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For a PDF Version of the
Faculty Guide Click Here
A.
Non-Discrimination
In accordance with its own values and with Federal, State, and City statutes and regulations, Barnard does not discriminate in admissions, employment, programs, or services on the basis of race, color, creed, national origin, sexual orientation, or disability.
B. Policy on Leaves of Absence for Reasons of
Pregnancy, Childbirth, and Infant Care of Officers
of Instruction
Eligibility
These benefits are available only to full-time Professors, Associate Professors, Assistant Professors, Instructors, Senior Lecturers, Lecturers, Senior Associates and Associates who have worked for the College for at least 12 months, which can be non-consecutive, and who have worked full-time within the last year prior to the start of leave. Paragraph 4(e) below outlines special provisions for eligible part-time officers of instruction.
Pregnancy or Childbirth
(a) A pregnant eligible officer of instruction may use available disability benefits for the period of actual disability due to pregnancy or childbirth in the same manner as for periods of disability due to other causes. The duration of actual disability due to pregnancy or childbirth is that certified by an officer of instruction's doctor. The College may request a second opinion concerning the disability.
(b) A pregnant eligible officer of instruction, upon prior written notice, may elect, in lieu of the normal disability benefits referenced above, to take a leave of absence for the half-year period (i.e., July through December or January through June) in which childbirth is expected, at full salary and full benefits.
Infant Care
(a) Unpaid Leave
of Absence
Upon prior written notice, an eligible officer of instruction is entitled to leave without salary for reasons of infant care for up to two half-year periods (as defined above). Non-salary related benefits will continue during the leave period.
i) In the case when an officer of instruction gives birth to a child, two half-years of infant care leave may be taken in addition to a disability leave or a paid leave taken for reasons of pregnancy and childbirth (as defined in 2. a. & b. above), as long as the infant care leave is completed within 18 months after the birth.
ii.) In the case of the birth of a natural child, or an adopted, foster or step-child, such leave must be completed within 12 months after the child joins the family of the eligible officer of instruction on a full-time basis.
(b) Reduced
Teaching Load Option
An eligible officer of instruction who is a single parent or who is one of two parents, both of whom work outside the home or engage in formal program of study at least two-thirds time, may elect a reduced teaching option in lieu of leave without salary as provided above. Upon prior written notice such officer may take up to one course release from teaching responsibilities, without reduction of salary and benefits, for up to two half-year periods. The exact arrangements for an officer electing this option must be approved by the Department Chairman and the Provost/Dean of the Faculty based on the staffing needs of the College.
i) In the case when an officer of instruction gives birth to a child, two half-years of reduced teaching option may be taken in addition to a disability leave or leave taken for reasons of pregnancy and childbirth (as defined in 2. a. & b. above), as long as the reduced teaching option is completed within 18 months after the birth.
ii.) In the case of the birth of a natural child, or an adopted, foster or step-child, the reduced teaching option must be completed within 12 months after the child joins the family of the eligible officer of instruction on a full-time basis.
General Provisions
(a) In order to facilitate planning for the absence of an officer of instruction, prior written notice of intent to take available disability benefits or a leave of absence due to pregnancy and childbirth, or an infant care unpaid leave, or to elect the reduced teaching option, should be given as early as possible, normally at least 30 days in advance. An anticipated date of return from leave or the end of the reduced teaching load option is to be included in the notice.
(b) Section III.A. of the Barnard College Code of Academic Freedom and Tenure specifies the conditions under which the eight-consecutive–year rule may be waived for officers of instruction for reasons of pregnancy, childbirth and infant care.
(c) Recognizing that the College may have to make advance commitments to other persons to replace officers of instruction taking leaves under this policy, once arrangements therefore have been completed, an officer of instruction who elects to take such leave may be required to do so, in the College’s discretion, regardless of a change in his or her circumstances.
(d) Upon completion of a leave under this policy an officer of instruction will be entitled to return to his or her position held before commencement of the leave, subject to paragraph f, below.
(e) Part-time Professors, Associate Professors, Assistant Professors, Instructors, Senior Lecturers, Lecturers, Senior Associates, and Associates who have, in consecutive appointments, the equivalent of one and one-half years of full-time service are entitled to leave without salary for reasons of pregnancy, childbirth or infant care for up to two one-half year periods. All other conditions of an infant care leave without salary provided for full-time officers of instruction are applicable to this provision for part-time officers of instruction. A part-time officer of instruction need not resign for purposes of such leave, but will be entitled to return to the position he or she held before commencement of the leave, subject to paragraph f, below.
(f) This policy does not entitle the employee to any greater right to continued employment, reinstatement, or other benefits then he or she would have been entitled to had he or she not taken leave under this policy. For example, a person may take a leave of absence under this policy in the terminal year of appointment, but such leave will not serve to extend the officer of instruction's appointment beyond the terminal year. As a further example, if a part-time officer of instruction's position is discontinued while he or she is on leave, the part-time officer of instruction will not be reappointed.
(g) All leave taken under this policy shall be considered leave under the Federal Family and Medical Leave Act.
Revised July 2004
C. Disability
The Director of Disability Services (x44634), is the officer designated to oversee compliance with federal, state and city statutes, which prohibit discrimination in employment or education on the basis of disability.
Under the direction of the Associate Dean of the College, the Director coordinates all services for students with disabilities and works with faculty and staff to assure the full participation of admitted students with disabilities in the life of the College.
The Office of Disability Services (ODS) maintains an extensive Resource Collection which includes print and non-print materials on a variety of disability and diversity-related topics. Officers of instruction are encouraged to contact ODS with any issues, concerns, or suggestions for improving policy development and service delivery.
D. Statement on Racial, Religious and Ethnic
Discriminatory Harassment in Student Academic and
Campus Life
Click here for more information.
E.
Policy Against Sexual Harassment
Resolved, that the Faculty
of Barnard College discourages in the strongest
possible terms all sexual relationships* between
students and faculty members as being incompatible
with standards of professional behavior.
*"Consensual" sexual relationships can change into
non-consensual or coercive relationships, and can be
subject to discipline under the College's sexual
harassment policy.
[Resolution passed by the Faculty, May 3, 1999]
Barnard College
policy prohibits sexual harassment against any
member of the College community and provides for
disciplinary action up to and including termination
against anyone who violates this policy. Sexual
harassment may involve either women or men being
harassed by persons of the opposite sex, harassment
between persons of the same sex, and harassment
because of sexual orientation.
Unwelcome sexual
advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature
constitute sexual harassment when:
1. submission to
such conduct is made either explicitly or implicitly
a term or condition of an individual's employment or
admission to or participation in an academic program
or College-sponsored activity;
2. submission or
rejection of such conduct is used as the basis for
decisions affecting an individual's employment
status or academic standing; or
3. such conduct
has the purpose or effect of unreasonably
interfering with an individual's performance on the
job or in the classroom or creating an intimidating,
hostile, or offensive work or study environment.
[Click
here for more information]
F. Smoking Policy
Smoking is
prohibited in all college-owned student residences
and all academic and administrative buildings. In
addition, as of August 30, 2004, outdoor smoking is
no longer permitted within the confines of the
campus, the only exceptions being two specified
smoking areas: the terrace on the north side of
Altschul and the paved center of the Quad (click
here to see a map of these locations in pdf
format). Seating and ashtrays will be provided in
both locations.
G. Policy on Prevention of Drug and Alcohol Abuse
Policy
Statement
Barnard College is committed to creating for its
students, faculty and staff an environment that is
free of drug and alcohol abuse. Barnard strongly
supports educational and treatment programs as the
most effective means to help reduce and prevent
alcohol and drug abuse. At the same time, the
College prohibits the unlawful possession, use, or
distribution of illicit drugs and alcohol by
students, faculty members, or staff members while on
College property or while participating in College
sponsored activities or conducting College business
off-premises.
[A more detailed statement on disciplinary
and criminal sanctions, and available
support services for help in dealing with
drug or alcohol abuse, is available in the
Human Resources Office, 6 Milbank.
Or
here]
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