309 Faculty Termination: For Cause (BOR Policy 710.2.2)

Termination of employment of a faculty member on continuous tenure, or of a special or
probationary appointment before the end of the specified term of employment, may be
affected by an institution for adequate cause. The exercise of academic freedom or
constitutionally guaranteed civil rights will not be used as a basis for termination.
Adequate cause for termination includes:
(a) conviction of a felony or a crime involving moral turpitude since commencing
of employment at the campus or the willful concealment of such crime in making
application for employment;
(b) unreasonably endangering the welfare or unethical exploitation of students,
employees or campus visitors;
(c) substantial failure to carry out responsibilities of a faculty member as
determined by the Faculty Service Committee;
(d) fraud or misrepresentation of professional preparation, accomplishments or
experience in connection with initial hiring or in the submission of materials for
evaluation for promotion, tenure, or salary adjustment purposes; or
(e) gross insubordination.
A decision to terminate a faculty member for cause will be made by the President or
Chancellor, after the faculty member has had an opportunity for a hearing before the
Faculty Service Committee, and if a hearing occurs, following receipt of the report of the
Faculty Service Committee. The President or Chancellor shall review and consider the
report of the Faculty Service Committee prior to deciding. The decision and action of the
President or Chancellor may be appealed to the Commissioner of Higher Education and
the Board of Regents in accordance with Board policy in effect when the appeal is
initiated. The President or Chancellor may, in his discretion, terminate the faculty
member pending appeal. Procedures found in Board policy 710.2.2 shall apply.