List of BMFA Deans and Staff Administrators
Chapter 1. History
Chapter 2. Organization of the Alpert Medical School
Chapter 3. Faculty Affairs
Chapter 4. Organization of AMS Departments
Chapter 5. Medical School Faculty Governance
Chapter 6. Faculty Responsibilities
Chapter 8. Faculty Promotion Tracks
Chapter 9. BMFA Schedule For Processing Actions
Chapter 10. Faculty Recruitment
Chapter 11. Faculty Appointments
Chapter 12. Faculty Reappointments
Chapter 13. Annual Reviews of Faculty
Chapter 14. Faculty Promotion Process
Chapter 15. Guidelines For Faculty File Access
Chapter 16. Postdoctoral Appointments/Reappointments
Chapter 17. House Staff/Fellow Appointments/Reappointments
Chapter 18. Faculty Benefits
Chapter 19. Visa Appointments
Chapter 20. Teaching / Excellence Awards For Clinical Faculty
Chapter 21. Grievance Procedures
Chapter 22. Resources
Faculty Disciplinary Actions
Warren Alpert Medical School of Brown University faculty are members of an academic community in which integrity and trust are as important as professional competence and scholarly achievement. Standards for faculty conduct are consistent with those of the University and the broader professional community. These standards have worked over time to meet and respond to contemporary concerns as well as long held medical community standards of conduct. This document pertains to non-tenure track faculty in clinical departments. This document does not replace existing policies requiring employment of academic faculty by affiliated organizations.
General Principles observed in addressing allegations subject to disciplinary action:
Scope of Sanctions:
University sanctions for violations of the standards of conduct should be commensurate with the seriousness of the misconduct. Conduct which is egregious, willful, repeated, or in violation of law may be grounds for immediate suspension or termination. Disciplinary actions against faculty may include the following:
Procedures for addressing allegations of misconduct:
1. Any allegation of misconduct brought to the attention of the Dean must be in written form with sufficient detail for the nature of the alleged misconduct to be identified. No anonymous complaints will be accepted, although at the complainant's request reasonable efforts to maintain anonymity will be made. Strict confidentiality will be maintained regarding all proceedings until a decision has been reached regarding disciplinary actions, if any. The department chair will be notified unless there is a compelling reason why this should not occur.
Allegations may be submitted by individuals, organizations or entities. Formal notification of sanction by the state or another organization shall not require a separate complaint.
2. The Dean or designee (eg department chair) will review all allegations of misconduct and determine whether it is appropriate to initiate a formal investigation. If the allegation involves the chair, the Dean or another uninvolved designee (eg associate dean) will review the allegations. The Dean's designee will report to the Dean regarding the review of the allegations. Review of allegations will be completed within 30 business days of the complaint.
3. Pursuant to certain circumstances, the matter may be referred to another body for review or investigation.
4. If it is determined that a matter is appropriate for university investigation, the Dean will notify the faculty member and the department chair of the charge in writing. The faculty member will be invited to respond in writing regarding the allegation(s).
5. The Dean will convene an ad hoc Investigation Committee composed of at least 3 faculty members at or above the faculty rank of the faculty member under discussion, at least two of whom must be members of a different department. The faculty member will have the right to appear before the Investigation Committee as part of the investigation procedure. The faculty member may be accompanied by another Brown faculty member, if it is so desired. Faculty may not be accompanied by legal counsel at meetings of the ad hoc Investigation Committee. The Investigation Committee will report in writing to the Dean regarding the validity of the charges.
6. Upon receipt of the report of the Investigation Committee or the results of the investigation by another body, the Dean may take one of the following actions:
7. The Dean will report the decision regarding faculty status to the Provost who will review the action and report to the President. The Provost may agree or disagree with the recommendation of the Dean.
8. If the faculty member under discussion contests the Dean's review, then the matter will be referred to the Provost who will reach a decision and determine the disciplinary action to be taken, if any. The faculty has 30 business days after notification of the action on faculty status to appeal the Dean's decision to the Provost.
9. If the allegation involves misconduct on the part of the Dean, the matter will be referred to the Provost, who will investigate and resolve the matter.
10. The faculty member has the right to appeal in accordance with Brown University's Grievance Procedures (See section on Medical Faculty Executive Committee). Any appeal must take place within 30 days of a final decision on faculty status by the Dean and/or the Provost.
11. The ultimate authority for determination of whether the individual remains on the faculty rests with the President and the Corporation.
Notifications regarding findings:
The Dean will notify any governmental agencies or offices in accordance with requirements for such notifications. Notices include, but are not limited to, the following: