bhsmte
Newbie
My experience is with the corporate side of things, not with the university environment, but in regards to following entity policies and how they impact an employee, there is virtually no difference, because both include employment law.
In regards to a "faculty handbook", I would imagine you are talking about the equivalent of what an employer would call a "employee handbook", which would include the policy's of the company and or university etc. etc..
I will say again, private institutions, have no obligation, to make their policies public, but may or may not care if an employee shares the contents of the employee handbook. Some companies, consider the contents of the same confidential information and will have you sign a document agreeing not to share the information. Other times, they will have you sign a document, that simply states you agree to follow the policies in the employee handbook.
In this particular case, dealing with a university professor, in a private religious institution, I would almost guarantee, the professor signed a document that is indeed confidential and is a document that ties the professor to the institutions policies, theology and statement of faith and it basically shows the professor has agreed to abide by the same. This document may also, lay out more specific parameters, that define what is allowed and what is not allowed behavior by the professor. Since many legal cases of employee/employer disputes can be cleared up much easier when specific language is agreed to by the employee, a institution with the strong religious bend of a Wheaton College, more than likely has language that addresses this issue, that is more specific than the statement of faith, found on the website.
Lastly, and I repeat, if there is a legal dispute in this case, the employee agreement that the professor signed, is all that will really matter, in determining who may be right or who may be wrong, if indeed Wheaton College fires this professor.
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