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diff --git a/handbook.md b/handbook.md index 8b19839..0b9d183 100644 --- a/handbook.md +++ b/handbook.md @@ -6161,7 +6161,7 @@ President, who may reverse or uphold the decision. # Chapter Six - Policies Regarding Academics and Academic Programs {#chapter-6} -## I. Statement of Values for Undergraduate Education {#chapter-6-section-I} +## 1. Statement of Values for Undergraduate Education {#chapter-6-section-I} (Endorsed by the WPI Faculty, *May 6, 2004*) @@ -6209,7 +6209,7 @@ themselves and to the community. 8. WPI shall be committed to assessment and improvement of student learning. -## II. WPI Undergraduate Learning Outcomes {#chapter-6-section-II} +## 2. WPI Undergraduate Learning Outcomes {#chapter-6-section-II} (Endorsed by the WPI Faculty, *May 6, 2004*) @@ -6241,7 +6241,7 @@ be conveyed to current and future faculty and undergraduate students, and be included with the Mission and Goals Statements in future editions of the Undergraduate Catalog and the Faculty Handbook. -## III. Policies Regarding the Awarding of Grades +## 3. Policies Regarding the Awarding of Grades ### a. Faculty Guidelines for Project Grading @@ -6529,9 +6529,9 @@ time prior to a student's graduation. # Chapter Seven - Awards and Award Committees {#chapter-7} -## I. Board of Trustees' Award for Outstanding Teaching +## 1. Board of Trustees' Award for Outstanding Teaching -### Creation of the Award +### a. Creation of the Award The Board of Trustees voted the following recommendation by one of its committees, at the Annual Meeting on June 6, 1959: @@ -6588,7 +6588,7 @@ assigned responsibility for formulating Governing Rules be given such additional responsibilities also - their decisions similarly to be subject to approval of the Board Chairman. -### Governing Rules Relating to the Faculty Award +### b. Governing Rules Relating to the Faculty Award (Faculty Award Committee, *April 13, 1960*) @@ -6655,7 +6655,7 @@ selection: 6. Each member of the Committee was invited to submit one or more nominations. -### Organization of the Award Committee +### c. Organization of the Award Committee (Committee on Governance, *November 20, 1995*) @@ -6674,9 +6674,9 @@ student nominated by GSA. The faculty serve rolling three-year terms; the students one-year terms. -## II. Board of Trustees' Award for Outstanding Research and Creative Scholarship +## 2. Board of Trustees' Award for Outstanding Research and Creative Scholarship -### Rules +### a. Rules 1. The Selection Committee shall consist of the three most recent recipients of the awards, the Associate Provost and a person @@ -6729,12 +6729,12 @@ Note 1: The Award is conferred for scholarship and research in a Note 2: The term "creative scholarship" encompasses creativity exemplified in works such as musical composition and poetry. -## III. Board of Trustees' Award for Outstanding Academic Advising +## 3. Board of Trustees' Award for Outstanding Academic Advising Resolution Re: Trustees' Award For Outstanding Academic Advising - February 2000 -### Intention +### a. Intention In recognition of the important role that academic advisors play in guiding and mentoring students through states of professional and @@ -6755,7 +6755,7 @@ on Advising and Student Life voted to endorse this recommendation at their meeting of January 26, 2000, and WPI's senior administration endorses that recommendation. -### Resolution +### b. Resolution THEREFORE, BE IT RESOLVED, that the Board of Trustees, upon the recommendation of the senior administration of WPI, hereby establishes @@ -6764,7 +6764,7 @@ annually and to carry with it a stipend equal to the then current stipends for the Trustees' Awards for outstanding teaching and outstanding creative scholarship. -## IV. Romeo L. Moruzzi Young Faculty Award for Innovation in Undergraduate Education +## 4. Romeo L. Moruzzi Young Faculty Award for Innovation in Undergraduate Education Romeo Moruzzi grew up in the north end of Boston and served with the U.S. Air Force in Europe during World War II. After the war, he @@ -6794,13 +6794,13 @@ member. The Educational Development Council accepts nominations and selects the award winner on an annual basis. -## V. Denise Nicoletti Trustees' Award for Service to Community +## 5. Denise Nicoletti Trustees' Award for Service to Community (Approved by the Trustees, *March 2, 2003*) Award Title: Denise Nicoletti Trustees' Award for Service to Community -### Award Description +### a. Award Description This award is in memory of Denise Nicoletti, a faculty member in Electrical and Computer Engineering from 1991-2002, whose passion for @@ -6811,14 +6811,14 @@ The award consists of an engraved plaque and a check. At the initiation of the award the amount of the check is $1500; this amount may increase commensurate with the other Trustee Awards. -### Eligibility +### b. Eligibility 1. The award may be given annually to a faculty or staff member with a minimum of one year of full time or part time employment at WPI at the time of his/her nomination. 2. Previous award winners are not eligible. -### Award Criteria +### c. Award Criteria 1. The candidates for the award will be judged based on demonstrated passion and action in serving the needs of a community and genuine @@ -6830,7 +6830,7 @@ may increase commensurate with the other Trustee Awards. will not be given. 4. A maximum of one award may be made each year. -### Nomination +### d. Nomination Candidates will be determined by an open nomination process. Anyone inside or outside WPI may submit nominations. Nominations must @@ -6852,7 +6852,7 @@ others. Nominations must be submitted to the President's Office or other designated location, with a target deadline of November 1 of each year, in hard copy or by email. -### Selection Committee +### e. Selection Committee The selection committee will consist of: @@ -6870,13 +6870,13 @@ The selection committee will consist of: award winners are available to serve, the committee will consist of the persons listed above. -### Presentation +### f. Presentation It is suggested that the current "Faculty Honors Convocation" be renamed "WPI Honors Convocation", be reorganized appropriately, and the presentation be made at that event. -### The Spirit of Denise Nicoletti +### g. The Spirit of Denise Nicoletti Professor Denise Nicoletti was a member of the WPI faculty from 1991 until July 22, 2002. @@ -6911,7 +6911,7 @@ a wife, and an active member of her church congregation. # Chapter Eight - Certain Policies on Faculty Benefits and Opportunities {#chapter-8} -## I. Consulting Policy +## 1. Consulting Policy (Faculty Handbook, *1980*) (Revised by the Faculty, *April 16, 2025*) @@ -6933,16 +6933,16 @@ In all work with industry, arrangements should be made with the sponsor to permit adequate publication of results, where appropriate, without jeopardizing the proprietary interests of the sponsor. -### Endorsements and Letterhead +### a. Endorsements and Letterhead The University letterhead is not to be used for promotion of one's own business interests or for any purposes other than University business. -## II. Summer Supplemental Salary +## 2. Summer Supplemental Salary (Modified, *April 14, 2011* and *October 14, 2011*) -### Support Provided by Institute Funds +### a. Support Provided by Institute Funds Compensation for summer academic activities (including independent study courses, project work and thesis advising) and summer @@ -6959,7 +6959,7 @@ First- or second-year faculty members scheduled to receive summer support should contact the Provost's office before June 1 of the year(s) in which the summer support is to be paid. -### Sponsored Research/Restricted Accounts +### b. Sponsored Research/Restricted Accounts WPI policy allows faculty members with summer salary and employee benefits budgeted on a sponsored project to receive supplemental @@ -6980,7 +6980,7 @@ Please check with the Office of Sponsored Programs regarding any restrictions on the total amount of supplemental pay allowed by a particular contract or grant. -### Compensation Limitations +### c. Compensation Limitations WPI place no restriction on maximum faculty compensation. Additional duties may receive additional compensation beyond the regular monthly @@ -6994,7 +6994,7 @@ members' professional development accounts but these deposits may not be taken in place of salary. WPI does not contribute to faculty pension plans for summer academic (non-research) activities. -## III. Retirement Plan +## 3. Retirement Plan Faculty are required to participate in WPI's retirement plan on the first day of the month following completion of twelve months of @@ -7012,14 +7012,14 @@ Detailed information on WPI's Retirement Plan is available in the # Chapter Nine - Certain WPI Legal Policies {#chapter-9} -## I. Conflict of Interest Policy {#chapter-9-section-1} +## 1. Conflict of Interest Policy {#chapter-9-section-1} (Presented to the Faculty, *December 16, 2016*) (Adopted by the Board of Trustees, *February 24, 2017*) (Revised by the Faculty, *October 9, 2024*) (Approved by the Board of Trustees, *November 1, 2024*) -### Intention +### a. Intention Worcester Polytechnic Institute is committed to ensuring that its research and other activities are conducted in a manner that upholds @@ -7051,14 +7051,14 @@ interest. These financial interests need to be disclosed, reviewed, and managed in accordance with this policy and the associated procedures. -### Who Is Covered? +### b. Who Is Covered? This policy applies to all faculty and exempt staff employed by WPI. It also applies to all other individuals with responsibility for the design, conduct, or reporting of sponsored research at WPI, including students, consultants, and affiliate faculty. -### Annual Disclosure +### c. Annual Disclosure Annually, covered individuals, including those who are temporarily away from campus (e.g., leave, sabbatical), must complete a Conflict @@ -7073,7 +7073,7 @@ members of their families. A current disclosure must be on file prior to the submission of any proposal in which the covered individual is named. -### Updated Disclosure +### d. Updated Disclosure In addition to the annual disclosure requirements, all covered individuals must complete a new disclosure within 30 days of a @@ -7083,7 +7083,7 @@ includes, but is not limited to, the acquisition of a new financial interest or an increase in the value of an existing financial interest to a value that qualifies it as a significant financial interest. -### What must be disclosed? +### e. What must be disclosed? Covered individuals must disclose all significant financial interests ("SFIs") that reasonably appear to be related to the individual's @@ -7121,7 +7121,7 @@ entity (except as described in the following section). New sponsored travel expenses should be reported within 30 days of the trip by way of an updated disclosure. -### Disclosure Not Required +### f. Disclosure Not Required Covered individuals are not required to disclose the following: @@ -7152,7 +7152,7 @@ medical center, or a research institute that is affiliated with an institution of higher education. (This exception applies to expenses paid by U.S. agencies and institutions only.) -### Review +### g. Review WPI's Director of Research Integrity & Compliance (and/or other qualified individual(s) designated in writing by the Vice Provost for @@ -7172,7 +7172,7 @@ If the DIO believes that a disclosed SFI could constitute a conflict of interest, the DIO will refer the matter to the Conflict Management Committee (CMC). -### Conflict Management Committee +### h. Conflict Management Committee The Conflict Management Committee is charged with determining (1) whether or not it is possible to manage an identified conflict of @@ -7215,7 +7215,7 @@ are renamed, reorganized, vacated, or otherwise changed, the Vice Provost for Research shall work with the Committee on Governance (COG) to update the committee membership. -### Appeals Process +### i. Appeals Process Should the individual not agree with the Conflict Management Committee's conditions or restrictions, he/she can appeal in writing @@ -7227,7 +7227,7 @@ The Provost will then consult with the Conflict Management Committee and make a decision, which will be final. -### Human Subject Protocols +### j. Human Subject Protocols Disclosures associated with the submissions of protocols for Institutional Review Board (IRB) review will be reviewed following the @@ -7235,7 +7235,7 @@ same process as for sponsored research proposals. Protocols will not be approved until all conflicts are resolved or addressed by the Conflict Management Committee. -### Reporting to Funding Agencies +### k. Reporting to Funding Agencies The designated institutional official will report financial conflicts of interest or non-compliance to PHS in accordance with PHS @@ -7245,7 +7245,7 @@ prior to the expenditure of any funds and within 60 days of any subsequently identified financial conflict of interest such that the prime awardee may fulfill their reporting obligations to the PHS. -### Sanctions +### l. Sanctions Covered Individuals must be in full compliance with this policy in order to submit proposals or participate in sponsored research at @@ -7257,7 +7257,7 @@ members, the relevant conduct policies are described in the Faculty Handbook. The institution will promptly notify sponsors, if applicable, of any non-compliance and the remedial actions taken. -### Retrospective Review +### m. Retrospective Review In addition, if a Financial Conflict of Interest was not identified or managed in a timely manner, WPI will complete a retrospective review @@ -7267,14 +7267,14 @@ non-compliance was biased in its design, conduct or reporting. If bias is found, WPI will promptly notify the sponsor and submit a mitigation report in accordance with applicable regulations. -### Training +### n. Training Individuals will comply with training requirements mandated by sponsors. OSP will notify individuals of such requirements when applicable. Sponsors may require the completion of training prior to the expenditure of grant funds. -### Record Retention +### o. Record Retention WPI will retain all disclosure forms, conflict management plans, and related documents for a period of three years from the date the final @@ -7284,7 +7284,7 @@ expiration of the three-year period. In that case, the records shall be retained until all litigation, claims or audit findings involving the records have been resolved. -### Public Accessibility +### p. Public Accessibility WPI will normally treat conflicts of interest as confidential. However, with regard to any PHS-funded research, WPI @@ -7301,14 +7301,14 @@ criteria: For non-PHS-funded research, WPI will comply with established public accessibility requirements if so required. -### Subrecipients +### q. Subrecipients Subrecipients on federal grants and contracts must have an active and enforced conflict of interest policy that meets the requirements of the funding agency. If a subrecipient does not have such a policy, they will be required to comply with WPI's policy. -### Definitions +### r. Definitions "Conflict of Interest (or COI)" means a situation in which an individual's financial interests and relationships/commitments outside @@ -7341,11 +7341,11 @@ of the PHS to which the authority of the PHS may be delegated training, which is funded by a grant, contract, cooperative agreement, or fellowship awarded to WPI. -## II. Intellectual Property Policy +## 2. Intellectual Property Policy (Approved by the Board of Trustees, *May 13, 2016*) -### Part One: Policy Summary +### a. Part One: Policy Summary It is the policy of Worcester Polytechnic Institute (WPI) to encourage creativity and entrepreneurism among its faculty, students, and @@ -7384,9 +7384,9 @@ The specific aims of this policy are the following: commercial development, the creator(s) and WPI share any net profits, where appropriate. -### Part Two: Scope of Policy +### b. Part Two: Scope of Policy -#### 1. Who Is Covered: WPI Personnel Community +#### i. Who Is Covered: WPI Personnel Community For purposes of this policy, WPI personnel community refers to WPI faculty members (this includes full time, part time, tenured, @@ -7407,7 +7407,7 @@ patentable and copyrightable material. As a condition of affiliation with WPI, members of the WPI personnel community are bound by all WPI policies, including this one. -#### 2. What Is Covered: Intellectual Property +#### ii. What Is Covered: Intellectual Property All intellectual property produced at WPI by its personnel (defined above) is covered by this policy. Intellectual property shall consist @@ -7417,7 +7417,7 @@ electronic or paper documents, software, multimedia or audiovisual materials, and photographs. For purposes of this policy, intellectual property is divided into two categories: -+ 2.0.1 "Patentable intellectual property" ([Section ++ "Patentable intellectual property" ([Section 2.1](chapter-9.html#chapter-9-section-II2.1)) shall include, without limitation, all inventions, discoveries, know-how (despite the fact that these may not benefit from patent protection) and discoveries or @@ -7425,18 +7425,18 @@ other material that is patentable under US law (whether or not produced in the US), as well as all software that is excluded from "copyrightable material" (whether or not patentable under US law). -+ 2.0.2 "Copyrightable intellectual property" ([Section ++ "Copyrightable intellectual property" ([Section 2.2](chapter-9.html#chapter-9-section-II2.2)) shall include, without limitation, all creative works, electronic or paper documents, software, multimedia or audiovisual materials, and photographs, and any other materials that may be copyrightable under US law (whether or not produced in the US). -+ 2.0.3 All research lab notebooks, data sets, data images, gene ++ All research lab notebooks, data sets, data images, gene constructs, reagents, animal, human and plant cell lines, model organisms remain the exclusive property of WPI. -##### 2.1 Patentable Intellectual Property {#chapter-9-section-II2.1} +##### 1. Patentable Intellectual Property {#chapter-9-section-II2.1} *Responsibility for Disclosure of Patentable Intellectual Property:* WPI personnel who alone, or in association with others, create @@ -7457,10 +7457,10 @@ WPI's sole and exclusive property. WPI will assert ownership rights to patentable intellectual property developed under any of the following circumstances: -+ 2.1.1 Development was funded by an externally sponsored research ++ Development was funded by an externally sponsored research program or by any agreement that allocates rights to WPI. -+ 2.1.2 Development required use of WPI resources (for example but not ++ Development required use of WPI resources (for example but not limited to facilities, equipment, funding, or personnel). WPI has rights to patentable material derived from research carried out with any use of WPI resources. However, patentable material developed @@ -7469,14 +7469,14 @@ the creator's position and with no use of WPI resources or facilities is vested with the creator and/or with the organization whose resources were used. -+ 2.1.3 The creator was assigned, directed, or specifically funded by ++ The creator was assigned, directed, or specifically funded by WPI to develop the material. -+ 2.1.4 Material was developed by administrators or staff in the course ++ Material was developed by administrators or staff in the course of their employment duties and constitutes "work for hire" under US law. -##### 2.2 Copyrightable Intellectual Property {#chapter-9-section-II2.2} +##### 2. Copyrightable Intellectual Property {#chapter-9-section-II2.2} *Responsibility for Disclosure of Copyrightable Intellectual Property:* In contrast to historical business practice, the tradition of academic @@ -7501,25 +7501,25 @@ educational and research purposes. WPI will assert ownership rights to copyrightable intellectual property developed under any of the following circumstances. -+ 2.2.1 Development was funded by an externally sponsored research ++ Development was funded by an externally sponsored research program or by any agreement, which allocates rights to WPI. -+ 2.2.2 WPI personnel was assigned, directed, or specifically funded by ++ WPI personnel was assigned, directed, or specifically funded by WPI to develop the material, or WPI has negotiated an understanding or formal contract with the creator. -+ 2.2.3 The material was developed with extraordinary or substantially ++ The material was developed with extraordinary or substantially more use of WPI resources than would normally be provided for the creator's employment duties. This might occur as disproportionate use of staff time, networks, equipment, or direct funding. -+ 2.2.4 Works created by non-faculty independent contractors on behalf ++ Works created by non-faculty independent contractors on behalf of WPI, unless otherwise specified in a written agreement between such independent contractor and WPI. Such contractors do not share in the creator's portion of Net Royalty Income (as defined below under "Income Distribution"). -+ 2.2.5 Laboratory Notebooks, data sets, biological materials. ++ Laboratory Notebooks, data sets, biological materials. *Scholarly and Artistic Works Exception:* "Scholarly and Artistic Works" means copyrightable and copyrighted works that are in the @@ -7553,7 +7553,7 @@ Artistic Works described in the preceding sentence under (i), (ii), or (iii) are WPI-Owned. -##### 2.3 Intellectual Property Created by Students +##### 3. Intellectual Property Created by Students It is the general policy of WPI that WPI Students shall have ownership rights in Intellectual Property developed by them independently, @@ -7583,28 +7583,28 @@ WPI a non-exclusive, royalty-free, non-commercial license to reproduce and publicly distribute, including by electronic means, copies of the student's work in which the student retains copyright. -#### 3. Significant Use of WPI Resources +#### iii. Significant Use of WPI Resources Generally, an invention, software, or other copyrightable material, will not be considered to have been developed using WPI funds or facilities if: -+ 3.1 only a minimal amount of unrestricted funds has been used; and ++ 1. only a minimal amount of unrestricted funds has been used; and -+ 3.2 the Intellectual Property has been developed outside of the ++ 2. the Intellectual Property has been developed outside of the assigned area of research of the inventor(s)/author(s) under a research assistantship or sponsored project; and -+ 3.3 only a minimal amount of time has been spent using significant WPI ++ 3. only a minimal amount of time has been spent using significant WPI facilities or only insignificant facilities and equipment have been utilized (note: use of office, library, machine shop facilities, and of traditional desktop personal computers are examples of facilities and equipment that are not considered significant); and -+ 3.4 the development has been made on the personal, unpaid time of ++ 4. the development has been made on the personal, unpaid time of the inventor(s)/author. -#### 4. Intellectual Property Developed Under Sponsored Research Agreements +#### iv. Intellectual Property Developed Under Sponsored Research Agreements Ownership of copyrightable and patentable intellectual property developed pursuant to an agreement with any sponsor will be governed @@ -7619,14 +7619,14 @@ to all intellectual property that arises in the course of the research program, with the sponsor retaining an option to acquire commercialization rights through a separate license agreement. -#### 5. Special Agreements +#### v. Special Agreements Since WPI aims to encourage creativity, it reserves the right to allow some flexibility in applying this policy. The inventor(s) or author(s) my request the VPR Office to release the intellectual property to them, at their own expense, unless other agreements exist. -#### 6. Waiver or Return of Rights {#chapter-9-section-260} +#### vi. Waiver or Return of Rights {#chapter-9-section-260} WPI may determine that WPI will not take ownership of invention or WPI may, after initially exercising ownership, determine that WPI will no @@ -7636,23 +7636,22 @@ determines that it will not pursue or maintain intellectual property protection and licensing of WPI-Owned Intellectual Property, it will promptly and in writing advise the inventor(s) or author(s). - To the -extent permitted by external obligations, including any applicable -laws and regulations, WPI may consider application by inventor(s) or -author(s) for alternative funding of prosecution or maintenance of -intellectual property, or waiver of ownership rights and the terms -under which such waiver may be made. WPI will not consider requests -for waiver of ownership with respect to any invention or software -program unless all inventors and authors, as legally determined, -concur with the request for waiver. Ownership waivers, if granted, -will be made to all relevant inventors and authors as joint owners. -Waiver agreement terms between WPI and the inventor(s) will include a -perpetual, royalty-free right and license retained by WPI to use the -invention or software for its own education and research purposes, and -will be further subject to any external obligations as may be -required. - -#### 7. Administration of Intellectual Property Policy +To the extent permitted by external obligations, including any +applicable laws and regulations, WPI may consider application by +inventor(s) or author(s) for alternative funding of prosecution or +maintenance of intellectual property, or waiver of ownership rights +and the terms under which such waiver may be made. WPI will not +consider requests for waiver of ownership with respect to any +invention or software program unless all inventors and authors, as +legally determined, concur with the request for waiver. Ownership +waivers, if granted, will be made to all relevant inventors and +authors as joint owners. Waiver agreement terms between WPI and the +inventor(s) will include a perpetual, royalty-free right and license +retained by WPI to use the invention or software for its own education +and research purposes, and will be further subject to any external +obligations as may be required. + +#### vii. Administration of Intellectual Property Policy Except as otherwise specified in this policy or as otherwise duly authorized by WPI, the IPI department has responsibility for the @@ -7669,7 +7668,7 @@ independently developed and owned intellectual property through WPI may offer such intellectual property to WPI by following the administrative process outlined above. -#### 8. Income Distribution +#### viii. Income Distribution Costs and Net Royalty Income: Unless otherwise agreed, Net Royalty Income shall mean Gross Royalties in the form of cash or cash proceeds @@ -7719,7 +7718,7 @@ expenses relating to the applicable technology, such as patent prosecution costs, or an infringement suit, are reasonably anticipated. -##### 8.1 Creator Equity Participation +##### 1. Creator Equity Participation Creators may receive equity in return for their contributions as founders or consultants only in accordance with specific WPI policies. @@ -7727,7 +7726,7 @@ Annually, creators must fully disclose their equity positions and shall otherwise be and remain in compliance with the WPI Conflict of Interest policies. -#### 9. Conflict of Interest and Conflict Avoidance in Equity Transactions +#### ix. Conflict of Interest and Conflict Avoidance in Equity Transactions Where a Creator(s) holds or will acquire an equity or founder's stock and/or option position in a company to which Intellectual Property @@ -7747,12 +7746,12 @@ WPI and their activities with or on behalf of the company. The limitations and conditions of this paragraph are in addition to those required by WPI's conflict of interest or other related policies. -#### 10. Survival of Terms +#### x. Survival of Terms All licenses and rights granted to WPI will survive any termination of employment or end of enrollment by a student as applicable. -#### 11. Conflict Resolution +#### xi. Conflict Resolution When a disagreement arises between WPI and the inventor(s) concerning the interpretation of this policy, an Intellectual Property Appeal @@ -7787,7 +7786,7 @@ decision. The Appeal Board shall report its decision in a written finding that includes the principal arguments leading to its conclusions. -#### 12. Use of WPI Name, Mark, or Insignia +#### xii. Use of WPI Name, Mark, or Insignia The WPI name, seal, or logo may not be used: @@ -7798,14 +7797,14 @@ The WPI name, seal, or logo may not be used: Any questions regarding the use of the WPI name, seal, or logo should be referred to the WPI Chief Marketing Officer. -##### 12.1 Changes to this Policy +##### 1. Changes to this Policy The Provost will periodically initiate review of this Policy to address legal developments and to reflect experience gained in its administration. Policy changes will be made in accordance with governance and applicable legal requirements. -## III. WPI Policy of Indemnification for Faculty, Professional Staff and All Other Employees +## 3. WPI Policy of Indemnification for Faculty, Professional Staff and All Other Employees (Approved by the Board of Trustees, *February, 1986*) (Revised through the Administrative Policy Group and approved by @@ -7835,7 +7834,7 @@ have been entitled to indemnification, which undertaking may be accepted without reference to the financial ability of such person to make repayment. -## IV. Anti-Hazing Policy +## 4. Anti-Hazing Policy (Updated by SOF through the VP for Student Affairs, *August 15, 2016*) @@ -7872,7 +7871,7 @@ well-being of every student, it is the policy of the University and the Commonwealth of Massachusetts that "hazing" in any form be prohibited, and its practices in any fashion be condemned. -## V. Statement on Affirmative Action +## 5. Statement on Affirmative Action (Updated by SOF through Human Resources, *August 15, 2016*) @@ -7895,7 +7894,7 @@ affirmative action goals and ensuring a workplace that is free of discrimination and harassment. WPI's goal is to employ and retain a diverse workforce of the best-qualified individuals. -### Employment of Minorities and Women +### a. Employment of Minorities and Women The Institute's Affirmative Action Program is intended to expand our efforts to guarantee equality of opportunity in employment and in @@ -7910,7 +7909,7 @@ Order 11246 includes the development of an affirmative action program which provides for analysis of utilization of minorities and women in all job groups in each organizational unit. -### Employment of Disabled Individuals +### b. Employment of Disabled Individuals The Institute's program for the employment of individuals with disabilities is intended to expand WPI's efforts to provide @@ -7934,7 +7933,7 @@ action responsibility under the law. Inquiries regarding this policy may be directed to the Benefits Administrator in the Office of Human Resources -### Employment of Disabled and Other Covered Veterans +### c. Employment of Disabled and Other Covered Veterans In compliance with the Vietnam-Era Veterans Readjustment Assistance Act of 1974, as amended, and the 2002 Jobs for Veterans Act (JVA), as @@ -7984,12 +7983,12 @@ WPI also invites all employees to voluntarily self-identify themselves to the Office of Human Resources. More information can be found on our website. -## VI. Conflict of Commitment Policy for Faculty & Investigators {#chapter-9-section-6} +## 6. Conflict of Commitment Policy for Faculty & Investigators {#chapter-9-section-6} (Approved by the Faculty, *April 16, 2025*) (Approved by the Board of Trustees, *May 16, 2025*) -### I. Purpose +### a. Purpose The purpose of this policy is to help faculty and investigators avoid Conflicts of Commitment (defined in [Section @@ -8036,7 +8035,7 @@ with any faculty member's academic freedom, as defined in the Faculty Handbook ([Chapter One, Section Two, Part V](chapter-1.html#chapter-1-section-2v)). -### II. Scope {#chapter-9-section-6.2} +### b. Scope {#chapter-9-section-6.2} This policy applies to all WPI faculty (as defined in the Faculty Handbook), and to any other person who is an Investigator on a Grant @@ -8051,7 +8050,7 @@ This policy does not apply to employees who work for WPI half-time or less (e.g., adjunct faculty), except to the extent that such employees have effort commitment on Grants at WPI. -### III. Definitions {#chapter-9-section-6.3} +### c. Definitions {#chapter-9-section-6.3} **Conflict of Commitment** means any Outside Professional Activity in excess of the limitations imposed by this policy, or which otherwise @@ -8117,9 +8116,9 @@ research, training, or other institutional activities. **Supervisor** means a Covered Individual's direct line manager. For faculty this is normally the Department Head or Program Director. -### IV. Policy Requirements for All Covered Individuals {#chapter-9-section-6.4} +### d. Policy Requirements for All Covered Individuals {#chapter-9-section-6.4} -#### A. Disclosure +#### i. Disclosure Covered Individuals must disclose any Outside Professional Activities that (a) may reasonably appear to conflict with their WPI @@ -8146,7 +8145,7 @@ c. Other *de minimis* activities as determined by the Designated to Covered Individuals, a list of activities determined to be exempt from disclosure. -#### B. Permitted Time Commitment for Faculty +#### ii. Permitted Time Commitment for Faculty For faculty on nine-month appointments, Outside Professional Activities that involve consulting or outside employment are limited @@ -8176,7 +8175,7 @@ Activities that fall within the definition of Professional Service are not considered Consulting or outside employment, and do not count towards the one-day limit. -#### C. Prior Approval requirements for all Covered Individuals +#### iii. Prior Approval requirements for all Covered Individuals Certain types of Outside Professional Activities require prior approval in order to avoid unmanaged conflicts. Covered Individuals @@ -8222,7 +8221,7 @@ create a Conflict of Commitment (and/or Conflict of Interest). Before involving known WPI students in any such activities, Covered Individuals must obtain written approval. -#### D. Prohibited Activities +#### iv. Prohibited Activities 1. *Activities that assign WPI intellectual property to a third party:* Covered Individuals may not enter into agreements that assign @@ -8245,9 +8244,9 @@ U.S. sanctions, embargoes or export restrictions, unless the DIO has determined, in advance and in writing, that such activities are legally authorized. -### V. Additional Requirements for Investigators {#chapter-9-section-6.5} +### e. Additional Requirements for Investigators {#chapter-9-section-6.5} -#### A. Disclosure to WPI +#### i. Disclosure to WPI Investigators must disclose *all* Outside Professional Activities, subject to the exemptions listed in section IV of this policy. @@ -8282,7 +8281,7 @@ Covered Individuals should err on the side of disclosure and may consult with the DIO if there is any doubt whether an Outside Professional Activity is subject to disclosure. -#### B. Disclosure to Grant Sponsors +#### ii. Disclosure to Grant Sponsors Investigators are responsible for complying with Sponsor disclosure requirements, and for making all required disclosures to the sponsor @@ -8296,7 +8295,7 @@ fails to comply with Sponsor disclosure requirements, OSP and/or ORIC will be responsible for submitting remedial disclosures to the Sponsor in accordance with Sponsor guidelines. -#### C. Pre-approval Requirements +#### iii. Pre-approval Requirements 1. **Consulting and Outside Employment** @@ -8332,7 +8331,7 @@ Other Entities** Management Committee will be responsible for ensuring that any Conflict of Commitment is satisfactorily managed. -### VI. Review of Disclosures {#chapter-9-section-6.6} +### f. Review of Disclosures {#chapter-9-section-6.6} The Office of Research Integrity & Compliance (ORIC) is responsible for coordinating the disclosure process, reviewing disclosures, and @@ -8351,7 +8350,7 @@ their Supervisor or Dean, and others, as appropriate. Any identified conflicts will be referred to the Conflict Management Committee for management, as described in Section VII below. -### VII. Management of Conflicts {#chapter-9-section-6.7} +### g. Management of Conflicts {#chapter-9-section-6.7} The Conflict Management Committee is comprised of the individuals set forth in the [FCOI Policy](chapter-9.html#chapter-9-section-1). The @@ -8375,7 +8374,7 @@ a temporary part-time appointment to accommodate the startup activity. In such cases the Covered Individual will remain subject to this policy despite the temporary loss of full-time status. -### VIII. Process for Approvals {#chapter-9-section-6.8} +### h. Process for Approvals {#chapter-9-section-6.8} Requests for approval are considered by the Designated Institutional Official, with input from the Covered Individual's Supervisor and Dean @@ -8413,7 +8412,7 @@ requests for expedited approval may be directed to the Provost. Covered Individuals may appeal the DIO's decision as described in Section IX, below. -### IX. Appeals {#chapter-9-section-6.9} +### i. Appeals {#chapter-9-section-6.9} If permission to engage in a particular type of Outside Professional Activity is denied, or if a Covered Individual disagrees with a @@ -8423,17 +8422,16 @@ Provost's designee, within ten (10) business days of the Covered Individual being informed of the denial or management plan. A decision by the Provost, or the Provost's designee, shall be final. -### X. Questions {#chapter-9-section-6.10} +### j. Questions {#chapter-9-section-6.10} Any questions regarding this policy must be directed to the Office of Research Integrity and Compliance. - \newpage # Chapter Ten - Faculty Conduct Policies {#chapter-10} -## I. Policy on Faculty Conduct[^10] {#policy-on-faculty-conduct} +## 1. Policy on Faculty Conduct[^10] {#policy-on-faculty-conduct} [^10]: This policy replaces and supersedes all previous Faculty Conduct Policies, including policy entitled "Worcester Polytechnic Institute @@ -8446,7 +8444,7 @@ Human Resources Employee Benefits and Policies Manual. (Approved by the Faculty, *February 7, 2019*) -### 1. Introduction and Applicability +### a. Introduction and Applicability Members of the Worcester Polytechnic Institute ("WPI") faculty have traditionally conducted themselves in accordance with high standards @@ -8465,26 +8463,26 @@ tenure-track, and continuing full-time non-tenure track members of the WPI faculty, including the President, the Provost, the Vice Provost for Research, and the Academic Deans. -### 2. Definitions +### b. Definitions -a. *Complainant.* The individual, department or entity alleging +i. *Complainant.* The individual, department or entity alleging misconduct. -b. *Respondent.* The individual against whom an allegation of +ii. *Respondent.* The individual against whom an allegation of misconduct is made. -c. *Dean.* The Dean of the Respondent's School, department or program. +iii. *Dean.* The Dean of the Respondent's School, department or program. -d. *Investigator.* The individual responsible for conducting an +iv. *Investigator.* The individual responsible for conducting an impartial investigation of the allegations of misconduct when the process moves beyond the initial review. -e. *Judicial Committee.* The panel of three faculty members and three +v. *Judicial Committee.* The panel of three faculty members and three senior academic administrators responsible for determination of responsibility and sanctions when the process moves beyond the initial review. -### 3. Grounds for Misconduct +### c. Grounds for Misconduct Generally, grounds for misconduct are based on violations of professional ethics[^11] in carrying out one's responsibilities to: a) @@ -8607,7 +8605,7 @@ c. Conduct not protected by academic freedom, free speech, and freedom of expression that significantly damages the University's reputation or mission. -### 4. Sanctions +### d. Sanctions A finding of responsibility for faculty misconduct can result in a wide range of sanctions, depending on the circumstances of a @@ -8665,7 +8663,7 @@ Sanctions of demotions in rank or revocation of tenure are only appropriate in cases where appointment, promotion, or tenure were obtained by fraud or dishonesty. -### 5. General Matters +### e. General Matters a. All parties are encouraged to resolve disputes and disagreements in a mutually acceptable manner before this Policy is invoked. After @@ -8698,7 +8696,7 @@ or a violation of this Policy occurred. f. Deadlines under this Policy may be extended upon a showing of reasonable cause. -### 6. Initial Review of Allegations {#chapter-10-section-I6} +### f. Initial Review of Allegations {#chapter-10-section-I6} a. Allegations of misconduct (a "Complaint") should be made in writing to the Dean of the School, department or program of the Respondent @@ -8798,7 +8796,7 @@ receipt of the Complaint. The Dean may extend this deadline for a reasonable time if necessary under the circumstances. The Dean shall notify all parties of any extensions. -### 7. The Investigative Phase +### g. The Investigative Phase a. Within ten (10) days after receipt of the Dean's decision to continue the process under this Policy, the Provost and the Secretary @@ -8860,7 +8858,7 @@ new unrelated allegation as a separate Complaint starting at Section 6 of this Policy ([Initial Review of Allegations](chapter-10.html#chapter-10-section-I6)). -### 8. Procedures Following the Investigative Phase +### h. Procedures Following the Investigative Phase a. *The Investigative Report:* After the investigation is completed, the Investigator will deliver an Investigative Report to the Dean. The @@ -9048,7 +9046,7 @@ d. *Roles and Responsibilities of the Judicial Committee:* Within ten (10) days > the Complainant, the Respondent, and the Judicial Committee. The > Respondent shall also receive the Committee's written report. -### 9. Appeals +### i. Appeals a. The Respondent may appeal any finding of misconduct and any sanction to the President within two (2) weeks after the Respondent @@ -9090,11 +9088,11 @@ effect, any finding of misconduct, and the imposition of any sanction, will be stayed while an appeal is pending before the President or the Board of Trustees. -e) If a faculty member is dismissed or suspended without pay, the +e. If a faculty member is dismissed or suspended without pay, the faculty member's salary ends at a future time to be determined by the Board of Trustees. -### 10. Provisions Common to the Misconduct Review Process +### j. Provisions Common to the Misconduct Review Process a. *No Bias or Conflicts of Interest:* To the maximum extent practicable, steps should be taken to ensure an impartial and unbiased @@ -9173,12 +9171,12 @@ Respondent should be directed to the Provost for follow up with other administrators as appropriate. -## II. WPI Policy on Research Conduct {#policy-on-research-conduct} +## 2. WPI Policy on Research Conduct {#policy-on-research-conduct} (Approved by the Faculty, *December 12, 2017*) (Approved by the Board of Trustees, *December 15, 2017*) -### Introduction +### a. Introduction The integrity of the University and its academic endeavors require that teachers, researchers, advisors and other members of its @@ -9244,7 +9242,7 @@ sponsored research. This Policy should be reviewed and updated periodically in order to ensure compliance with applicable legal requirements. -### Students +### b. Students If a student is involved in the review of an allegation of Research Misconduct (whether as a Complainant, as a Respondent, or as a person @@ -9259,7 +9257,7 @@ of Research Misconduct committed by students will be addressed in accordance with provisions of the Student Code of Conduct dealing with Student Academic Dishonesty. -### Definitions +### c. Definitions Research Activities are proposing, conducting, processing, reviewing, or reporting the results of research or other scholarly inquiry. @@ -9311,7 +9309,7 @@ at issue is more probably true than not. personal, professional, or financial conflicts of interest with those involved with the inquiry or investigation. -### Duty to Report +### d. Duty to Report Each member of the WPI community has a responsibility to report any conduct that they believe in good faith to be Research Misconduct at @@ -9338,7 +9336,7 @@ forward the allegations to the Office of the Vice Provost for Research or the Provost, then the Complainant should report the allegations to the Vice Provost for Research or the Provost directly. -### Standard of Proof for a Finding of Research Misconduct +### e. Standard of Proof for a Finding of Research Misconduct In order to enter a finding of Research Misconduct, WPI must determine by a preponderance of the evidence that: @@ -9349,9 +9347,9 @@ by a preponderance of the evidence that: + the Respondent committed the Research Misconduct intentionally, knowingly, or recklessly. -### Assessment and Review Process +### f. Assessment and Review Process -#### Initial Assessment +#### i. Initial Assessment Upon receipt of an allegation of Research Misconduct, within 5 business days the Vice Provost for Research will conduct an initial @@ -9371,7 +9369,7 @@ fall within this Policy, the Vice Provost for Research will initiate a two-stage review process under this Policy. The decision of the Vice Provost for Research to initiate or not to initiate a review is final. -#### Subsequent Two-Stage Review Process +#### ii. Subsequent Two-Stage Review Process + The first stage of review (the "Inquiry") under this Policy consists of preliminary fact-finding stage to decide whether to recommend to @@ -9389,7 +9387,7 @@ should be. If a formal investigation is warranted, it shall begin within 21 days of the conclusion of the Inquiry, and it is normally to be completed within 120 days once it has begun. -#### Interim Institutional Actions +#### iii. Interim Institutional Actions At any point in the process, the Vice Provost for Research may institute appropriate interim institutional actions to protect the @@ -9400,7 +9398,7 @@ Research should state the basis for such decision in a document maintained with records relating to the case and provided to the Respondent. -### First Stage of Review: Inquiry +### g. First Stage of Review: Inquiry The Inquiry consists of information gathering and fact-finding to determine as a preliminary matter whether an allegation of Research @@ -9498,7 +9496,7 @@ warranted, the Provost shall provide ORI (and any other funding agency or authority required to be notified) with a copy of the Inquiry report, regardless of the vote of the Inquiry Committee. -### Second Stage of Review: Investigation +### h. Second Stage of Review: Investigation If a formal investigation is warranted, it shall begin within 21 days of the conclusion of the Inquiry. The Vice Provost for Research @@ -9624,7 +9622,7 @@ that the Investigation will not be completed within this 120-day period, the Vice Provost for Research will submit to ORI a written request for an extension, setting forth the reasons for the delay. -### Appeals +### i. Appeals The Respondent may appeal any finding of Research Misconduct, and any sanction other than termination of employment or revocation of tenure @@ -9667,7 +9665,7 @@ effect, any finding of Research Misconduct, and the imposition of any sanction imposed by the Provost, will be stayed while an appeal is pending before the President or the Board of Trustees. -### Special Measures +### j. Special Measures The Provost has the authority to mitigate the effects of the misconduct, including withdrawing WPI's name and sponsorship from @@ -9684,9 +9682,9 @@ position and reputation of any complainant, witness or committee member and to counter potential or actual retaliation against these individuals. -### Provisions Common to Misconduct Review Process +### k. Provisions Common to Misconduct Review Process -#### No Conflicts of Interest +#### i. No Conflicts of Interest To the maximum extent practicable, steps should be taken to ensure an impartial and unbiased process, including participation of persons @@ -9707,7 +9705,7 @@ accordingly to avoid any conflicts of interest. The President shall resolve any questions of bias or conflict of interest. The President's decision on such questions shall be final. -#### Confidentiality +#### ii. Confidentiality Proceedings concerning Research Misconduct often raise difficult issues for those making the allegations, for those who are the subject @@ -9722,7 +9720,7 @@ in mind the effect that allegations can have on reputations, even if the allegations are not sustained by the proceedings. Thus, only those people with a need to know should be informed of a complaint. -#### No Retaliation +#### iii. No Retaliation No one shall be retaliated against for participating in a review of a misconduct allegation in good faith as a Complainant, a witness, a @@ -9736,7 +9734,7 @@ retaliation may be investigated and may lead to disciplinary action, up to and including terminating the individual's relationship with WPI. -#### False Accusations or Testimony +#### iv. False Accusations or Testimony A false or unfounded report of misconduct determined by the Institute to have been made in bad faith and dishonesty in the context of an @@ -9744,7 +9742,7 @@ Inquiry or Investigation are serious offenses. Such offenses may themselves be investigated and may lead to disciplinary action, up to and including termination of employment or other affiliation with WPI. -#### Duty to Cooperate and Preserve and Produce Information +#### v. Duty to Cooperate and Preserve and Produce Information All members of the WPI community must cooperate with efforts to review allegations of Research Misconduct. @@ -9761,12 +9759,12 @@ Misconduct proceeding, with the result that the Respondent significantly departed from accepted practices of the relevant academic community. -#### Record Keeping +#### vi. Record Keeping The Office of the Vice Provost for Research is the custodian of records relating to proceedings under this Policy. -#### Notice to Sponsors +#### vii. Notice to Sponsors To the extent a sponsor requires notification from WPI that research it funded has become the subject of proceedings under this Policy, the @@ -9775,7 +9773,7 @@ the Vice Provost for Research will give applicable sponsors written notice of any decision of the Provost entering a finding of Research Misconduct at WPI. -## III. WPI Sexual Misconduct Policy[^15] {#sexual-misconduct-policy} +## 3. WPI Sexual Misconduct Policy[^15] {#sexual-misconduct-policy} [^15]: This Policy supersedes all WPI policies dealing with Sexual Misconduct including the "Sexual Misconduct Policy" in the Student @@ -9791,7 +9789,7 @@ Title IX & Sexual Misconduct Policy](https://www.wpi.edu/offices/title-ix/title-ix-and-sexual-misconduct-policy) (updated *February 23, 2023*). -### Introduction: WPI's Commitment to a Campus Free from Sexual Misconduct +### a. Introduction: WPI's Commitment to a Campus Free from Sexual Misconduct WPI is committed to maintaining a learning and working environment that is free from sexual misconduct, remedying the effects of such @@ -9807,7 +9805,7 @@ bargaining agreement may be subject to a different disciplinary process in accordance with applicable policies and terms of their appointment. -### Application of this Policy +### b. Application of this Policy This Policy applies whenever sexual misconduct occurs: a) on WPI property; or b) off WPI property if: i) the sexual misconduct was in @@ -9815,9 +9813,9 @@ connection with a WPI or WPI-recognized program or activity; or ii) the sexual misconduct may have the effect of creating a hostile environment for a member of the WPI community. -### Definitions +### c. Definitions -#### a. Sexual Misconduct +#### i. Sexual Misconduct "Sexual misconduct" is prohibited under this Policy. Sexual misconduct is a broad term that includes sexual harassment, sexual @@ -9857,7 +9855,9 @@ nonverbal, or physical conduct of a sexual nature, when: > adversely affects an individual's educational, work, or living > environment. -A partial list of examples of conduct that might be deemed to constitute sexual harassment if sufficiently severe or pervasive include: +A partial list of examples of conduct that might be deemed to +constitute sexual harassment if sufficiently severe or pervasive +include: > Examples of verbal sexual harassment may include unwelcome conduct > such as sexual flirtation, advances or propositions or requests @@ -10000,7 +10000,7 @@ misconduct. This provision only applies to reports made or information provided in good faith, even if the facts alleged in the report are determined not to be accurate. -#### b. Consent +#### ii. Consent 1. *What is Consent?* @@ -10070,9 +10070,9 @@ The use of alcohol or drugs does not relieve an individual of the obligation to obtain consent before initiating and/or engaging in sexual activity. -### Obligations of Employees to Report Sexual Misconduct +### d. Obligations of Employees to Report Sexual Misconduct -#### a. Responsible Employees +#### i. Responsible Employees 1. All employees (except Confidential Resource Advisors; identified below) who learn of a violation of this Policy involving students are @@ -10086,7 +10086,7 @@ information to the Title IX Coordinator or Deputy Coordinator. 3. Employees will receive regular training in their duty to report sexual misconduct. -#### b. Confidential Resource Advisors +#### ii. Confidential Resource Advisors The following employees, who will receive regular training, may serve as confidential advisors for students and are not required to report @@ -10099,7 +10099,7 @@ violations of this Policy: training who is specifically appointed by WPI for the purpose of serving as a confidential resource advisor. -### Resources Available in Cases of Sexual Misconduct +### e. Resources Available in Cases of Sexual Misconduct Anyone who has experienced sexual misconduct or is aware of someone who may have been the victim of sexual misconduct is strongly @@ -10166,9 +10166,9 @@ NOTE: This is not a system to use for emergencies. In case of an emergency, regardless of time of day, in which someone's well-being is in jeopardy, please contact Campus Police at +1-508-831-5555. -### Initial Steps and Investigation of Reports of Sexual Misconduct +### f. Initial Steps and Investigation of Reports of Sexual Misconduct -#### a. Initial Steps +#### i. Initial Steps All reports of alleged sexual misconduct will be referred to the Title IX Coordinator. Within five business days of receiving such a report, @@ -10239,7 +10239,7 @@ applicable policy. If the Title IX Coordinator determines that the reported conduct does fall under this Policy, then the case will proceed to the Investigation Phase, as described below. -#### b. The Investigation Phase +#### ii. The Investigation Phase 1. *Notice of an Investigation:* If it is determined that an investigation is required, the Title IX Coordinator will send a @@ -10355,7 +10355,7 @@ gathering evidence. The Investigator will generally resume the investigation when notified that law enforcement has completed the evidence-gathering stage of its criminal investigation. -#### c. Optional Informal Resolution Procedure +#### iii. Optional Informal Resolution Procedure At any time prior to convening a Judicial Panel (defined below), a Party may contact the Title IX Coordinator to request an informal @@ -10368,9 +10368,9 @@ expressly agree to an outcome that is acceptable to them and is approved by the Title IX Coordinator in consultation with other appropriate administrators. -### Procedures Following the Investigative Phase of a Title IX Investigation +### g. Procedures Following the Investigative Phase of a Title IX Investigation -#### a. The Investigative Report +#### i. The Investigative Report After the Investigation Phase, the Investigator(s) will deliver an Investigative Report to the Title IX Coordinator. The Investigative @@ -10384,7 +10384,7 @@ the Sexual Misconduct Policy or what sanctions may be appropriate. These determinations will be made by the Judicial Panel, as described below. -#### b. Review by the Parties +#### ii. Review by the Parties Within five (5) business days of receiving the Investigative Report, the Title IX Coordinator will provide each party with a copy of the @@ -10404,7 +10404,7 @@ three (3) business days of receiving the final Investigative Report, the Title IX Coordinator will provide each party with a copy of the final Investigative Report. -#### c. Convening the Judicial Panel +#### iii. Convening the Judicial Panel The Title IX Coordinator will convene a five-member Judicial Panel (the "Judicial Panel") from a previously established pool of WPI @@ -10441,7 +10441,7 @@ conflicts is final. The Title IX Coordinator will then submit the Investigative Report to the Judicial Panel members who will set a schedule for the Judicial Panel to convene a hearing or hearings. -#### d. Training Members of the Judicial Panel +#### iv. Training Members of the Judicial Panel Proper training is a vital aspect of the integrity of the judicial process. Therefore, all members of the Judicial Panel shall receive @@ -10449,7 +10449,7 @@ appropriate orientation and training, in keeping with applicable law and national best practices. Training and orientation shall be overseen and approved by the Title IX Coordinator. -#### e. Role and Responsibilities of the Judicial Panel +#### v. Role and Responsibilities of the Judicial Panel The Judicial Panel will obtain the Investigative Report from the Title IX Coordinator and convene to review the Investigative Report. The @@ -10487,14 +10487,14 @@ sanctions are appropriate and, if so, what those sanctions shall be. The Judicial Panel should state the basis for such decisions in a document maintained with records relating to the case. -#### f. Standard of Proof +#### vi. Standard of Proof All findings and determinations of responsibility and sanctions will be made using a preponderance of the evidence standard. This standard requires the determination of whether it is more likely than not that a fact exists or a violation of the Sexual Misconduct Policy occurred. -#### g. Rights of the Parties +#### vii. Rights of the Parties Throughout the process, the parties shall have: @@ -10507,7 +10507,7 @@ Throughout the process, the parties shall have: will be permitted to question or cross-examine the other party during any hearing held by the Judicial Panel. -#### h. Sanctions +#### viii. Sanctions A finding of responsibility for Sexual Misconduct can result in a wide range of sanctions, depending on the circumstances of a particular @@ -10528,7 +10528,7 @@ factors: + any other mitigating or aggravating circumstances in order to reach a fair and appropriate resolution in each case. -### Notification of Decision +### h. Notification of Decision Upon reaching a determination of responsibility by majority vote, the Judicial Panel will provide a written notification of its decision to @@ -10542,7 +10542,7 @@ the Judicial Panel's written notification described above; and (ii) the procedures for either party to appeal. The Title IX Coordinator will also inform other WPI officials as necessary and appropriate. -### Appeals[^22] +### i. Appeals[^22] [^22]: All Appellate Officers, including the President and Board Chair, will receive Title IX training. @@ -10551,7 +10551,7 @@ All appeals (in Section "a" below) and special appeals (in Section "b" below) should be delivered to the Title IX Coordinator who will transmit the appeal to the appropriate Appellate Officer. -#### a. Appeals Available to Either Party +#### i. Appeals Available to Either Party Within seven (7) business days following the delivery of the notice of the Judicial Panel's determination of responsibility and sanction, @@ -10614,7 +10614,7 @@ IX Coordinator, and the Title IX Coordinator will inform the parties simultaneously of the outcome of the appeal by forwarding to them the Appellate Officer's written document. -#### b. Special Appeals with respect to a Respondent who is a Full-Time Faculty Member Involving a Recommended Sanction of Dismissal or Suspension +#### ii. Special Appeals with respect to a Respondent who is a Full-Time Faculty Member Involving a Recommended Sanction of Dismissal or Suspension The following appeal process applies in two cases: @@ -10684,7 +10684,7 @@ document. The Board Chair's decision shall be final. -### Timeframe for Completing the Investigation and Disciplinary Process +### j. Timeframe for Completing the Investigation and Disciplinary Process WPI will endeavor to complete the investigation and disciplinary Judicial Panel process, if any, within sixty (60) days of the delivery @@ -10693,9 +10693,9 @@ does not include the time for any appeal. Timeframes set forth in this Policy may be extended for good cause. WPI's overarching goal is that the process should be prompt, fair, and impartial. -### Additional Matters +### k. Additional Matters -#### a. No Conflicts of Interest +#### i. No Conflicts of Interest To the maximum extent practicable, steps should be taken to ensure an impartial and unbiased process, including participation of persons @@ -10719,7 +10719,7 @@ President, the President shall resolve any questions of bias or conflict of interest. The President's decision on such questions shall be final. -#### b. Duty of Honesty +#### ii. Duty of Honesty Any person who knowingly makes a false statement - either explicitly or by omission - in connection with any part of the process will be @@ -10732,7 +10732,7 @@ other affiliation with WPI. A report made in good faith is not considered false merely because the evidence does not ultimately support the allegation of violation of the Policy. -#### c. Good Faith Participation by the Parties and Witnesses +#### iii. Good Faith Participation by the Parties and Witnesses The investigation is a neutral fact-gathering process. Although participation in the process (providing information to the @@ -10745,7 +10745,7 @@ the process. Any person who knowingly interferes with the reporting, investigation, or resolution of matters under this Policy may be subject to separate and/or additional disciplinary action -#### d. Duties of Promptness and Care +#### iv. Duties of Promptness and Care Proceedings concerning Sexual Misconduct often raise difficult issues for those making the allegations, for those who are the subject of the @@ -10753,7 +10753,7 @@ allegations, and for those responsible for reviewing the allegations. Review of the allegations should therefore be conducted promptly and with care and sensitivity. -#### e. Duty of Confidentiality +#### v. Duty of Confidentiality The University will administer any complaint of sexual misconduct using the process described in this Policy while providing the utmost @@ -10769,7 +10769,7 @@ participant in the process set forth in this Policy who violates their duty of confidentiality may be subject to discipline under the appropriate WPI policy. -#### f. Recording the Proceedings +#### vi. Recording the Proceedings The parties are not permitted to make video, audio, or other electronic, photographic, or digital recordings of any meetings or @@ -10780,7 +10780,7 @@ she concludes, in his or her sole discretion, that a recording is warranted, and upon written request of the party seeking the recording that explains the need for the recording. -#### g. Record Keeping +#### vii. Record Keeping The Title IX Coordinator should receive and maintain all records relating to proceedings under this Policy including all notices to and @@ -10789,7 +10789,7 @@ Judicial Panel, all appeals by the parties, and all decisions by Appellate Officers and others involved in the appeals process under this Policy. -#### h. Special Measures +#### viii. Special Measures If there is no finding of Sexual Misconduct, the University should make reasonable and practical efforts as appropriate to restore the @@ -10797,7 +10797,7 @@ reputation of the Respondent. Any such concerns by the Respondent should be directed to the Title IX coordinator for follow up with other administrators as appropriate. -#### i. Information about Title IX +#### ix. Information about Title IX Such information, including about filing a complaint with the Department of Education related to this Policy, may be obtained from @@ -10805,12 +10805,12 @@ the Office of Civil Rights at the United States Department of Education, 400 Maryland Avenue, SW Washington, DC 20202-1100; 800-421-3481 TDD: 800-877-8339; OCR@ed.gov. -#### j. More information +#### x. More information More about Title IX at WPI may be found at <https://www.wpi.edu/offices/title-ix>. -#### k. Evaluation +#### xi. Evaluation The Title IX Coordinator shall annually evaluate the effectiveness of the Policy with respect to meeting the needs of Complainants and