Working with Faculty Members in Distress Mohamad Ansari

Working with Faculty Members in Distress §Mohamad Ansari, University Faculty Ombudsperson (2018 -2022) §Cassandra Kitko, Health & Welfare Strategist, Human Resources §Zahraa Zalzala, Assistant General Counsel §Leah Zimmerman, Coordinator, Americans with Disabilities Act Program §Kathy Bieschke (moderator), Vice Provost for Faculty Affairs 1

Outline §Opening remarks and introductions §Overview of relevant offices and resources §Cases §Wrap up 2

University Faculty Ombudsperson MOHAMAD ANSARI, MAA 4@PSU. EDU, 610 -396 -6129 3

University Faculty Ombudsperson The University Faculty Ombudsperson shall coordinate the training of all college and campus ombudspersons; shall provide for the appropriate dissemination of information among the various college and campus ombudspersons; and shall be the Universitylevel contact for the various college and campus ombudspersons. The University Faculty Ombudsperson shall report periodically to the Senate Council and shall maintain liaison with the Office of the University Provost, the Office of Human Resources and the Office of the University Faculty Senate. The University Faculty Ombudsperson shall have no appeal function (see University Faculty Senate Standing Rules). Other resources: See http: //senate. psu. edu/faculty-ombudspersons/ AC 76 Faculty Rights and Responsibilities 4

Clarification of misunderstandings §Advising faculty and administrators as to appropriate courses of action; §Assisting in the informal resolution of differences; §Assuring that appropriate department, college and/or campus procedures are exhausted before referring the case to higher levels; §Informing the Office of the Executive Vice President and Provost and appropriate college or campus officials if a matter cannot be resolved at the lower level and the case is to be referred to the Committee on Faculty Rights and Responsibilities. §The Ombudsperson shall not: § Hold hearings; § Exceed the role of conciliator and advisor; § Substitute his or her judgment for that of appropriate administrative and/or faculty bodies; § Serve as counsel for either party to a complaint before the Hearing Board. 5

Standard of Practice/Code of Ethics §Independence §Confidentiality §Neutrality & Impartiality §Informality See https: //www. ombudsassociation. org/home. aspx for more information 6

Employee Assistance Program CASSANDRA KITKO, HEALTH & WELFARE STRATEGIST, OFFICE OF HUMAN RESOURCES 7

Health Advocate § Call 866 -799 -2728 § EAP+Work/Life § short-term counseling by phone, email, or in person § up to 5 in-person visits per issue § locate the right support services, from childcare and eldercare to legal and financial help § Healthcare Help § unlimited access to a highly trained Personal Health Advocate (PHA) § navigate the healthcare and insurance systems § find the right providers, negotiate fees on uncovered medical bills, locate second opinions, provide cost comparisons for medical procedures 8

Supervisor Resources On-site trainings § free, catalog of offerings § delivered by affiliates § need 4 -6 weeks lead-time § request through Cassandra Kitko (cmt 2) Resources on various topics found at: https: //members. healthadvocate. com/Home Monthly webinars: https: //healthadvocate. personaladvantage. com/portal/subject/10114894 9

Office of General Counsel ZAHRAA ZALZALA, ASSISTANT GENERAL COUNSEL 10

Office of General Counsel • Provide legal counsel and representation to the University and all of its schools and colleges, divisions, units, affiliates and related entities on a broad range of legal matters impacting the University. ◦ Including issues relating to labor and employment, student affairs, sponsored research, contracts, financial transactions, intellectual property, development, policies, licensing, and corporate governance. • Do not provide legal services to University employees or students in their personal matters. • For more information, please visit: http: //www. ogc. psu. edu/ 11

Office of Affirmative Action: Disability Services LEAH ZIMMERMAN, COORDINATOR, AMERICAN WITH DISABILITIES ACT PROGRAMS SUZANNE ADAIR, ASSOCIATE VICE PRESIDENT FOR AFFIRMATIVE ACTION 12

Affirmative Action Office §Review programs and procedures to ensure compliance with federal, state, and University disability laws and policies. §Provide support and assessment of accessibility issues across the University. §Direct the reasonable accommodation process for all University employees. §Receive and respond to complaints of discrimination and harassment based on disability status. §Oversee the University’s Reasonable Accommodation Fund. 13

Office of the Vice Provost for Faculty Affairs KATHY BIESCHKE, VICE PROVOST FOR FACULTY AFFAIRS TINEKE BATTLE, ASSISTANT VICE PROVOST FOR FACULTY AFFAIRSHR 14

Resources §Leave policies § HRG 11: Family and Medical Leave § HRG 18: Paid Parental Leave for Faculty § HR 19: Leave of Absence for Active Military Service or Training § HR 16: Leave of Absence without Salary (other than for Extended Active Military Service) §Tenure stays § See the Administrative Guidelines, Appendix G, p. 52 -53 § Intent: Ensure equity in the tenure system. § Maximum: Two stays, not necessarily linked to a leave of absence with or without salary §Office of the Vice Provost for Faculty Affairs § https: //www. vpfa. psu. edu/ § 814 -863 -7494 15

Concern for Well-being Professor A has been exhibiting flu symptoms for months. When asked, the Professor claims everything is being treated as instructed by his doctor. Within several weeks, the Professor’s flu symptoms remain and are now accompanied by bleeding open sores. Professor A’s overall performance in the classroom is not impacted but multiple colleagues are concerned about the Professor’s well-being and the safety of students in his classroom. What should we do? 16

Personal Stress Professor B is currently undergoing a divorce and child custody dispute. After violating a restraining order, the Professor is arrested and missed a significant number of classes and research and publication deadlines. After she is released, the Professor returns to the classroom but is now hostile, demeaning, and aggressive towards students, colleagues, and staff. What should Professor B do to remain an effective faculty member? 17

Disruptive Environment While on a faculty-led student trip to the district courthouse, Professor C engages in erratic behavior that concerns students and other visitors. After directly violating the Court’s no guns policy, Professor C is escorted out of the building and arrested. Based the Professor’s behavior, students do not feel comfortable attending class and the Professor’s colleagues are concerned about their personal safety and do not want the Professor back in the department building. What can we do to help Professor C return to class and succeed as a faculty member? 18

Wrap-up §Final thoughts §Many thanks to our presenters! 19