Standards with Respect to the Institution

D29S

• To demonstrate respect for the right of students, administrators, and other faculty members to hold divergent opinions
• To seek ways to strengthen the educational program of the University at large
• To participate in committee, departmental, and faculty meetings and in traditional and special University functions
• To assume a fair share of faculty committee assignments
• To avoid discussion with students of suspected incompetence, misconduct, lack of personal or professional integrity, or other possible shortcomings of another faculty or staff member, unless acting in an official capacity
• To fulfill conscientiously all the contractual obligations for the period of time agreed and to give the University reasonable notice when resigning to accept another position
• To be clear when making public statements that such statements do not represent the views of Elon University unless authorized to do so
• To engage in professional development related to diversity, equity, and inclusion.

In addition to these standards, Elon faculty members further recognize that, in order to protect our students and the institution, conduct must be carried out within certain boundaries.

• All employees with teaching responsibility or any position of authority with students must avoid inappropriate relationships with students. An inappropriate relationship is any romantic or physically intimate liaison. Positions of authority include, but may not be limited to, teaching, evaluating, supervising, coaching, or advising a student or student group. Pre-existing relationships are exempt from this policy.
• All employees with teaching responsibility or any position of authority with students must avoid any kind of overt sexual harassment or implicit sexual discrimination.
• Overt sexual harassment may be described as unwelcome sexual advances, requests for sexual favors, and other physically expressive behavior of a sexual nature where submission to or rejection of such conduct by a student may be used as the basis for academic decisions.
• Implicit sexual discrimination or harassment may be described as conduct which has the purpose or effect of substantially interfering with an individual's academic performance or creating an intimidating, hostile, or demeaning educational environment.
• All faculty members must avoid any exploitation of students for the faculty members’ private advantage, including the acceptance of compensation for tutoring students under their professional jurisdiction.