These Bylaws and Rules are the official statement of the organizational structure and the rules of governance and procedures of the Faculty of the School of Medicine, University of Louisville. This document has two parts. The Bylaws and Appendices to the Bylaws.
This document contains nine appendices for the Bylaws & Rules of the School of Medicine document
It is expected that every employee, in conducting the affairs of the University of Louisville, will comply with applicable federal, state, and local laws as well as the policies and procedures of the University of Louisville.
The Conflict of Interest (COI) program provides oversight of institution and covered individual activities to help preserve the integrity of the academic, business, clinical, and research missions of the University.
SBIR grants provide one mechanism for faculty members to participate in small business startups.
The University of Louisville's policy implements the provisions of the Federal Family and Medical Leave Act of 1993. The policy provides up to 12 weeks of unpaid leave of absence in a 12-month period as required by FMLA upon request by an eligible employee.
Maternity leave is handled the same as any other medical leave. It requires the appropriate medical documentation for the duration of the leave.
The purpose of this document is to provide guidance for documentation of medical absences of faculty and administrators in academic units and other departments reporting to the Office of the Provost.
In November 1988, the Board of Trustees authorized up to one-half year of base salary (six months for those on annual appointment; one semester for those on academic year appointments) for Board appointed faculty and administrators.
Effective November 1, 1995, the Board of Trustees approved a paid Parental Leave policy for University faculty and staff.
The sabbatical leave is recognized as a serious professional responsibility and shall be utilized for activities that will improve the faculty member's contribution to the University's mission. This document outlines the requirements and guidelines for sabbatical leaves.
This policy has been established for the mutual benefit of the university and of individual faculty members. It provides eligible full-time tenured faculty and term track faculty paid from general funds with an attractive option for gradual reduction in university responsibilities as they near retirement.
The purpose of this document is to present the criteria and procedures employed within the School of Medicine (the Unit) for evaluation of promotion, appointment and tenure requests and for periodic career reviews. The document specifies minimum acceptable levels of teaching, research and service. Appendix A provides definition and examples of proficiency, excellence and scholarship in the areas of research, teaching and service. Appendix B states the policy on the appointment, promotion, retention and recognition of gratis faculty.
Professional Practice Plans
All full-time faculty members of the School of Medicine are required to participate in the Professional Practice Plan as a condition of their employment with the University of Louisville.
The Redbook is the official statement of the organizational structure, the rules of governance and procedures, and the University-wide policies of the University of Louisville. It is the final, published authority under the Board of Trustees, and its policies and procedures and those contained in the resolutions of the Board govern all actions of the University and all relations with the University, including administrative and faculty contracts. The Redbook covers: Organization and Operation of the Board of Trustees and the Board of Overseers; Organization and Operation of the University Administration; Organization and Governance of the Academic Programs, Faculty Personnel Policies; Staff Organization and Personnel Policies; Student Governance and Student Affairs Administration; and Revision of The Redbook.
The University of Louisville strives to foster and sustain an environment of inclusiveness that empowers us all to achieve our highest potential without fear of prejudice or bias. We commit ourselves to building an exemplary educational community that offers a nurturing and challenging intellectual climate, a respect for the spectrum of human diversity, and a genuine understanding of the many differences-including race, ethnicity, gender, socio-economic status, national origin, sexual orientation, disability, and religion-that enrich a vibrant metropolitan research university.
This document outlines the procedures for the full-time faculty's annual review. This review is used for enhancement of the quality of faculty performance and consideration of performance-based salary increases.
This defines the difference types of appointments a faculty member might hold.