All AAUP Policies & Reports

This 1989 report regards the administration of the Southeastern Baptist Theological Seminary's elimination of the appropriate faculty role in making new appointments and has placed academic freedom in peril at the institution by restricting further faculty appointments to those holding a particular and narrowly construed ideological stance.

This 1950 statement, last revised in 1988, concerns good practices for faculty retirement policies and insurance plans. It emphasizes that plans should increase educational effectiveness by attracting the best individuals and to sustain their morale and permit them to devote their energies to the profession.

This 1988 statement argues that collective bargaining should not replace, but rather should ensure, effective traditional forms of shared governance through improved communication and problem solving.

1988 Report dealing with the denial of due process and lack of protections of academic freedom at Hillsdale College. The investigating committee concluded that the administration, in declining to provide the faculty member with a statement of the reasons for not reappointing him and in failing to afford opportunity for review by a faculty body of his allegation relating to academic freedom, denied him basic procedural safeguards.

This 1987 report recommends that colleges and universities “consider creating a class of regular part-time faculty members, consisting of individuals who, as their professional career, share the teaching, research, and administrative duties customary for faculty at their institution, but who for whatever reason do so less than full time.”

This 1987 report concerns the action taken by the administration of Husson College (now University) to terminate the services of a professor in his sixth year of full-time service. The professor had clashed repeatedly with the president over issues of academic and administrative policy and alleged that considerations violative of his academic freedom had contributed significantly to the administration's decision.

This 1987 report describes actions by the administration of the Catholic University of Puerto Rico to suspend and then to dismiss a tenured professor, without any severance salary, once it was informed that she had remarried in a civil ceremony after a previous Catholic marriage had ended, thirteen years earlier, in civil divorce.

This 1986 report reviews and analyzes the growing use of non-tenured positions, the stated reasons for the use of these positions, and the adverse effects of these appointments. It concludes that the abuse of these appointments should be stopped for the sake of higher education, of academic freedom, and of the professional security of coming generations.

This 1986 report deals with actions taken by the administration of Talladega College in late May 1985 to terminate the services of three professors without affording them the protections of due process. The administration's actions in these cases, coupled with revised institutional regulations that restrict faculty prerogatives and remove safeguards of academic due process, have left academic freedom in jeopardy.

This 1983 report reaffirms the Association’s support for affirmative action, and recommends ways to implement it to ensure its effectiveness and consonance with AAUP principles. It concludes with an urge for a greater commitment to the basic principles of affirmative action, and to the implementation and monitoring of affirmative-action plans, so as to approach real equality of opportunity.

This 1983 report concerns the administration of American International College's dismissal of a faculty member after thirteen years of service without setting forth specific cause for its action and without offering him a hearing and other safeguards of academic due process.

This 1981 revision of a 1974 statement expands on the expectation that faculty members will have a significant role in the selection of academic administrators, including the president, academic deans, department heads, and chairs. As a corollary, it is equally important that faculty members contribute significantly to judgments and decisions regarding the retention or nonretention of the administrators whom they have helped select.