Opinion ID: 488009
Heading Depth: 2
Heading Rank: 1

Heading: introduction

Text: 19 It is well established that, under District of Columbia law, an employee handbook such as the Howard University Faculty Handbook defines the rights and obligations of the employee and the employer, and is a contract enforceable by the courts. See Greene v. Howard Univ., 412 F.2d 1128, 1132 (D.C. Cir.1969); Howard Univ. v. Best, 484 A.2d 958, 970 (D.C.1984). Our analysis of this case must, therefore, begin with an examination of the Faculty Handbook. The Faculty Handbook provides that, subject to provisions in Section VI [specifying dismissal procedures], an appointment with indefinite tenure is terminable by the University only for cause or on account of extraordinary financial emergencies. 3 Among the enumerated causes is [n]eglect of professional responsibilities. 4 The parties agree that Dr. McConnell enjoyed an appointment with indefinite tenure and that the sole ground for his dismissal was neglect of professional responsibilities. 5 Thus, the relevant issues are whether Dr. McConnell, by failing to teach four classes, neglected his professional responsibilities, and, assuming that he did, whether the University followed the procedures set forth in the Faculty Handbook.