Faculty Endorsed 5/12/03, Board Approved 5/15/03
Faculty Amended/Endorsed 9/20/04, Board Amended/Approved 10/7/04
Faculty Amended/Endorsed 10/17/05, Board Amended/Approved 10/21/05
Faculty Amended/Endorsed 8/24/07, Academic Affairs Committee Amended/Approved 4/10/07
Faculty Amended/Endorsed 5/6/08, Board Amended/Approved 5/9/08
Faculty Amended/Endorsed 4/14/09, 5/5/09; Board Approved 5/8/09
Faculty Amended/Endorsed 12/7/2011; Board Approved 1/27/12
CHAPTER I: INTRODUCTION
A. STATUS AND ROLE OF THE FACULTY HANDBOOK
The Faculty Handbook (also referred to as the “Handbook”) serves as a repository for
procedures, guidelines, and information that may be important or useful for Faculty members at
Birmingham-Southern College to know. The Handbook should help orient new Faculty, and
should provide continuing Faculty with a centralized place to seek guidance on issues that arise
during the course of their employment.
Other important College publications include the College
the annual College Directory,
the Student Handbook, the Staff Handbook, and the Faculty/Staff Honor Code and Social
Policies Manual. The Faculty Handbook’s contents, such as benefit and compensation policies,
and descriptions of typical promotion paths, serve as guidelines, but the terms in each Faculty
member’s individual contract with the College always take precedence over the Handbook. Care
has been taken not to duplicate here the information that is provided in separate College
documents such as the College Charter, College Bylaws, Faculty Constitution, and Faculty
Bylaws, but to refer the reader to those documents where appropriate. Hard Copies of the
ratified versions of the College Bylaws, the Faculty Constitution, and the Faculty Bylaws—
referenced and hyperlinked within this Handbook—are available in the Library and in the
This Handbook as a whole is not an employment contract between the College and any Faculty
member. However, the procedural provisions of Chapter III parts A and B will ordinarily be
incorporated by reference into each Faculty member’s individual employment contract.
College is an equal opportunity employer and committed to compliance with applicable state and
federal employment laws. The College has a policy of nondiscrimination in hiring, salaries,
promotion, discipline, and employment termination on the basis of age, disability, race, color,
religion, sex, national origin, veteran status, or sexual orientation. Employee benefits provided
by the College shall be governed by the terms of the benefit plan.
When the provisions of Chapter III are not explicitly incorporated by reference into the
Faculty member’s individual employment contract and the Faculty member requests application
of the procedures of Chapter III, the College has the discretion not to apply those provisions.
Only Faculty members who are already tenured as of May 2003 have the option of not
incorporating the Handbook procedures into his or her individual contract. In this event,
although the College prefers that the Faculty contracts incorporate these provisions, the College
would follow its pre-existing guidelines and policies.