Faculty Discipline

“IHOPU Community Standards” sets forth a basic code of conduct for faculty and staff based on biblical, Christian values. A breach in the community standards by faculty or staff may warrant disciplinary action by IHOPU leadership.

At minimum, IHOPU will provide the following protections to an individual alleged to have engaged in misconduct that is subject to the institution’s discipline policy:

  • Notice of the alleged misconduct to the faculty member
  • Opportunity for the faculty member to respond to the charges before an IHOPU leadership committee
  • Review by IHOPU leadership to ascertain factual allegations and the proposed course of determination

Faculty Discipline

The IHOPU leadership will consider the following disciplinary actions for faculty misconduct:

Reprimand

A faculty member may receive an oral or written reprimand after investigation of incidents has proven that action is warranted. Written reprimands shall be given by the IHOPU president, vice president of Training, or their designee(s). The faculty member may be asked to receive counseling or extra training with the reprimand.

Suspension

A faculty member may be suspended from his or her regularly scheduled teaching assignments for a designated period of time.

Faculty Dismissal

A faculty member may be terminated from his or her teaching assignments and faculty status. Only the president, vice president of Training, or their designated agents, operating under the authority of the IHOPU Executive Management Team (EMT), have the authority to dismiss a faculty member.

The dismissal of a faculty member will only be for “just cause” related to the faculty member’s performance of Christian duties or responsibilities, academic integrity, or ethical conduct. “Just cause” covers gross misconduct, as seen in violation of professional ethics, insubordination, refusal to perform reasonable assigned duties, immoral behavior contrary to biblical standards, incompetence, or actions inimical to the best interests of IHOPU as determined by the IHOPU EMT. Dismissal shall not be used to restrain a faculty member in the exercise of academic freedom.

Dismissal Procedure

Step 1: Case Review

An investigative case review will be conducted by the school director (and others if desired) of the faculty member under consideration. This review will determine the facts of the case and whether further proceedings are warranted. Dismissal will only be instigated as a last resort after all appropriate measures for reconciliation and/or correction have been attempted.

If the school director wants to proceed, he or she will consult the vice president of Training and/or the president to determine whether the faculty disciplinary/dismissal process should be initiated.

If further proceedings are necessary, the school director will organize a conference with the faculty member in question. The director will invite the faculty member, the chancellor, the president, the vice president of Training, the academic dean, and other appropriate individual(s) to discuss the reason(s) for considering dismissal. The matter may be resolved at this point by mutual consent, or IHOPU leadership may initiate the disciplinary/dismissal process.

Step 2: Action Plan

If the matter has not been resolved by mutual consent between the faculty member and conference members, the school director will recommend to the president and/or vice president of Training that formal proceedings to discipline or dismiss the faculty member be initiated by submitting to them a written statement containing:

  • The reason for disciplinary action or dismissal, including the facts of the case
  • The names of witnesses—if known—who will testify in support of the specific reasons stated
  • The nature of the testimony likely to be presented by each of the witnesses

A copy of this statement will be given to the faculty member in person or sent by certified mail to the faculty member’s address of record.

The faculty member may submit to the president and/or vice president of Training an answer to the statement within 15 calendar days. If the faculty member fails to answer within 15 calendar days of receipt of the statement, the president and/or the vice president of Training may recommend that the faculty member be disciplined or dismissed.

If the faculty member challenges in writing the substance of the statement within the 15 calendar days, and the president and/or the vice president of Training decide to proceed with disciplinary action or dismissal, the president and/or the vice president of Training will notify the faculty member and IHOPU EMT of further proceedings within 15 calendar days of receiving the challenge.

Step 3: Arbitration Process

After receiving notification of further proceedings, the IHOPU EMT has 30 calendar days to determine whether the case will be reviewed under IHOPU jurisdiction or by the IHOPKC Appeals Committee.

If the case remains under IHOPU jurisdiction, the IHOPU EMT shall proceed as follows:

  • The IHOPU EMT will appoint an arbitration team of no less than three people. This team, at minimum, must include the president, the vice president of Training, and the school director of the faculty member under consideration. If any one of these individuals is unavailable, the IHOPU EMT will appoint a designee in his or her place.
  • The president will function as chairperson of the arbitration team. If he or she is unavailable, the IHOPU EMT will appoint a replacement. The chairperson will inquire of each of the selected IHOPU arbitration team members whether there is any reason he or she would be unable to hear the case and render a fair and impartial decision.
  • From this point, the IHOPU arbitration team will be in charge of all subsequent stages in the hearing process until it prepares its report and recommendations for the president (or his or her designee, if absent).
  • The arbitration team chairperson will set a time and place for the hearing and notify the other team members and the faculty member. The chairperson will be in full charge of the hearing, which will include fair representation, examination,  cross-examination of witnesses, and timeliness of process. The hearing will be closed. An audio recording of the proceedings will be made at the expense of IHOPU.

If the case is referred to the IHOPKC Appeals Committee, all hearings will be conducted according to the Appeals Committee’s policies and procedures. Each case sent to the IHOPKC Appeals Committee must begin proceedings within 30 days of receipt of notification.

Step 4: Arbitration Process Findings and Recommendations

The IHOPU arbitration team will submit to the chairperson a final report containing findings of fact and recommendations. This report will be submitted within 15 calendar days of the conclusion of the hearing and a copy will be delivered to the faculty member. Members of the arbitration team may submit their individual conclusions to the chairperson, who may send a copy to the faculty member.

In cases that are sent to the IHOPKC Appeals Committee, findings and recommendations will be reported back to the IHOPU arbitration team for final decision(s) and case closure.

Step 5: Case Closure

The IHOPU arbitration team will weigh their findings and make the final decision concerning disciplinary action or dismissal.

In cases that have been sent to the IHOPKC Appeals Committee, final recommendations by the Appeals Committee will be implemented in part or in whole at the discretion of the IHOPU EMT and/or arbitration team.

The faculty member may be exonerated of all charges, disciplined, or immediately relieved of any or all academic duties. The chairperson may also recommend that the faculty member be prohibited from representing IHOPU or IHOPKC in any itinerant capacity.

If a faculty member has a change of heart or mind at any time in the dismissal proceedings, the process may be preempted as long as full justice is served to any innocent parties involved in the case.

Resources

Regent University, “Faculty  & Academic Policy Handbook”

American Association of University Professors, “Faculty Misconduct and Discipline (2005)”