c. Matters Outside the Scope of This Policy
This policy is intentionally narrow in scope. Faculty concerns that relate to evaluation, performance management, compensation, reappointment, promotion, or routine academic decision-making are not addressed through this process and are instead managed through established academic leadership structures.
Faculty performance is guided through academic processes that emphasize professional standards, supervisory oversight, and collegial development. These processes are distinct from employee corrective action models used in other workforce settings. While consultation with Human Resources may be appropriate and is encouraged, Mass General Brigham corrective action or progressive discipline processes do not apply to University regular faculty appointments. Where health system policies impose specific legal or regulatory requirements, those requirements will be addressed through the appropriate University or Mass General Brigham process.
Concerns involving discrimination, harassment, retaliation, sexual misconduct, or disability-related matters are governed by federal and Massachusetts law and must be addressed through appropriate Employee/Labor Relations, Human Resources, or Mass General Brigham system processes. For faculty and staff matters, the University coordinates with Mass General Brigham’s centralized functions, as the University’s Title IX office is limited to student matters.
Matters involving workplace misconduct, safety, or professionalism are similarly addressed through Human Resources or system-level processes.
This policy also does not apply to student grievances, intellectual property disputes, University-wide policy decisions, or matters assigned to other formal processes.
The Provost or designee retains authority to determine whether a matter falls within scope and may redirect concerns accordingly.