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diff --git a/handbook.md b/handbook.md index 6adb4bd..471aa47 100644 --- a/handbook.md +++ b/handbook.md @@ -1990,7 +1990,7 @@ service. ##### Resignations If a probationary faculty member desires to terminate an existing -appointment at the end of the ac ademic year, or to decline a renewal, +appointment at the end of the academic year, or to decline a renewal, that faculty member shall give notice in writing at the earliest opportunity but not later than one month after receiving notice of renewal; but that faculty member may properly request a waiver of this @@ -3036,7 +3036,7 @@ remainder of the calendar year. WPI reserves the right to change its benefits package at its sole discretion. Please contact the Benefits Partner in Human Resources, Division - for Talent and Inclusion office at benefits@wpi.edu or + for Talent and Inclusion office at [benefits@wpi.edu](benefits@wpi.edu) or 508-831-5470 if you have any questions. 3. **Protections.** WPI guarantees it shall not retaliate against you @@ -7450,8 +7450,7 @@ disclosure shall be made in a timely manner when it can be reasonably concluded that a patentable subject matter has been created, and sufficiently in advance of any publications, presentation, or other public disclosure to allow time for possible action that protects -rights to the intellectual property for the creator and WPI -(<http://www.wpi.edu/offices/ipi/forms.html>). +rights to the intellectual property for the creator and WPI. *Determination of Rights to Patentable Subject Matter:* Except for Patentable Intellectual Property developed independently and without @@ -8461,14 +8460,14 @@ respect to a faculty member who engages in conduct incompatible with the responsibilities of faculty membership or who fails to meet reasonable standards of performance or behavior. In recognition of this need, WPI has developed the following policy to respond to -allegations of misconduct not covered by WPI's Research Misconduct -Policy and WPI's [Sexual Misconduct -Policy](chapter-10.html#sexual-misconduct-policy) and to inform -members of the community of the appropriate channels for bringing such -matters to the attention of WPI. This Policy applies to tenured, -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. +allegations of misconduct not covered by WPI's [Policy on Research +Conduct](chapter-10.html#policy-on-research-conduct) and WPI's [Sexual +Misconduct Policy](chapter-10.html#sexual-misconduct-policy) and to +inform members of the community of the appropriate channels for +bringing such matters to the attention of WPI. This Policy applies to +tenured, 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. ### b. Definitions @@ -8520,8 +8519,8 @@ their academic freedom. Examples of unacceptable behavior are: a. Failure to meet the responsibilities of instruction; b. Discrimination, including harassment against a student on grounds - described in - <https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> + described in the + [Notice of Non-Discrimination](https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment) or any other arbitrary or personal reason, including disability; c. Violation of University instructional policies; d. Use of position of power to coerce the judgment or the conscience @@ -8541,8 +8540,8 @@ transmitting knowledge. They practice intellectual honesty. Although professors may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry. This Policy covers misconduct related to scholarship only if it is not covered by -the Research Misconduct Policy -<https://www.wpi.edu/sites/default/files/docs/About-WPI/Policies/Research_Misconduct_Policy.pdf>. +the [Policy on Research +Conduct](chapter-10.html#policy-on-research-conduct). *The University:* As members of an academic institution, professors seek above all to be effective teachers and scholars. Although professors @@ -8568,7 +8567,7 @@ c. Forcible detention, threats of physical harm to, or harassment of d. Significant violations of institutional or departmental policies; e. Discrimination, including harassment against any employee, contractor, intern on grounds described in - <https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> + the [Notice of Non-Discrimination](https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment) or any other arbitrary or personal reason, including disability. *Colleagues:* As colleagues, professors have obligations that derive @@ -8586,7 +8585,7 @@ a. Making evaluations of the professional competence of faculty performance; b. Discrimination, including harassment against any employee, contractor, intern on grounds described in - <https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> +the [Notice of Non-Discrimination](https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment) or any other arbitrary or personal reason, including disability; c. Violation of University policies related to collegiality; d. Breach of established rules governing confidentiality in personnel @@ -8647,11 +8646,10 @@ automatically assign a specific sanction to particular misconduct. Examples showing the range of possible sanctions include, but are not necessarily limited to:[^12] -[^12]: The referral of a faculty member to the Employee Assistance -Program (see -<https://www.wpi.edu/offices/talent/benefits-payroll-perks/benefits-matrix/employee-assistance-program>), -training, counseling, or coaching is not considered a disciplinary -sanction under this policy. +[^12]: The referral of a faculty member to the [Employee Assistance +Program](https://www.wpi.edu/offices/talent/benefits), training, +counseling, or coaching is not considered a disciplinary sanction +under this policy. + A letter of reprimand from the Dean to be placed in the personnel file + A formal apology from the Respondent