Faculty Issues, Complaints & Grievances

The Faculty Ombuds Officer serves as an independent, confidential, and impartial resource for faculty. The primary responsibility of the ombuds officer is to raise and clarify issues and concerns, identify opinions, and request assistance to informally resolve workplace conflicts. In cases where informal resolution efforts fail or are not advisable, the ombuds officer will counsel faculty of their options for formal action and will direct them to the appropriate university rules, resources, and offices.

Learn more about the Faculty Ombuds Officer.

The goal of the Associate Provost for Faculty Advocacy is to positively impact faculty teaching and research capability through policy and procedures, faculty and academic leader development, along with direct administrative and staff collaboration. Issues that should be directed to the Associate Provost for Faculty Advocacy include - but, are not limited to - academic freedom, shared governance, transparency, workload, obstacles to research, department/college/campus climate, concerns regarding faculty recognition, along with fair and equitable treatment/evaluation.

Learn more about the Associate Provost for Faculty Advocacy.

Established by University Rule 12.01.99.M1, the Academic Freedom Council is the advisory body with primary responsibilities for evaluating academic freedom related issues within the university and advising university leadership on academic freedom related issues.

Learn more about the Academic Freedom Council.

Mediation is a voluntary, confidential process, and it does not limit or preclude the pursuit of any other action related to an issue, including the filing of a formal grievance. The Faculty Mediation & Neutrality Network can support mediation services for faculty. External mediators can also be consulted, but will require payment from the unit(s) and/or individual(s) involved.

Faculty who believe they have been the subject of discrimination and/or harassment on the basis of race, color, sex, gender identity, age, religion, disability, national origin, sexual orientation, genetic information, veteran status, or any other characteristic protected by federal, state, or local law, should contact the Office of Civil Rights and Title IX (CR/T9) at (979) 458-8407 or civilrights@tamu.edu.

Reminder: Faculty are mandated reporters of civil rights issues and violations.

Students, staff, faculty and/or individuals from outside of the university can submit complaints regarding Texas A&M faculty and faculty administrators here.

Faculty complaints pertaining to conditions of work, hours or salary resulting from a decision issued by a department head, college/school Dean, or Provost.

Faculty appeals to the University Grievance Committee - with respect to disciplinary sanctions of faculty members also qualify.

Faculty members who believe they have any such cause to grieve should follow the processes for addressing these types of grievances as covered in Standard Administrative Procedure 12.99.99.M0.01 - Grievance and Appeal Process for Faculty Members.

• Faculty who believe they have cause for a work-related grievance are encouraged to make an appointment to speak with the Faculty Ombuds Officer and/or Associate Provost for Faculty Advocacy. These offices coordinate mediation services and provides a consultation about issues.
• If a grievance cannot be resolved at the college/school level, a faculty member can appeal to the University Grievance Committee 
• If a faculty member decides to appeal a dismissal or appointment non-renewal decision, they can appeal to the Committee on Academic Freedom, Responsibility and Tenure (Learn More in the Following Sections)
• Faculty who believe they have been the subject of discrimination and/or harassment on the basis of race, color, sex, gender identity, age, religion, disability, national origin, sexual orientation, genetic information, veteran status, or any other characteristic protected by federal, state, or local law, should contact the Office of Civil Rights and Title IX (CR/T9)

The UGC is responsible for hearing appeals on decisions regarding:

• Faculty Complaints
• Disciplinary Actions

Faculty Complaints and Disciplinary Actions

If a complaint cannot be resolved informally:

• The matter must be formally appealed to the Vice Provost for Faculty Affairs, petitioning the UGC for redress
• The UGC will consider the appeal
• Appeals concerning decisions made by a Dean or the Vice Provost will be heard by the UGC Hearing Committee within thirty (30) business days
• At the conclusion of the hearing, the UGC will make a recommendation to the Vice Provost for Faculty Affairs or designee finding:
  • the appeal lacks sufficient merit for UGC consideration
  • affirmation of the Dean or Vice Provost's decision, or
  • that the Dean or Vice Provost's decision be remanded due to procedural error

The UGC Hearing Committee will:

• Schedule a hearing
• Collect written briefs
• Complete a hearing report
• Present explicit findings and recommendations

As outlined in SAP 12.01.99.M1, the Committee on Academic Freedom, Responsibility and Tenure (CAFRT) is the hearing body for faculty appeals made to the President of Texas A&M University; a total of forty (40) elected faculty members.

CAFRT Hearing Guidelines

CAFRT is responsible for hearing appeals on decisions regarding:

• The dismissal of any faculty member for cause
• Non-renewal of a tenure-track faculty member's appointments, whether the non-renewal is a result of a decision to not grant tenure or not
• Non-tenure track faculty in cases of a dismissal for cause or non-reappointment based on violations of academic freedom

When a faculty member decides to appeal a decision:

• The faculty member will meet with the Preliminary Screening Committee to present their allegations and supporting statements
• The Preliminary Screening Committee forwards their meeting findings to the CAFRT chair, the President and affected faculty member within five (5) business days of the preliminary meeting
• The CAFRT will assign a Hearing Committee and the President (or designee) will assign the person who will serve as Texas A&M's representative at the hearing
• The CAFRT will set a time for the hearing - that will allow the faculty member reasonable time to prepare - and notify the faculty member, University representative, and the Office of General Counsel of the time and place
  • the faculty member and University representatives will exchange witness lists and general nature of witness testimony
• Within the hearing proceedings:
  • the parties can present brief opening arguments to the committee, beginning with the party
    having the burden of proof
  • the other party will have the opportunity to cross-examine each witness after their testimony before having the opportunity to present its case, with the first party having the
    opportunity to cross examine each witness after their testimony
  • the parties will present brief closing arguments, beginning with the party having the
    burden of proof
  • In cases other than those involving summary dismissal, administrative leave of the faculty member during these proceedings is justified only if the welfare of the faculty member or that of students, colleagues, or other institutional employees is threatened by their continuance or if the continued presence of the faculty member would materially and substantially disrupt
    the regular operations of the institution. Any such leave shall be with pay and with appropriate provisions for useful duties whenever possible.
• The CAFRT Hearing Committee will convey hearing findings and recommendations in writing to the President, Vice Provost of Faculty Affairs, and the faculty member
  • If the CAFRT Hearing Committee recommends that good cause for dismissal does not exist, or that the rights of the faculty member were violated by the non-reappointment:
    • The President will decide whether to accept that recommendation
      • If the President accepts the recommendation, the faculty member shall be reinstated and the appeal terminated.
      • If the President does not accept the recommendation, the President’s determination that the faculty member be non-reappointed (in the case of non-reappointments) or dismissed (in the case of dismissals for cause) will be final.
  • If the CAFRT Hearing Committee determines that the rights of a non-tenured faculty member were not violated, and therefore recommends for the non-renewal of the appointment to stand:
    • The President will decide whether to accept that recommendation
      • If the President accepts the recommendation, the decision to not reappoint will be affirmed
      • If the President does not accept the committee’s recommendation, the faculty
        member will be reinstated and the President's decision will be final.
  • If the tenured faculty member's appointment (or the non-tenured faculty member’s appointment prior to its expiration) is proposed to be terminated by the President:
    • The President shall transmit the full report of the Hearing Committee, the record of the hearing, and their recommendation to the Chancellor of the System for their review and final determination.