If the chief administrative officer determines that the allegations are supported by evidence that constitutes good cause for termination, the chief administrative officer will meet with the faculty member, explain the allegations and supporting evidence, and give the faculty member a reasonable amount of time, as determined by the chief administrative officer, to respond either orally or in writing. In cases of incompetency or gross immorality, where the facts are admitted, or in the case of a felony conviction, the hearing procedures of Subdivision 6.33 shall not apply and dismissal by the chief administrative officer will follow. In cases where other offenses are charged, and in all cases where the facts are in dispute, the accused faculty member will be informed in writing of the charges. The accused faculty member may be suspended with pay pending the completion of the hearing and final decision of the Board, if, after consultation with the Committee of Counsel on Academic Freedom and Responsibility concerning the propriety, the length, and other conditions of the suspension, the chief administrative officer determines that the nature of the charges and the evidence are such that it is in the best interest of the institution. Authority in such cases should be exercised cautiously and with due safeguards and advice.
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