ON THE COMPELLING IDEA:
THE UNIVERSITY OF WISCONSIN-GREEN BAY LEARNING EXPERIENCE
In favor of enhancing the learning experience and securing the necessary resources to make that possible, the Faculty Senate endorses the Report of the Task Force on the Compelling Idea and approves the continued pursuit of the project.
It is understood that:
1. The endorsement of the Task Force Report on the Compelling Idea by the Faculty presumes a major initiative to secure the necessary resources to make the Idea possible. Should we fail as an institution to secure those resources, work on the Compelling Idea shall cease.
2. The all-university educational plans and curricular innovations we will develop and elaborate in pursuit of realizing the Compelling Idea will be subject to Faculty Governance review and final approval by the Faculty Senate.
UW-Green Bay Faculty Senate Senate Action Item #1
20 October 1999
Approved 10/20/99, Document #99-1
CHANGES IN THE CODE GOVERNING COUNCILS
UWGB CHAPTER 54
54.03 Functions of the Councils
A. Academic Affairs Council
1. Upon request of the appropriate Dean(s), the Academic Affairs Council shall provide the Provost/Vice Chancellor for Academic Affairs with its recommendation on the approval of all new programs or on modification to existing programs (majors and/or minors), and on all new credit courses or modifications to existing credit courses at both the undergraduate and graduate levels.
2. The Academic Affairs Council shall have the responsibility and authority for review of all credit courses and all academic programs at both the undergraduate and graduate levels. Its recommendations shall be forwarded to the Provost/Vice Chancellor for Academic Affairs for his/her action.
3. The Academic Affairs Council shall have the responsibility for examining the interrelationships among program areas in the University and for overseeing for the faculty the total academic plan and its various programs and components. This examining and overseeing function shall include, but not be limited to, the reviewing of course titles and content for duplication, and the monitoring of records pertaining to enrollments in lower division courses, upper division courses, the graduate program, and career and adult education courses. The recommendations of the Council shall be forwarded to the Provost/Vice Chancellor for Academic Affairs for his/her action.
4. On its own initiative, or upon request of the University Committee, the Academic Affairs Council may advise the Faculty Senate about issues of educational policy and implementation that fall within the jurisdiction of the Faculty.
5. The Academic Affairs Council shall annually provide the Secretary of the Faculty and Academic Staff, for inclusion in the Faculty Governance Handbook, a current list of: 1) Interdisciplinary Units and 2) approved academic programs (including majors, minors, emphases, graduate programs, and certificate programs) and the Interdisciplinary Units responsible for them.
B. Personnel Council
1. The appropriate Dean(s) shall seek the advice of the Personnel Council whenever a candidate for appointment or promotion is to receive tenure.
2. The Council shall develop written criteria to be used in providing its advice.
3. On its own initiative, or upon the request of the University Committee, the Personnel Council may advise the Faculty Senate about issues of personnel policy and implementation that fall within the jurisdiction of the Faculty.
C. General Education Council
1. The General Education Council shall provide advice to the Provost/Vice Chancellor, Associate Deans, and Deans.
2. The General Education Council may establish sub-committees for each General Education program component without an otherwise established governance or administrative structure. Such sub-committees will have delegated responsibilities for curriculum development and regular course review.
3. Changes in General Education requirements may be initiated by the General Education Council, after consultation with the faculty groups and sub-committees affected, and are subject to approval by the Faculty Senate.
4. On its own initiative, or upon the request of the University Committee, the General Education Council may advise the Faculty Senate about issues of General Education requirements that fall within the jurisdiction of the Faculty.
54.04 Joint Function of the Councils
A. When appropriate, the Councils will meet jointly to consider matters of mutual interest.
B. On their own initiative, or upon request, the joint Councils may advise on educational policy and its implementation.
Amendments of this chapter are under the jurisdiction of the Faculty and must carry by a two-thirds majority of the Faculty Senate.
UW-Green Bay Faculty Senate Document #99-3
Approved, 15 December 1999
CHANGES IN THE CODE GOVERNING GRIEVANCES
UWGB CHAPTER 6
UWGB 6.02 Grievances
10. Any hearing held under this Chapter shall meet the following requirements:
c. The hearing body may, on motion of either party, disqualify any one of its members for cause by a majority vote. If one or more members disqualify themselves or are disqualified, the
remaining membersUniversity Committee maywill select a number of other members of the faculty equal to the number who have been disqualified to serve on the hearing body for the purpose of that case only.
UW-Green Bay Faculty Senate Document #99-6
Approved with change, 19 April 2000
EMPLOYEE ACKNOWLEDGEMENT OF THE UNIVERSITY OF WISCONSIN-GREEN BAY'S EQUAL OPPORTUNITY POLICY
I, _______________________, hereby acknowledge that the University of Wisconsin-Green Bay is an equal opportunity employer and that I have received a copy of the University's written Affirmative Action/Equal Opportunity Policy. I understand that it is the University's policy to make all employment decisions without regard to age, race, creed, color, religion, national origin, sex, disability, veteran status, marital status, or any other protected status in accordance with applicable federal state and local laws.
I also acknowledge that in furtherance of its goals of equal opportunities for all employees and applicants, the University of Wisconsin-Green Bay refuses to participate in any action which would require the University to discriminate against any individual because of that individual's membership in a protected class.
ACKNOWLEDGEMENT OF THE UNIVERSITY OF WISCONSIN-GREEN BAY’S EQUAL OPPORTUNITY
AND SEXUAL HARASSMENT POLICY
PLAN FOR IMPLEMENTATION OF TRAINING FOR UNIVERSITY OFFICIALS ON SEXUAL
changes in the Sexual Harassment Policy dealing with personnel who have
responsibility for dealing with sexual harassment complaints will require
separate training for those officials in addition to the general sexual
harassment training provided for all other University personnel.
Objective: To provide specific
training on what constitutes sexual harassment and on handling complaints of
sexual harassment for faculty and staff who have supervisory responsibility
over employees/students of the University.
An individual qualifies as a “supervisor” if:
The individual has authority to make or recommend tangible employment
or academic decisions affecting the employee or student; or
The individual has authority to direct the employee’s daily work
Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors,
Equal Employment Opportunity Commission Notice 915.002, 6/18/99)
Receiving and Resolving Harassment Complaints – accomplished through
lectures, discussion, videos to provide information, skills and learning tools
that can create an environment of respect
2. Managing the Healing
Process – deals with unresolved issues that need to be identified and
resolved before work relationships can be healed; when to do a referral
Effective Intervention Techniques – deals with intervention skills
effective communications, listening and coaching skills, respectful behavior
toward the harasser, objective feedback and when to refer
Notification of Supervisors – deals with reporting lines for
May include worksheets, handouts, videos
initial session will be approximately 2-4
hours in length with annual updates from 1-2 hours, if needed.
Participants: All persons meeting the above
definition of supervisor will be required to attend.
Training sessions will be done with approximately 30-50 attendees per
Held: Members of the campus community will be
trained annually during August prior to the beginning of the academic year so
as not to interfere with other scheduled meetings.
Faculty will be trained at the beginning of the contract period.
to Attend Scheduled Session: People
who miss a session will be invited to attend another available session.
UNIVERSITY SEXUAL HARASSMENT GENERAL
Objective: To provide general
sexual harassment training focusing on legal issues, recognition of sexual
harassment and what to do when one becomes aware of it.
Lecture, discussion, video training done by either internal or external
Length: Approximately 1-2 hours
Participants: All University employees, with the
exception of those designated as University officials who are trained at a
be held once per semester but at
Sexual Harassment Policy and Procedures
mission of the University of Wisconsin-Green Bay requires the most profound
respect for the free expression of ideas and opinion and the free pursuit of
knowledge. This mission also
requires a learning and working environment in which individuals are free from
intimidation, exploitation, and coercion.
in formulating a policy against sexual harassment the University of
Wisconsin-Green Bay seeks to assure equal educational and employment opportunity
for all people to study, teach, and work in this institution, now and in the
future. The University does so not
only to meet our legal and moral responsibilities as a university, but to
proclaim as part of its educational commitment, its dedication to a society in
which all people are free to study, learn, and pursue careers without fear,
humiliation, and threats, and without discrimination or harassment.
in offering the following statement of policy, the University of Wisconsin-Green
Bay affirms its commitment to equal educational and employment opportunity, and
declares as unacceptable sexual harassment.
In judging such unacceptable conduct, supervisors and review committees
shall recognize the interest of the University to preserve and protect freedom
of expression and inquiry.
It is the policy of the Board of Regents of the University of Wisconsin System, consistent with its efforts to foster an environment of respect for the dignity and worth of all members of the university community, that sexual harassment of students and employees in the University of Wisconsin System is unacceptable and impermissible conduct which will not be tolerated.
is the policy of the University of Wisconsin-Green Bay to provide an environment
that is free from sexual harassment or any form of discrimination/harassment
because such conduct seriously undermines the atmosphere of trust and respect
that is essential to a healthy work and academic environment.
policy applies to all members of the University community and all members of the
University community should report promptly complaints about sexual harassment.
Persons found to be in violation of the sexual harassment policy may be
subject to appropriate discipline, up to and including discharge.
harassment is a form of sex discrimination which is prohibited by Title VII of
the Civil Rights Act of 1964, by Title IX of the Education Amendments of 1972,
and by policy of the Board of Regents of the University of Wisconsin System.
The University of Wisconsin-Green Bay’s Equal Opportunity/Affirmative
Action Policy also prohibits sex discrimination.
to such conduct is made either explicitly or implicitly a term of condition of
an individual’s education or employment.
to or rejection of such conduct by an individual is used as the basis for
academic or employment decisions affecting the individual’s welfare.
individual’s welfare, academic or work
performance, or creates an intimidating, hostile, offensive, or demeaning
education or work environment.
sexual propositions, invitations, solicitations, and flirtations.
or insinuations that a person’s employment, wages, academic goals, promotional
opportunities, classroom or work assignments or other conditions of employment
or academic life may be adversely affected by not submitting to sexual advances.
verbal expressions of a sexual nature, including graphic sexual commentaries
about a person’s body, dress, appearance, or sexual activities; the unwelcome
use of sexually degrading language, jokes or innuendoes; unwelcome suggestive or
insulting sounds or whistles; obscene phone calls.
suggestive objects, pictures, videotapes, audio recordings or literature placed
in the work or study area that may embarrass or offend reasonable persons
applying contemporary community standards.
Such material when used in an educational setting should be related to
and inappropriate touching, patting, or pinching; obscene gestures.
sexual relationships where such relationships lead to favoritism of a student or
subordinate employee with whom the teacher or superior is sexually involved and
where such favoritism adversely affects other students and/or employees.
an informal complaint;
a compliant with the Affirmative Action Office;
the Affirmative Action Office in the investigation of a complaint;
the rights granted under the federal Family Medical Leave Act of 1993;
the rights granted under the Wisconsin Medical Leave Act; or
a complaint with the U.S. Equal Employment Opportunity Commission, the Wisconsin
Personnel Commission, Department of Education or the U.S. Department of
Education Office of Civil Rights.
initial course of action for any faculty member, staff member, or student who
feels that he or she is being sexually harassed is for that person to tell or
otherwise inform the harasser that the conduct is unwelcome and must stop.
However, in some circumstances this course of action may not be feasible,
may be unsuccessful, or the individual may be uncomfortable dealing with the
matter in this manner. To encourage persons experiencing alleged sexual harassment
to come forward, the University provides several channels of communication and
both informal and formal complaint resolution procedures.
Information and Informal Resolution
may seek advice or information on matters related to sexual harassment without
having to lodge a formal complaint. Persons
who feel they are being harassed, or are uncertain as to whether what they are
experiencing is sexual harassment, are encouraged to talk with any of the
following specifically trained UW-Green Bay officials: deans, unit chairs, heads
of administrative departments, or by the Special Assistant to the Chancellor for
Affirmative Action, the Director of Human Resources, the Human Resource Manager,
the Dean of Students, or any of the directors or professional staff members in
the Dean of Student’s area.
an allegation of sexual harassment is made, UW-Green Bay’s official will
inform the complainant of (1) the University’s responsibility to act once
allegations of sexual harassment are in that official’s knowledge, (2) the
possible limitation on confidentiality that may result once the allegations have
been made, and (3) the availability of a resource person (Resource persons include the following: the Special Assistant to
the Chancellor for Affirmative Action, the Director of Human Resources, the
Human Resource Manager, the Dean of Students or any of the directors or
professional staff members in the Dean of Student’s area.).
UW-Green Bay’s officials will also inform the Affirmative Action
Officer of the complaint. At the option of the complainant, the resource person
will be available to explain the complaint and investigation process and act as
a source of information. The
resource person will hold in confidence the fact that a complaint exists, and
all communications with the individuals involved, except as necessary to resolve
this stage of the informal resolution process, alternatives for resolution will
be explored with the complainant. Informal
resolution may be attempted and, in the course of that attempt, the alleged
offender and the administrator/ director/unit chair of the unit in which the
alleged offender works or the Dean of Students may be contacted.
The complainant seeking information and advice will be informed as to the
options for action available under this policy.
To the extent possible, information disclosed through this advising
process will be held in confidence, unless and until the complainant agrees that
additional people must be informed in order to facilitate a solution.
The Affirmative Action Officer will have the discretion to determine when
the situation warrants notification of an alleged offender.
However, in the event that several complainants allege offensive conduct
by one individual, the Affirmative Action Officer will talk with the alleged
offender to indicate that allegations about his/her behavior have been received;
to advise the alleged offender that additional allegations might result in the
filing of a formal complaint by the Affirmative Action Officer; and to inform
the alleged offender that such behavior, if found to be as the complainants
described, could be defined as sexual harassment.
aim of informal complaint resolution is not to determine whether there was
intent to harass but to ensure that the alleged offending behavior ceases and
that the matter is resolved promptly at the lowest possible level.
No disciplinary action is taken in resolving informal complaints.
UW-Green Bay’s official will investigate and attempt to resolve the
issues raised in the complaint in no more than 30 working days from the initial
no more than five (5) working days from the complaint resolution, the UW-Green
Bay official handling the complaint shall provide written documentation
informing the AA/EEO Office of the outcome.
complainant must either exhaust the resolution procedure stated herein or
withdraw his or her complaint from consideration under the informal complaint
resolution procedure before filing a complaint with the AA/EEO Office.
filing of a written complaint is required for the matter to be formally
investigated and a determination made as to whether a violation of the
University policy prohibiting sexual harassment has occurred.
complaints of sexual harassment against a member of the faculty or staff are
filed with the AA/EEO Office. Those
wishing to bring a formal complaint of sexual harassment against a student
should inform the Dean of Students. The
Affirmative Action Officer or the Dean of Students after receiving the complaint
will conduct a full, impartial, and timely investigation.
Affirmative Action Officer or Dean of Students will provide the respondent with
a written statement of the allegations, to which that individual will be
required to respond in a timely manner. During
the course of the investigation, the Affirmative Action Officer or Dean of
Students will hear the complainant, the respondent, and witnesses identified by
each party. To the extent possible,
complaints will be handled confidentially, with the facts made available only to
those who have a compelling need to know for purposes of investigation or
faculty, either UW-Green Bay Chapter 4 or 6, Faculty Personnel Policy Procedures
academic staff, UW-Green Bay chapter 6 or 8, Academic Staff Policies and
classified employees, s.230.06(1)(6) and s. 730.34(1) Wis
Stats, and applicable sections of
collective bargaining agreements
students, UW-Green Bay Chapter 17, Student Disciplinary Procedures.
formal or informal complaint must be filed in the AA/EEO Office within 300
calendar days of the last occurrence of the alleged discriminatory
conduct or event. Using applicable
legal principles, complaints may be filed in the AA/EEO Office beyond this
period at the discretion of the Special Assistant to the Chancellor for
Affirmative Action if the complainant can demonstrate a compelling reason for