RESIGNATION
Prompt notice of resignation should always be given. In no case should a notice of resignation be submitted later than May 15 or 30 days after receiving notification of the terms of continued employment the following year, whichever date occurs later.
When negotiations which may lead to a resignation are in progress, a faculty member is expected, wherever feasible, to keep his or her chairperson or dean informed of the progress of such negotiations.
(Administrative Practice) RETIREMENT
Policy on Retirement Age and Retirement Policy for Executives, High Policymakers, and Administrative Officers
As permitted by law, individuals holding administrative positions that are bona fide executive or high policymaking positions may be required to retire from their admin- istrative positions at the end of the academic year in which they turn 65. The following are bona fide executive or high policymaking positions: President, Vice Presidents,
Chancellors, Vice Chancellors, Deans of Academic Schools, Dean of the Libraries, and the President and CEO of the Alumni Association.
On occasion it may be determined that other positions may be bona fide executive or high policymaking positions, and therefore, subject to administrative retirement at age 65. The determination whether an administrative position is a bona fide executive or high policymaking position will be made based upon the authority and responsibilities of the position and applicable legal standards. The determination will be made by the President and the individual holding the position will be notified of the determination as soon as it is made.
Where administrative officers also hold tenured faculty or library rank, they can continue to serve in their non-administrative capacity.
The University may waive the requirement for administrative retirement. The waiver must be approved by the President of the University, or in case of the waiver of the retire- ment requirement for the President, by The Board of Trustees of Indiana University.
Waivers shall be for one year or for another specified period and may be extended on a year-to-year basis, if approved by the President, or in case of the waiver of the retirement requirement for the President, by The Board of Trustees.
This policy shall exist for a period not to exceed five years, during which time it is understood that the administration and faculty will work together to establish an effective performance review process for administrative positions. A progress report shall be presented at the May, 2003, meeting of the University Policies Committee. In the event an effective performance review process is not achieved, this policy shall continue in effect.
This policy is applicable only to the named positions and shall not be extended to other positions unless they are newly created positions.
(Board of Trustees, May 3, 2002) Occasion Of Retirement
Each campus arranges an occasion in the spring of each academic year to honor academic appointees who are retiring, along with those already retired.
(Faculty Council, May 15, 1956) Status And Privileges
The campuses of Indiana University extend various privileges to retired appointees.
There is, of necessity, some variation from campus to campus, so interested individuals should consult the campus-specific documents.
(Administrative Practice) Employment Of Retirees
Persons who have retired under the 18-20 plan or the regular retirement program are not eligible for re-hiring by the University. This policy applies to early retirees as well as those who have reached full retirement from any plan.
Exceptions may be made for retired academic or non-academic appointees at the invi- tation and option of the University on a year-to-year basis. The re-employment of such
persons shall be exclusively on the basis of ability to perform in response to the actual needs of the University in teaching, research and related areas. At the option of the University, a complete physical exami nation may be required when such re employment is under consideration. (See Retention Incentive Pay policy below.)
(Administrative Practice) NON-REAPPOINTMENT
Official Notice Of Non-Reappointment
For lecturers, faculty members, and librarians on full-time appointments, notice of non- reappointment shall be given in writing in accordance with the following standards:
1. Not later than February l of the first academic year of service, if the appointment expires at the end of that year; or, if a one-year appointment terminates during an academic year, at least three months in advance of its termination.
2. Not later than November 15 of the second academic year of service, if the appoint- ment expires at the end of that year; or, if an initial two-year appointment terminates during an academic year, at least six months in advance of its termination.
3. At least twelve months before the expiration of an appointment after two or more years in the institution.
(Faculty Council, December 3, 1968; Board of Trustees, July 27, 1969) DISCHARGE FOR CAUSE
Dismissal From The Faculty Or Libraries
Dismissal shall mean the involuntary termination of a tenured faculty member’s or librarian’s appointment prior to retirement or resignation, or the termination of the appointment of a non tenured faculty member or librarian prior to the expiration of the term of appointment. Dismissal is thus to be distinguished from the non-reappointment of a probationary faculty member. Dismissal shall occur only for reason of (a) incom- petence, (b) serious personal or professional misconduct, or (c) extraordinary financial exigencies of the University. No faculty member or librarian shall be dismissed unless reasonable efforts have been made in private conferences between the faculty member and the appropriate administrative officers to resolve questions of fitness or of the speci- fied financial exigency. If no resolution is attained, the faculty member or librarian to be dismissed shall be notified of dismissal in writing by the Vice President or Chancellor one year before the date the dismissal is to become effective, except that a faculty member or librarian deemed guilty of serious personal misconduct may be dismissed upon shorter notice, but not on less than ten days’ notice. Upon receipt of the dismissal notifica- tion, a faculty member or librarian must be accorded the opportunity for a hearing. A statement with reasonable particularity of the grounds proposed for the dismissal shall be available in accordance with the provisions of the Faculty Constitution. A faculty member or librarian shall be suspended during the pendency of dismissal proceedings only if immediate harm to himself, herself, or others is threatened by continuance. Any such suspension shall be with pay.
(Faculty Council, December 3, 1968; Board of Trustees, July 27, 1969)