The University of Science and Arts of Oklahoma is committed to providing stable employment for all members of the school's faculty, administration, and staff. Nevertheless, a set of conditions could conceivably arise regarding the University's financial status which would require financial adjustments. In harmony with the desire to continue employment for all employees and thereby maintain efficient operation of the University, before implementing any reduction in force of employees, the President of the University should explore the possibility of implementing savings from reduction of plant and equipment. Next, the President should consider minimal reduction of compensation for all employees possibly accompanied by appropriate furloughs, and use of reserves. If such measures cannot satisfy the shortfall, a reduction of employee workforce might be necessary.

If interruption of the service of faculty members is deemed necessary, the President should first consult with officers of the Faculty Association. Any such reduction would be recommended by the President of the University and, upon approval by the Board of Regents, would be implemented according to principles and procedures outlined below.

  1. All measures must pursue the goal of preserving the assigned mission and special purposes of the University of Science and Arts of Oklahoma.
  2. ShouldthePresidentdeemthatreductioninthenumberoffacultyisnecessary,the President should exercise discretion to consider the order of reduction that would occur considering the following factors:
  1. thedegreetowhichaprogramorfacultymemberisessentialtotheassigned mission and special purposes of the University of Science and Arts of Oklahoma;

  2. thedegreetowhichafacultymemberisessentialtoassistingstudentsto complete a program;

  3. thedegreetowhichaprogramorfacultymemberhasalowlevelofcredithour production;

  4. thedegreetowhichaprogramorfacultymemberiscost-effectiveforthe University; and

  5. thedegreetowhicheffectiveoperationoftheUniversitycanbemaintained.

  1. After the foregoing considerations, assuming as a prerequisite the willingness and ability of tenured full-time faculty and full-time faculty to assume all tasks performed by faculty who are either temporary or less than full-time, the order of termination for faculty shall be as follows:
  1. Adjunct faculty;
  2. Temporary faculty teaching on a full-time basis;
  3. Part-timefaculty;
  4. Non-tenured full-time faculty;
  5. Tenured,full-timefaculty.
  1. A non-tenured full-time faculty member or a tenured full-time faculty member receiving notice of pending termination may request within 21 days, and upon request in writing shall be accorded within 21 days, a hearing before the Academic Personnel Committee. The Academic Personnel Committee will consider whether the termination is consistent with the provisions of the Exigency Policy. Within 10 days the committee will report its findings and recommendations to the faculty member and the President. Failure to make a request in writing for a hearing to the Academic Personnel Committee within 21 days after receipt of notification of pending termination shall constitute a waiver by the faculty member on the right to a hearing before the Committee.
  2. IfafterconsideringtherecommendationoftheAcademicPersonnelCommitteethe President still intends to recommend termination, the President shall notify the faculty member. A non-tenured full-time faculty member or a tenured full-time faculty member receiving the President’s notice of pending termination may request in writing within 21 days of receiving such notice a hearing before the USAO Board of Regents. Failure to request such a hearing shall constitute a waiver by the faculty member on the right to a hearing before the Board of Regents.

  3. If a tenured full-time faculty member is terminated solely under this exigency policy and, if the position is reactivated within two years, the terminated faculty member will be notified of the vacant position and encouraged to apply, assuming that the faculty member has kept a current forwarding address with the University.

  4. Should a faculty member terminated for financial exigency be re-employed, the faculty member shall retain:

    1. formeracademicrankandtenurestatus;
    2. salaryreflectingalladjustmentspursuanttothefinancialexigency; 3. allpreviouslyearnedcredittowardsabbaticaleligibility.

  5. For terminated faculty, the University will follow federal and state mandates regarding eligibility of terminated employees for health insurance benefits, retirement benefits and all other benefits.