- Resolution of Complaints against the Provost and Dean of the Faculty
Complaints filed against the Provost and Dean of the Faculty may be reviewable under other policies, including but not limited to the College’s policies and procedures for review of formal contractual actions relating to a member of the faculty or the College’sTitle IX Policies; in such circumstances, they will be forwarded as appropriate for action under the appropriate policies. Complaints against the Provost and Dean of the Faculty that do not fall within other College review policies, however, will be forwarded to and addressed separately by the President or their designee. As part of such review, the President or designee should consult with the Committee on Faculty Procedures. The decision of the President or designee is final.
- Resolution of Complaints against the President
Complaints filed against the President will be forwarded to the Chair of the Swarthmore College Board of Managers or their designee. Such complaints will be addressed separately by the Chair of the Board or their designee. The decision of the Chair of the Board is final.
Employee Concern Resolution Process
Swarthmore College recognizes that questions or concerns may occasionally arise, relating to: (1) the interpretation or application of college policies and procedures; (2) working conditions including but not limited to issues of environmental or workplace safety; (3) formal disciplinary action, not including termination of employment, or (4) other issues relating to job satisfaction.
All employees share responsibility to seek resolution to these work-related issues, and resolve disagreements or misunderstandings as quickly and amicably as possible. No employee should hesitate to raise a concern for fear of disciplinary action and/or retaliation.
Staff are encouraged to speak with their direct supervisor as a first step to resolve workplace concerns. If the nature of the concern prevents the employee from discussing the problem with their immediate supervisor, the department head or senior staff member in the work area should be consulted. The employee may also consult with Human Resources at this juncture. Human Resources will determine appropriate next steps which may include but are not limited to mediated discussion, clarification of policies and/or procedures, or appropriate training/learning resources.
The resolution process is dependent upon the willingness of all those involved to participate in good faith, and it is expected that all employees will participate in an open, civil, and respectful manner aimed at productive resolution. Should an employee be found to have knowingly and intentionally brought forward a false charge that person will be subject to disciplinary action up to and including dismissal from employment.
Swarthmore prohibits retaliation against anyone who makes a good faith effort to appropriately disclose perceived wrongdoing and the College makes every effort to redress such situations. In all cases, members of the community should report their concerns when they feel they are being subjected to unethical, illegal, or unsafe activities or when they become aware of such activities going on at the College.
Complaints against Senior Leadership with Faculty Status
When a complaint is brought against the President, Provost, and their designees (who maintain faculty status while in these administrative positions), they are obligated to abide by the same foundational principles of good faith, speedy resolution, and informal consultative as described within the Instructional Staff Grievance Procedure within Section II-C.1 of the Handbook for Instructional Staff.
