Resources

Clinical Education Resources

Appendix A: Student Code of Responsibilities & Rights
Appendix B: MWU Policy on Harassment/Hostile Working Environment
Appendix C: Clinical Education Site Support Documents

Appendix A: Code of Responsibilities and Rights of the Students of Midwestern University

The primary purpose of the educational activities of Midwestern University is the education of osteopathic physicians, pharmacists, and health science professionals. The University is a community of faculty, administration, and students. Each group exercises its own rights and responsibilities in furthering the total educational process of the University.

The following code enumerates the rights and responsibilities of the student segment of the Midwestern University community. It is written in the belief that student knowledge of the student role in this educational process will promote more effective student achievement.

This code and the accompanying bylaws are thus set forth to describe the general policies relating to student life and organizations at Midwestern University. These general policies are subject to the bylaws and faculty policies of Midwestern University.

Section One: Title

This code is entitled The Code of Responsibilities and Rights of the Students of Midwestern University. It is approved and authorized by the Board of Trustees of Midwestern University.

Section Two: Definition and Basic Concepts

The Code of Responsibilities and Rights of the Students of Midwestern University is a part of each student's educational commitment. The following definitions of terms are made for clarification.

The "University" refers to Midwestern University. The term includes the physical plant, the total educational program, students, faculty, employees, officers, and trustees.
A "student" is anyone who has matriculated at the University and has commenced classes. The term does not include an individual who has applied for admission to but has not enrolled in classes at the University, nor does it include alumni status.
The "faculty" constitutes those individuals appointed to the faculty by the President of the University.
A "student organization" is any group of students given recognition by the appropriate Student Senate and/or an individual college Student Council/Student Government Association and the administration.
Each "Student Senate" is a separate and independent student governance structure on each campus that oversees campus wide student clubs and/or organizations.
"Student Services" includes areas of student interest and involvement through which their academic, social, and professional goals can be achieved.
"University services" are the academic, business, administrative, professional, and public relations activities of the University. Included in this definition are activities carried out under the University's auspices such as a clerkship/preceptorship at another institution.
"University programs" are those educational programs established by Midwestern University for medical, pharmacy, and allied health education.
"Academic freedom" is the right of faculty and students to freely study, discuss, investigate, and function within the educational process.
"Requirements of the University" are those prerequisites for receipt of the degree of Doctor of Osteopathic Medicine, Doctor of Pharmacy, Doctor of Physical Therapy, Doctor of Podiatric Medicine, Psy.D. in Clinical Psychology, Master of Science, Master of Arts, Master in Health Professionals Education, or the Bachelor of Science that are delineated in the University catalog and in official pronouncements of the Board of Trustees, faculty, and administration. Such requirements may change as the need arises to ensure acceptability and respectability of the various degrees offered by the University.
A student is in "good academic standing" if he/she is meeting all of the stated academic requirements for their respective college.
A status of "academic probation" represents notice that continued inadequate academic performance might result in suspension or dismissal. Students who are on academic probation are also ineligible to run for or hold student organizational offices, unless approved by the Dean of Students and their respective college dean through an appropriate formal written appeal process (see Student Elections section under the Policies category of the Student Handbook). All students need to be fully aware of their individual college's academic policies regarding classifications of academic standing.
"Professional standing" refers to a student's professional behavior, conduct, and deportment. A student is in "good professional standing" if he/she is meeting all of the stated professional requirements for their respective college and the University.
A status of "disciplinary probation" represents notice that continued inadequate professional performance might result in suspension or dismissal. Students who are on disciplinary probation are also ineligible to run for or hold student organization offices (see Appendix 2, Section 4), unless approved by the Dean of Students and their respective college dean through an appropriate formal written appeal process (see Student Election section under the Policies category of the Student Handbook).
"Academic Warning" is a status that is used by some of the colleges as a formal notification to a student that he/she is performing at a substandard academic level and cautions the student that continued performance at this level may result in the student being placed on academic probation. Students on "academic warning" are also ineligible to run for or hold student organizational offices, unless approved by the Dean of Students and their respective college dean through an appropriate formal written appeal process (see Student Elections section under the Policies category of the Student Handbook).
"Disciplinary Warning" is a status that is used by some of the colleges as a formal notification to a student that his/her professional behavior, conduct, and/or deportment is inappropriate and cautions the student that continued performance at this level may result in the student being placed on disciplinary probation. Students on "disciplinary warning" are also ineligible to run for or hold student organizational offices, unless approved by the Dean of Students and their respective college dean through an appropriate formal written appeal process (see Student Elections section under the Policies category of the Student Handbook).
A "Student Academic and Professional Incident Report Form" is used to formally document potential or minor violations of professional or academic misconduct. The documented form does not affect a student's "Good Standing", but does put him/her on notice that further academic or professional misconduct will lead to disciplinary actions, including academic/professional warnings or probations.

Section Three: Students' Academic and Professional Responsibilities

To achieve and maintain a high standard of academic, professional, and social conduct considering individual aptitude and abilities.
To recognize the value and necessity for self education as a vital adjunct to the University's formal educational program and to work diligently to educate themselves to be competent professionals who can live up to the standards set by the chosen professional fields.
To be familiar with the Code of Responsibilities and Rights and its bylaws (Appendix 2).
To meet the requirements of the University's degree programs.
To work toward better public relations with the general public on behalf of the osteopathic, pharmacy, and health science professions and the University.
To help promote excellence in education, patient-oriented health care, and community services as provided by the University.
To exhibit personally the highest ethical and professional behavior and to work with others to promote similar behavior among fellow students, faculty, administration, and alumni (Appendix 2, Section 4.A).
To serve on any University committees to which appointed with the understanding that such appointment requires accurate representation of the opinions of the entire student body to the committee.
To maintain good academic and professional standing while holding elected positions in a class, college, or organization. Those not in good academic or professional standing or on a leave of absence longer than one month, must relinquish their positions until they regain such standing.
It is recognized that every MWU student has the responsibility to behave in a manner that does not violate the rights and freedoms of others.
All MWU students enrolled in classes on the Downers Grove campus are subject to the laws of the State of Illinois and ordinances of the Village of Downers Grove. All MWU students enrolled in classes on the Glendale campus are subject to the laws of the State of Arizona and the ordinances of the City of Glendale. In addition, all students have the responsibility to comply with all rules and regulations of the University.

Section Four: Students' Rights Every student shall have the following rights:

To pursue to completion the students' chosen degree program, contingent upon satisfactory completion of requirements of the college. Commensurate with the students' pursuit of their degree program shall be the following rights.
1. To be informed of academic progress.
2. To be notified of individual departmental course requirements as well as requirements for the chosen degree program. Each student is entitled to a statement of goals and objectives, evaluation techniques, and schedules for each course, clinic, and clerkship/preceptorship.
3. To be informed by the University of any and all its regulations and policies affecting student status. Any change in existing policy or institution of new policy shall be implemented only after publication. Such publication shall be so calculated to give students time to react and comply.
To examine, seek corrections of, or prevent disclosure of personally identifiable information that is more fully set forth in the Guidelines for Access to and Disclosure of Educational Records Maintained by Midwestern University, adopted by the University pursuant to the Family Education Right to Privacy Act of 1974.
To exercise academic freedom as defined in paragraph I, Section One of this Appendix.
To be able to access this Code through the University Intranet site. It is the student's responsibility to monitor changes in the Code on a regular basis.
To seek membership in any recognized student organization for which applicant meets membership criteria.
To petition the appropriate Student Senate or individual college Student Council/Student Government Association for recognition of any student group that: (1) furthers the goal of the institution (ie, medical education, community health care, pharmacy education, allied health education, or research), and (2) meets the requirements for recognition as a student organization established by the appropriate Student Senate or the individual college Student Council/Student Government Association and the University faculty and administration. Recognized organizations shall have the right to meet in University facilities subject to University space constraints and scheduling. Requests for utilization of University space must be reasonable and cannot interfere with the primary educational goals of the University.
To be represented in the determination of University or college policy as it directly affects a student's educational endeavor. There shall be student representation to the extent of one voting member on the following college standing committees: Admissions Committee, Curriculum Committee, Bioethics Committee, Library Committee, and the various class Liaison Committees. Students may serve on ad hoc and other college or program committees, such as the Self-Study Committee, or such committees as may be deemed appropriate.

Student appointment to the standing committees shall be made from nominees submitted from student elections to the chair of the standing committee.

Appointment of students as student representatives to any committee or group other than the above-named standing committees shall be made by such methods as the involved group may deem appropriate. However, in so doing it is college policy that the availability of all such appointments be made known to the student body so that any student may indicate an interest in being considered for appointment. All students indicating an interest in appointment shall be considered by the group seeking to include ad hoc student representation.

Students are typically appointed for a 1-year term. Substitutes for student committee members may not be sent without prior approval of the committee chair involved. At any time that a committee deems appropriate, it may ask additional students to serve as resource people.
To petition for relief of grievances as enumerated in Section Three of the Student Bylaws, Appendix 2.
To be fairly and justly treated with the fundamental right to be heard when charged with any academic, social, personal, or professional misconduct (see Appendix 2, Section 4).
To appoint representatives to the University Student Senate and to elect representatives to the individual college Student Council/Student Government Associations.

Section Five: Sanctions

A student who is found to have engaged in improper conduct as defined in Appendix 2, Section Four of the accompanying Bylaws and Regulations shall be subject to disciplinary action by their respective Dean and the University. Disciplinary actions may include, but are not limited to: verbal or written reprimand, monetary fines or restitution of funds, academic or disciplinary warning/probation, dismissal from an elected or appointed office, termination of housing contract, temporary suspension, or permanent dismissal.

Section Six: Amendment of This Code

Amendment of this code may be made either by the University Board of Trustees or by the Administrative Team. The Board of Trustees by virtue of its charter-granting power may amend this code by any appropriate legal method. To be adopted, such an amendment must be:

approved by the Administrative Team; or
approved by the University Board of Trustees.

Appendix B: MWU Policy on Harassment/Hostile Working Environment

Purpose Midwestern University believes in the dignity and worth of its students, faculty, staff, interns, and residents and will not tolerate unacceptable conduct or behavior that has the effect of substantially interfering with the individual's performance or creates an intimidating, hostile, or offensive learning/working environment. Members of the MWU community have a right to be free from harassment. This policy/procedure establishes a protocol whereby those who believe they have been harassed may obtain redress promptly and equitably through formal and informal procedures of the University.

Policy It is the policy of MWU to provide an environment that is free from harassment because such conduct seriously undermines the atmosphere of trust and respect that is essential to a healthy work and academic environment. The conduct prohibited by this policy includes all unwelcome conduct (whether verbal, physical, visual or written) based on an individual's protected status, such as gender, color, race, ancestry, religion, national origin, age, physical or mental disability, marital status, veteran status, citizenship status, sexual orientation, or other protected group status as defined by law. Among the types of conduct prohibited by this policy are teasing, jokes, slurs, epithets, and negative stereotyping based on another person's protected status. Even where the conduct is not sufficiently severe or pervasive to rise to the level of a legal violation, MWU discourages any such conduct in the workplace and/or any of our related educational settings and reserves the right to take remedial action for all conduct it deems inappropriate.

This policy applies to all members of the University community, each of whom is encouraged to report promptly complaints about harassment. Anyone found to be in violation of this harassment policy shall be subject to disciplinary action, which may include, but is not limited to, disciplinary warning, disciplinary probation, suspension, or dismissal.

No action shall be taken against anyone who submits a complaint that he or she believes to be valid-regardless of the outcome of the investigation; however, any person found to be intentionally dishonest in making the allegations or to have made them maliciously is subject to University discipline.

Scope

This policy applies to the students of MWU.

Sexual Harassment

Definition
Sexual harassment may involve the behavior of a person of either sex against a person of the opposite or same sex, and occurs when such behavior constitutes unwelcome sexual advances, unwelcome requests for sexual favors, and other unwelcome verbal or physical behavior of a sexual nature where:

Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's education or employment;
Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting the individual's welfare; or
Such conduct has the purpose or effect of substantially interfering with an individual's welfare, academic or work performance, or creates an intimidating, hostile, offensive, or demeaning education or work environment.

A third party may also file a complaint under this policy if the sexual conduct of others in the educational or work environment has the purpose or effect of substantially interfering with the third party's welfare, academic or work performance.

Examples of Sexual Harassment

Sexual harassment is understood to include a wide range of behaviors, from the actual coercing of sexual relations to the unwelcome emphasizing of sexual identity. This definition will be interpreted and applied consistent with accepted standards of mature behavior, academic freedom, and freedom of expression. Examples of the kinds of conduct that may constitute sexual harassment include, but are not limited to:

Unwelcome sexual propositions, invitations, solicitations, and flirtations;
Threats or insinuations that a person's employment, wages, academic grade, promotional opportunities, classroom or work assignments, or other conditions of employment or academic life may be adversely affected by not submitting to sexual advances;
Unwelcome verbal expressions of a sexual nature, including graphic sexual commentaries about a person's body, dress, appearance, or sexual activities; the unwelcome use of sexually degrading language, jokes, or innuendoes; unwelcome suggestive or insulting sounds or whistles; and obscene telephone calls;
The display of sexually suggestive objects in work or study areas that may embarrass or offend individuals. Such material, if used in an educational setting, should be related to educational purposes;
Unwelcome and inappropriate touching, patting, or pinching; and obscene gestures.

Procedures for Reporting Harassment

If an MWU student believes that he or she is being subjected to harassment as defined above, he or she is encouraged to immediately contact the Dean of Students.

Informal Resolution
Any member of the MWU community may seek advice, information, or counseling on matters related to harassment without having to lodge a formal complaint. Persons who feel they are being harassed, or are uncertain as to whether what they are experiencing is harassment, are encouraged to talk to the Dean of Students.

The complaining party (the "complainant"), will be counseled as to the options available under this policy. At the complainant's request, steps will be taken to resolve the complaint informally. The aim of the informal resolution process is to ensure that the alleged offending behavior ceases and that the matter is resolved promptly. No disciplinary action is taken in resolving informal complaints.

The name of the complainant will be held in confidence during the informal resolution process, unless and until the complainant agrees that additional people must be informed in order to facilitate a solution. The accused offender will generally not be contacted without the permission of a complainant; however, the Dean of Students will have the discretion to determine when the situation warrants notification of an alleged offender. If deemed advisable, constructive, confidential informal discussion to increase awareness will be undertaken with the person alleged to have violated this harassment policy.

Formal Complaint Resolution
Complaints will be addressed formally at any time at the option of the complainant. A formal complaint may also be initiated because of the severity of the factual allegations made by the complainant or because of the frequency of allegations against the alleged offender. Prior to any formal action, the complaint must be reduced to writing, identifying both the complainant and the alleged offender.
1. After a complaint has been reduced to writing, an investigation of the alleged harassment will be initiated by the Dean of Students, if possible, within 3 working days.
2. The investigation will include, at a minimum, an interview with the complainant. The alleged offender will be interviewed if it is determined that the allegations, if true, would constitute a violation of this policy. The alleged offender will then be informed of the nature of the allegations, the identity of the complainant, the facts surrounding the allegations, and will be afforded a full opportunity to respond to the allegations. Any other person who may have information regarding the alleged harassment may also be interviewed.
3. Notes and documentation of all interviews relating to the investigation will be maintained. All matters related to the investigation shall remain confidential to the extent legally possible and provided it does not interfere with MWU's ability to investigate or take corrective action.
4. The Dean of Students will report his or her findings to the college dean/department or division head/program director of the alleged offender for disposition within 10 working days of the receipt of the written complaint.
5. The report shall include the allegation, the investigative process, the persuasiveness of the evidence, and the credibility of the witnesses. The report shall also arrive at one of the following 3 findings based upon the standard of what a reasonable person would conclude:
  1. Harassment has occurred;
  2. Harassment did not occur; or
  3. There is inconclusive evidence as to whether harassment occurred.
6. The Dean of Students will report his or her findings to the college dean/department or division head/program director of the alleged offender for disposition within 10 working days of the receipt of the written compliant.
7. Upon review, the college dean/department or division head/program director responsible for receiving the report will recommend or take appropriate disciplinary action, if applicable.
8. Notification of the findings and disposition as recommended by the college dean/department or division head/program director shall be provided, confidentially, in writing, to both the complainant and the alleged offender.
9. The complainant or the alleged offender may appeal the decision of the college dean/department or division head/program director or Dean of Students.

Appeal by a Faculty Member

A faculty member's request for appeal must be submitted in writing to the President within 14 calendar days of the date of notification of findings.
The report of the findings of the investigation along with the recommendation of the dean/department head/Director of Human Resources will be provided.
Following the review of the matter, the President shall render a decision regarding the appeal in writing to the parties. If a faculty member is subject to a recommendation for discharge or to a lesser disciplinary action for violation of the sexual harassment policy, the faculty member may request a formal hearing pursuant to the hearing procedure provided for in the then-current Faculty Handbook. Appeals from the decision of the Faculty Appeal Committee shall likewise be governed by the terms of the then-current Faculty Handbook.

Appeal by a Staff Member

A Staff member's request for appeal must be submitted in writing to the Director of Human Resources within 14 calendar days of the date of notification of findings.
The appeal shall proceed according to procedures for grievances provided for in the then-current Policies and Procedure Manual.

Appeal by a Student

A student's request for appeal must be submitted in writing to the President within 14 calendar days of the date of notification of findings.
The appeal shall proceed according to the procedures stated in Appendix 2, Section 4 of this handbook.

Protection Against Retaliation

MWU shall not in any way retaliate against any individual who informally or formally complains of harassment. Retaliation is a serious violation of this harassment policy. Any person found to have retaliated against another individual for reporting harassment will be subject to disciplinary action up to and including discharge.

Appendix C: Clinical Education Resources

American Physical Therapy Association. A Normative Model of Physical Therapist Professional Education: Version 2004. Alexandria, VA. 2004.

American Physical Therapy Association. Guidelines and Self-Assessment for Clinical Education. Alexandria, VA. 2004.

American Physical Therapy Association. Guide to Physical Therapist Practice - Second Edition. (January 2001, Revised 2003).

American Physical Therapy Association. Physical Therapist Clinical Performance Instrument. Alexandria, VA. 1998.

American Physical Therapy Association. Reference Manual for Center Coordinators of Clinical Education. Alexandria, VA. 2004.

Commission on Accreditation in Physical Therapy Education. Evaluative Criteria for Accreditation of Education Programs for the Preparation of Physical Therapists. (Adopted October 26, 2004 and effective January 1, 2006; Revised 10/05).

Midwestern University Catalog, Downers Grove, IL

Midwestern University Student Handbook