Policy Violations

Violations of the Standards of Conduct are processed by the Center for Residential Living and Leadership. Hearings may be held and sanctions may be imposed as appropriate in a given case. One accused of a violation of the Standards of Conduct is presumed innocent until proven guilty. Bradley University students must abide by all University regulations.

The Center for Residential Living and Leadership or the Arbitration Board will hear and decide cases involving students’ infractions of Bradley University regulations. A student who is subject to a disciplinary charge will have 24 hours to decide whether the Center for Residential Living and Leadership or the Board should hear the case. The referral will be handled administratively and appropriate sanctions will be applied. If the Center for Residential Living and Leadership is chosen, they shall generally follow the procedure set forth in the section entitled “Arbitration Board” Procedures. Appeals of a decision of the Center for Residential Living and Leadershipor the Student Arbitration Board shall be made in writing to the Vice President for Student Affairs within five days of the date of notification thereof.

Misrepresentation Policy

Pursuant to the Bradley University Student Handbook, Standards of Conduct, registrants with the Smith Career Center who misrepresent their credentials are in violation of the University’s dishonesty policy. “Dishonesty, including the acquisition of honors, awards, certification or professional endorsements or grades by means of cheating, plagiarism, unauthorized use of a computer, or the University’s computing resources, or falsification with respect to any examination, paper, project, application, recommendation, transcript, test, knowingly providing false information or failure to provide correct information, misrepresentation, aiding or abetting another person to do so, or by any other dishonest means whatsoever.”

If any information provided in a registrant’s eRecruiting account, resume, or other application materials/activities is found to be inaccurate, disciplinary action through the Smith Career Center and/or the University’s judicial system may be taken. Examples of misrepresentation, as they apply to the Smith Career Center, would include falsifying information provided during an interview, at a career fair, in a written resume or cover letter, and in eRecruiting profiles, resume books, and uploaded resumes.

The following process and sanctions would occur if a registrant were found to be in violation of the forementioned policy:

Process for Reviewing Probable Misrepresentation

1. The registrant will meet with the Director, Employer Relations.

2. The Director, Employer Relations will determine if the case is referred to the Smith Career Center Review Board.

3. The Smith Career Center Review Board will determine if sanctions will be imposed by the Smith Career Center and/or if the case should be referred to the Student Judicial System.

4. The Executive Director of the Smith Career Center will notify the registrant regarding the final decision.

Sanctions

1. The registrant will be suspended immediately from the eRecruiting database.

2. The Smith Career Center Review Board will determine how long the registrant will be suspended from eRecruiting and reserves the right to suspend a registrant for up to one academic year.

3. The registrant may be referred to the Bradley University Student Judicial System. Decisions made by the Smith Career Center are separate from any rulings and possible actions from the Student Judicial System.

Appeals of the Smith Career Center Review Board

Written appeals may be submitted to the Executive Director of the Smith Career Center within five (5) business days of the decision.

Cancellations

If you MUST cancel a scheduled campus interview with an employer visiting Bradley University, the deadline for doing so is 24 hours prior (8:00-5:00 Monday-Friday) to the interview. You are responsible for contacting the Smith Career Center's receptionist at 677-2510 and requesting that your name be removed from a schedule. Failure to cancel your interview 24 hours prior to the interview will result in the interview being classified as a “no show.”

No-Show

A “no show” is defined as a missed scheduled interview where the student does not appear for a scheduled interview and has not notified or given sufficient cancellation notification (as defined above) to the Smith Career Center prior to the interview.

Campus interviews are an important service provided by the Smith Career Center. Failure to follow interview cancellation procedures means an opportunity denied to other students who could have taken advantage of an interview on a campus interview schedule. It also means time and money lost to the employer and a less favorable view of Bradley University and its candidates.

Sanctions

If you violate the interview cancellation policy above - regardless of the reason (including illness, emergencies, etc.) – your eRecruiting account will be immediately deactivated and you will be required to meet with a Smith Career Center professional staff member within five (5) working days subsequent to the missed interview. You will also be required to submit a ready-to-mail letter of apology to the employer. The letter of apology is to be given to the Smith Career Center's receptionist within three (3) working days from meeting with a Smith Career Center professional staff member. Upon receipt of the letter of apology, your eRecruiting account will be re-activated. If you fail to meet with a professional staff member and submit a written letter of apology and/or violate the interview cancellation policy more than once, your eRecruiting account will remain inactive and your interview privileges will be revoked indefinitely by the Smith Career Center. (Note: This policy also applies to After Job Fair and practice interviews).

Sanctions for violation of University regulations are described in the following statements.

1. “Dismissal from the University”:

   University dismissal is an involuntary permanent separation of a student from the University. A student dismissed for disciplinary reasons is not considered, in terms of personal conduct, to have left the University in good standing.

2. “Suspension from the University”:

   University suspension is an involuntary separation of a student from the University that specifies a time limit and the conditions to be met before a student may request reinstatement. A student suspended for disciplinary reasons is not considered to be in good standing in terms of personal conduct by the University. Students returning to the University after suspension may be placed on disciplinary probation for up to one full academic year. Students returning to the University after suspension may be required to live in the residence halls for up to one full academic year.

3. “Disciplinary Probation”:

   Disciplinary probation is a status between good standing and suspension or dismissal from the University. It specifies a time period during which the student is not considered to be in good standing in terms of personal conduct but may remain enrolled under specified conditions according to University policies. If the conditions are fulfilled during the time period, the probation is lifted and the student is returned to good standing. If the conditions are not fulfilled, the student will be dismissed, suspended, or the probation may be extended, as appropriate in a given case. Students found in violation of further infractions of the Standards of Conduct while on disciplinary probation may face suspension or dismissal. Rulings in these instances shall be made by the Center for Residential Living and Leadership.

4. “Censure”:

   Censure indicates misconduct more serious than a warning, but not serious enough for probation and loss of good standing, and shall continue for a specified time. Another violation while under censure can lead to more serious disciplinary sanctions.

5. “Fines or Restitution”:

   A student may be fined or assessed restitution for violating a University regulation.

6. “Referrals”:

   A student may be referred to an appropriate University or community resource for special assistance or information if it is felt there may be a possibility of altering the student’s unacceptable behavior.

7. “Campus or Community Assistance Requirement”:

   An individual or group may be assigned to perform a task or spend a specified number of hours in a supervised campus or community project.

8. “Banning”:

   An individual student or group of students may be banned, when appropriate, from any or all building or grounds owned or operated by the University, or from any University program or activity, for a specified amount of time. Any student suspended or dismissed from the University is banned from the University during the period of his/her sanction. (For a definition of these properties owned or operated by the University, contact the Bradley Police Department.)

9. “Other dispositions”:

   At the conclusion of any case in which a student is found not responsible, the charges will be dismissed.

10. “Parental Notification”:

    A student who is dismissed or suspended will be required to notify his/her parent or legal guardian of the fact and the reasons. If the parent or legal guardian is not notified by the student within a reasonable amount of time, the Executive Director of the Center for Residential Living and Leadership will make the notification. A student under the age of 21 which is found in violation of the University’s policies on the use and/or possession of illegal drugs or paraphernalia will be required to notify his/her parents or legal guardian. A student under the age of 21 who is found responsible for a violation involving alcohol misuse or abuse may also be required to notify his/her parent or legal guardian.

11. A student who is dismissed or suspended is subject to the refund policy as stated in the Undergraduate Catalog under “Complete Official Withdrawal”.

NOTES: Numbers (1,2,3) denote first, second, or third offense(s). All sanctions apply for students receiving citations/referrals within 24 months of the previous incident. Letter home is not sent, per FERPA regulation, to those students who are over the age of 21

NOTES: Numbers (1,2) denote first or second offense(s). All sanctions apply for students receiving citations/referrals within 24 months of the previous incident. Letter home is not sent, per FERPA regulation, to those students who are over the age of 21.

Students found guilty of breach of academic integrity (plagiarism, cheating on examinations, etc.) are subject to disciplinary action, including dismissal from the University.

Students whose actions are detrimental to the best interests of the University may be dismissed from the University upon recommendation of the administration, the faculty, or the appropriate University committee. Such actions are specifically described in the University’s Student Handbook.

According to University Senate rules, all occasions of cheating and plagiarism must be reported to the Executive Director of the Center for Residential Living and Leadership, together with a statement of the penalty imposed by the faculty member. If, in the opinion of the Executive Director of the Center for Residential Living and Leadership, other problems of a personal or an emotional nature are present, a referral or disciplinary action will be made.

Cheating is officially defined as giving or attempting to give, obtaining or attempting to obtain, information relative to an examination or other work that the student is expected to do alone and not in collaboration with others, or the use of material or information restricted by the instructor. Each instructor will indicate before hand work that may be done in collaboration with other students. A “Zero,” or whatever is the equivalent of the lowest failing grade possible, shall be assigned for that piece of work to any students cheating on a non-final examination or other piece of work.

Plagiarism is no lesser an offense than cheating. Examples of plagiarism as stated in the Modern Language Association’s MLA Handbook for Writers of Research Papers include but are not limited to repeating another’s sentences as your own, adopting a particularly apt phrase as your own, paraphrasing someone else’s argument as your own, and presenting someone else’s line of thinking in the development of a thesis as though it were your own.

A “Zero,” or whatever is the equivalent of the lowest failing grade possible, shall be assigned on a final examination to any student cheating on a final examination.

An “F” shall also be assigned as the course grade to any student cheating on a comprehensive final examination. A “Zero,” or whatever is the equivalent of the lowest failing grade possible, shall be assigned for the piece of work to any student plagiarizing on a non-final piece of work. In the case of a student plagiarizing on a final research paper or project, an “F” shall also be assigned as the course grade.

For repeated or aggravated offenses additional action, including dismissal from the University, may be taken pursuant to the Student Handbook procedures related to the University Judicial System and the disciplinary sanctions for violation of University regulations.

If the student objects to the instructor’s conclusion that cheating or plagiarism has occurred, the student may consult the University Ombudsman and/or appeal the instructor’s conclusion through the instructor’s director or chairperson to the Dean, or to the Dean’s designee(s), of the college in which the course is offered within 20 days of the time that the student receives written notification of the instructor’s conclusion. A copy of the notification will be filed with the Executive Director of the Center for Residential Living and Leadership. Due process requirements for a fair hearing before the Dean or the Dean’s designee(s) shall consist of written statements of the instructor and student in support of their positions provided prior to the hearing and a tape recording or transcript of the hearing itself. An appeal of the decision of the Dean or the Dean’s designee(s) may be made within ten days of the decision by written appeal to the University Student Grievance Committee.

In the event of an appeal, the Dean shall transmit the decision of the University Student Grievance Committee, and, if the Dean’s designee(s) rendered the decision, the Dean shall indicate whether or not he or she agrees with the decision.

A student grievance is either academic or non-academic in nature. A student academic grievance refers to a case in which the student claims unfair, prejudicial, or capricious evaluation or treatment of an academic nature by a University faculty member; an academic grievance shall not be filed against actions which would impair the exercise by a University faculty member of his/her academic freedom. A student non-academic grievance refers to a case when a student claims practices which deny or restrict his/her access to or participation in course offerings; sexual harassment, racial discrimination, or any other act by a University member that is derogatory or discriminatory in nature. (A non-academic grievance may also be filed against a professional staff member.)

A student grievance begins with informal procedures and may continue with subsequent formal procedures. A student may not pursue the formal procedures of a grievance before first exhausting all informal procedures. The right of a University faculty member to appeal to the Faculty Grievance Committee is not limited by participation in a student grievance nor shall it be prejudiced by any actions or decisions of the Student Grievance Committee.

The grievance procedure is intended to deal with matters as expeditiously as possible. Although the times listed below are recommended guidelines for handling the steps of the procedure, it is expected that they will not be exceeded except under compelling circumstances.

In an academic grievance, if the University faculty member is no longer employed by Bradley University, the student shall meet with the chair of the former faculty member’s department and the word “chair” shall take the place of the words “University faculty member” in what follows.

In a non-academic grievance, if the University faculty member is no longer employed by Bradley University or ceases employment before the case is resolved, the Vice President for Student Affairs shall offer the former faculty member the right to participate in the informal and formal grievance procedures. If the former faculty member agrees in writing to do so, the process shall move forward as it would for any other faculty member. If the former faculty member declines to do so, or removes himself or herself in writing at any point, the Vice President for Student Affairs shall prepare a written summary of events up to the time the former faculty member removes himself or herself and give copies to the student and the former faculty member. At that point, the internal University procedures shall come to a halt without having been resolved.

A student who claims academic grievance may consult with the Academic Ombudsman.

The grievance process is as follows:

Informal Procedures

1. Academic Grievance

1. In an academic grievance the student shall meet with the University faculty member in an attempt to resolve the issue within fifteen days of the beginning of the next semester. (The student may consult with the Academic Ombudsman).

   If the student, is a graduate student, the student shall consult his or her Graduate Program Coordinator/Director to seek a course of action to resolve the issue. The Graduate Program Coordinator/ Director shall advise the student on the procedures to be followed. If a conflict of interest exists between the student and the Graduate Program Coordinator/Director, the student may seek the advice of the Department Chairperson of the department offering the program in which he/she is enrolled.

2. Should the issue not be resolved to the student’s and the University faculty member’s mutual satisfaction, the student may, within five working days of the decision of the University faculty member, appeal to the chairperson/director of the University faculty member’s department /division. The Chairperson/Director shall provide the student and faculty member with a written decision upholding or rejecting the appeal within five working days of the appeal. If the chairperson/director upholds the appeal and finds any unfair or unjustifiable injury or disadvantage to have occurred, his/her decision shall specify remedies to rectify the situation.

   If a conflict of interest exists with the chairperson/director, the student may appeal directly to the Dean of the University faculty member’s college as discussed in (3) below.

3. Should the issue still not be resolved to the student’s and the University faculty member’s mutual satisfaction, the student or University faculty member may, within ten working days, appeal the decision of the chairperson/ director to the Dean(s) of the College(s) in which the given academic concern resides. This appeal shall specify in writing the alleged grievance. The Dean(s) or Dean(s)’ designee(s) shall meet with the relevant parties within five working days of the appeal. The Dean shall deliver a written decision within five working days after the conclusion of this meeting upholding or rejecting the appeal. If the Dean upholds the appeal and finds any unfair or unjustifiable injury or disadvantage to have occurred, his/her decision shall specify remedies to rectify the situation. In cases involving a conflict of interest with the Dean, the student shall initiate the formal procedures specified below.

4. If the student is enrolled in the Graduate School, and the issue still is not resolved to the student’s and the University faculty member’s mutual satisfaction, the student or University faculty member may, within ten working days, appeal to the Dean of the Graduate School. This appeal shall specify in writing the alleged grievance. The Dean or Dean’s designee(s) shall meet with the relevant parties within five working days of the appeal. The Dean shall deliver within five working days after the conclusion of this meeting a written decision upholding or rejecting the appeal. If the Dean upholds the appeal and finds any unfair or unjustifiable injury or disadvantage to have occurred, his/her decision shall specify remedies to rectify the situation. In cases involving a conflict of interest with the Dean, the student shall initiate the formal procedures specified below.

2. Non-Academic Grievance

1. In a non-academic grievance the student shall meet with the Vice President for Student Affairs in an attempt to resolve the issue within fifteen days.

2. The Vice President for Student Affairs will attempt to resolve the matter within ten working days. Should the issue not be resolved, the Vice President for Student Affairs shall prepare a written summary of the events and discussions among the student, University faculty member, and any other individuals, and give a copy of the written summary to the student and University faculty member involved. In cases involving a conflict of interest with the Vice President for Student Affairs. In cases involving a conflict of interest with the Provost, the student shall initiate the formal procedures specified below.

Formal Procedures

Should the issue not be resolved to the student’s and the University faculty member’s satisfaction using the informal procedures, the student or University faculty member may, within five working days of the final written decision or summary described above, initiate the formal phase of the grievance procedure by appealing in writing to the chairperson of the University Student Grievance Committee. This written appeal shall specify the alleged grievance and the result(s) of the appeals during the informal phase of the grievance procedure. Legal counsel may be used by the parties, at the parties’ cost, as part of the formal procedure. Legal counsel for either party shall act in an advisory capacity only and shall not be permitted to speak on behalf of any part. The Student Grievance Committee shall have access to the University attorney on procedural matters.

1. The Student Grievance Committee shall meet at the call of the chairperson upon receipt of a written grievance.

1. The Chairperson shall:

1. Obtain written statements from all parties involved in the appeal.

2. Call for a meeting of the Committee to be held within ten working days of submission of the appeal to review the statements from the parties involved, unless extraordinary circumstances require a delay.

3. The Committee shall decide whether a grievance is in order. If the Committee finds a grievance is not in order, the complaint is dismissed and no further action will be taken by the Committee. If the grievance alleged discrimination, a copy of the minutes of the meeting shall be sent to the Affirmative Action Officer.

2. If the committee finds a grievance is in order, the Committee shall;

1. Determine a date, time and place for a formal hearing. Determine the procedures for conducting the formal hearing. All parties concerned will be given at least five working days notice of the time, date and place of the hearing, and of the procedures.

2. Call on other faculty, staff and students if it would serve the purposes of due process.

3. Retain records of all written matters dealing with each case.

2. The Committee shall submit its written findings and decisions for review within (45) forty-five working days after the matter has been formally submitted to the Committee. This time period shall not include either University holidays or times when the faculty are not under contract, such as during the summer. If the Committee finds that unfair or unjustifiable injury or disadvantage has occurred, its decision shall specify remedies to rectify the situation. The Committee shall submit its findings and decision to the Provost or other appropriate academic officer. Within thirty days of the receipt of the findings and recommendations of the Committee, the Provost or other appropriate University officer shall notify all concerned parties of his/her agreement or disagreement with the Committee’s decision, stating the reasons in writing. Upon agreement of the parties, the grievance procedure can be concluded at any time before notification by the appropriate academic officer.