M - the list of offices - Pennsylvania State University

GRADUATE COUNCIL COMMITTEE ON PROGRAMS AND 

COURSES 

SUBCOMMITTEE ON NEW AND REVISED PROGRAMS AND C 

PROGRAM, OPTION, OR MINOR PROPOSAL FORM 

Submit 1 copy of the proposal form and 25 copies of the supporting 

reverse side of this form to the Curriculum Coordinator, University 

Building. The proposals will be transmitted to the Dean of the 

Graduate School's Subcommittee on New and Revised 

Programs and Courses. For a detailed explanation of the form, 

College The College of the Liberal Art 

Department or Instructional Area Labor Studies and Industrial Relations 

NEW PROGRAM, OPTION OR MINOR 

Designation of Concurr~:~tJ~~c@octor (Dickinson School of Law) and MS in 

- 

Program Human Resources and Employee Relations 

Indicate effective date Semester after approval 

--- ----- 

SUBMITTED BY 

NOTED BY 

Courses 

Appendix H, Page Hi 

APPROVED BY Date ,=jk~~Id &- 

NOTED BY 

RECOMMENDED 

BY 

fl 

Dean of d e Graduate School 

Date &~/b$ 

7

Proposal for a Program Change: 

Joint Degree Juris Doctor (Dickinson School of Law) and Master of Science in 

Human Resources and Employment Relations (HRER) 

A. Objectives of the Program 

The program will provide students with the opportunity to pursue both a law 

degree and a master's degree in the related field of Human Resources and Employment 

Relations. This combination of degrees will prepare students for specialized law practice 

in the field of labor and employment law. It will also provide very strong preparation for 

individuals interested in pursuing careers as industrial relation and human resource 

practitioners. 

B. List of New Courses 

No new courses will be established by DSL or HRER as part of this proposal. 

C. Program Description 

Joint Degree JD and MS in HRER (Human Resources and Employment Relations) 

Administrative Contacts: 

Department Head, Labor Studies and Employment Relations (currently, Paul F. Clark) 

and 

The Associate Dean for Academic AfSairs (University Park), The Dickinson School of 

Law (currently, Victor C. Romero). 

Program Description: 

The joint degree J.D. and MS in HRER is a course of study designed for 

outstanding students interested in earning a law degree and a MS in Human Resources 

and Employment Relations. Students can apply to this program after successfully 

completing one semester of law school. They are eligible to begin taking courses in the 

HRER program after successfully completing two semesters of law school work. The 

program will provide students with the opportunity to pursue both a law degree and a 

master's degree in the related field of Human Resources and Employment Relations. This 

combination of degrees would prepare students for specialized law practice in the field of 

labor and employment law. It will also provide very strong preparation for individuals 

interested in pursuing careers as industrial relation and human resource practitioners. 

In addition to completing all of the requirements for the JD degree, students will 

be required to earn 37 credits in the MS in HRER graduate program. However, 12 credits 

from the School of Law in courses related to employment and labor law can be counted 

towards the MS degree, and 12 credits from the HRER graduate program can be counted 

toward the J.D. degree. Students would also be required to complete either a research 

paper or a thesis. 

Advising:

Upon acceptance to the program, the student will be assigned academic advisors from the 

Dickinson School of Law and the HRER Graduate Program 

Curriculum Requirements: 

JD: The student must complete all of the Dickinson School of Law requirements 

for the J.D. degree. Twelve credits of relevant coursework from the HRER Graduate 

Program can be double counted towards the requirements for the JD degree. The only 

two HRER courses that will not be credited toward the JD degree are HRER 501 (Labor 

& Employment Law) and HRER 5 10 (Introduction to Graduate Studies in Human 

Resources and Employment Relations). 

MS in HRER: The student must complete all requirements for the MS in HRER, 

including 37 credits of approved coursework, 18 of which must be earned in 500 level 

courses, and a research paper or a thesis as specified below. Twelve credits of relevant 

coursework from the law school can be double counted towards the 37 credits required 

for the MS degree. 

1. Prescribed Courses: (22 credits) 

HRER 501(3), HRER 502(3), HRER 504(3), HRER 505(3), HRER 510(1), HRER 

512(3)*, HRER 513(3)**, HRER 516(3) 

*or other statistics course approved in advance by graduate director 

**or other methods course approved in advance by graduate director 

2. Additional Courses: (6 credits) 

Students choosing the Research Paper option must take 6 credits of electives from 500 

level HRER courses or relevant courses from other departments approved on a case by 

case basis by the HRER Graduate Director. Students choosing the Thesis option must 

take 6 thesis credits (HRER 600 or 61 0). 

3. Law School Courses: (12 credits) 

Twelve (12) credits of coursework can be counted toward the 37 total credits for the MS 

degree. Nine to twelve (9-12) credits can be drawn from the list of Labor and 

Employment Law Courses. Three (3) of these credits can be drawn from the list of 

Supporting Courses. 

a. Labor and Employment Law Courses (9-12 credits) 

LABOR 962 Employment Law Survey 1 (3 credits) 

LABOR 963 Employment Law Survey I1 (3 credits) 

LABOR 964 Fair Employment Law (3 credits) 

LABOR 970 Labor Law (3 credits) 

LABOR 971 Labor Practice (2 credits) 

TAX 960 Employee Benefits Law (2 or 3 credits)

. Supporting Courses (up to 3 credits) 

GOVMT 952 Administrative Law (3 credits) 

SKILS 959 Mediation (3 credits) 

SKILS 960 Negotiation (3 credits) 

SKILS 96 1 Conflict Resolution Theory Seminar (2 credits) 

SKILS 962 Arbitration in the United States (3 credits) 

4. Masters Research Paper or a Masters Thesis 

Students must complete either a Masters Research Paper or a Masters Thesis. Students 

choosing the Research Paper option must complete this project under the supervision of 

an LSER faculty member. Students choosing the Thesis option nu st complete the project 

under the supervision of a faculty committee composed of three faculty members, at least 

two of whom must be LSER faculty. Students choosing the Thesis option must also 

complete 6 thesis credits (HRER 600 or 6 10). 

Scheduling Recommendations (HER Program): 

Semester 1-2 

--No HRER courses. Students take normal first-year law student course schedule 

Semester 3-4 

--Students should take HRER 504, 505, and 5 10 (7 credits) 

Semester 5-6 

--Students should take HRER 5 12 and 5 13 (6 credits) 

Semesters 7-8 

--Students take HRER 502 and 5 16. Students choosing the Research Paper option must 

take 6 additional credits of electives and complete the Research Paper. Students choosing 

the Thesis option must take 6 thesis credits (HRER 600 or 61 0) and complete the Thesis. 

D. Admissions Requirements: 

The number of openings in the joint degree JDMS in HRER program will be limited to 

students with an outstanding academic record who have successfully completed two 

semesters at the Dickinson School of Law. Applicants to the joint degree program: 

1. must have been admitted to the Dickinson School of Law. 

2. should have successfully completed two semesters of coursework at the 

Dickinson School of Law with a grade point average of 3.0. 

3. must submit two letters of recommendations from the Dickinson School of Law 

faculty. 

4. must submit a career statement.

I 

Plan of Study: 

Students must present a plan of study in the application process. The plan of study is to be 

determined in consultation with the student's law school advisor and the Director of the HRER 

Graduate Program. 

Tuition Charges: 

Students will be charged the applicable DSL tuition to cover the J.D. program and the 

applicable graduate tuition to cover the HRER degree program. DSL tuition will be paid 

for the semesters in which the student is registered for DSL courses, and graduate tuition 

will be paid for the semesters in which the student is registered for graduate courses. 

Tuition would be paid to the respective in-residence institution. A student may take up to 

one course (3 credit hours) per semester in the school where the student is not in residence 

without any change in tuition, but must pay additional tuition to the non-residential 

program if he or she wishes to take additional coursework. 

E. Objectives and Justification: 

Labor and employment law is a substantial legal sub-field. The increasing complexity of 

employment relations systems, and their integration into employer organizations, demands a 

thorough understanding of the system's parties, processes, and issues by attorneys working in 

labor and employment law. The JDIMS degree program is designed to provide this kind of 

background to legal practitioners in the labor and employment sub-field. Because of the 

complementary coursework available in the School of Law, Dickinson students can complete 

part of their coursework as they simultaneously pursue the MS in HRER. This allows those 

students to complete both degrees in four years. 

Because the admissions standards at Dickinson School of Law and for the HRER graduate 

program are similarly competitive, we believe students admitted to that program will be capable 

of pursuing a course of study that integrates the two programs. The students become the 

beneficiaries of a more challenging curriculun~, and, as has been evidenced with the other joint 

degree programs such as the JD and Master of Business Administration, Public Administration, 

and Master of Science in Environmental Pollution Control. The proposed joint degree JD/MS 

HER complements the portfolio of existing joint degree graduate and JD degrees by adding an 

opportunity for students interested in Human Resources and Employment Relations. As with the 

existing integrated SpanishIHRER (SPHRER) degree, graduates of the joint degree programs are 

likely to be actively recruited because of their unique combination of training. 

The joint degree program strengthens the graduate program by attracting high quality students, 

The academic abilities of these students will maintain the rigor and quality of our existing 

program. The addition of a small cohort (1-2 students per year) of joint degree students will not 

tax the current LSER faculty as course enrollments average 10- 15 students.

Strategic goals of the School of Law and the College of the Liberal Arts. 

Central to both the Dickinson School of Law and College of the Liberal Arts' strategic plan is the 

continued strengthening of the academic programs they offer. Progress in this regard is measured by 

a number of factors including the quality of students a program is able to recruit, its reputation in its 

field, and its ability to place its graduates. The creation of a JDMS in HRER option will make a 

small, but important contribution, in each of these regards. First, by making an additional program 

option available, it will provide another tool for recruiting high quality students. Second, as many of 

the strongest law schools and HRER programs have numerous joint degree programs, it will help 

both units to remain competitive. And third, by producing students with a strong background in two 

complementary fields, it will ensure that graduates of the option will be in high demand. 

F. Accreditation: Not applicable. 

G. Consultation: This program was approved by both the Dickinson School of Law and Department 

of Labor Studies and Employment Relations faculty. No other departments or locations were 

consulted as none are affected by this joint degree program.

Concurrent J.D. and M.S. in I-R+H&EIRER 

(HUMAN RESOURCES AND 

EMPLOYMENT RELATIONS) 

INTEGRATED CHECKSHEET 

(Major Requirements: 37 credits) 

A. REQUIREMENTS: (37 credits) 

[12 of 37 credits can be double counted for J.D. and M.S. degrees] 

1. PRESCRTBED COURSES*: (SEcredits) 

W3RER 502 (3)- 4RHRHRER 504 (3)- HRER 505 (3) 

F- ~LiE!i3510(1)- HRER 5 12 (3)** 

HRER 513 (3)*** H&W?HRER 5 16 (3)- 

*courses may be substituted for prescribed courses at discretion of the Director of Graduate 

Studies 

** or other statistics course approved in advance bv graduate director 

*** or other methods course approved in advance bv graduate director 

2. ADDITIONAL COURSES: (=-credits) 

Electives (6): Students can choose 6 credits from 500 level lKHRHW,R courses or from a list of 

approved 500 level courses from other departments. Students choosing the thesis option must 

complete 6 thesis credits (I-RHKHRER 600 or 6 10). 

3. LAW SCHOOL COURSES: (12 credits) 

a. Labor and Employment Law Courses (9-12 Credits) 

LABOR 960 (3)- 

LABOR 964 (3)- 

LABOR 970 (3)- 

LABOR 971 (3)- 

TAX 960 (2 or 3)- 

b. Supporting Law Courses (up to 3 Credits) 

GOVMT 952 (3)- 

SKILS 959 (3)- 

SKILS 960 (3)- 

SKILS 961 (3)-

SKLLS 962 (3)- 

4. COMPLETION OF RESEARCH PAPER OR THESIS 

Title: 

Advisor: 

5. COMPLETION OF ALL REQUIREMENTS FOR J.D. DEGREE FROM THE 

DICKINSON SCHOOL OF LAW

1 

Graduate Student Handbook 

Department of m L a b o r 

Studies and Employment Relations 

1 Revised 4/a5u860J 

- - 

Table of Contents 

1. STATEMENT OF PURPOSE 

2. ADMISSION POLICY 

3. AUV[SORY COMMITTEES 

4. PROGRAMS OF STUDY 

5. COURSE LOAD 

6. COURSE REOUIREMENTS FOR MASTER'S DEGREE 

7. ABOUT THE EMPHASIS 

8. THESIS OPTION 

o Pro~osals 

o Obicctivcs 

o Final Defensc 

o Distribution of COPIL'S 

9. RESEARCH PAPER OPTION 

10. INTEGRATED UNDERGRADUATE/GRADUATE I'ROGRAM (5 Ycar BS!MS) 

1 I. SPANISH B.S. AND M.S. IN I 

-HUMAN RESOURCES AND EMPLOYMENT RESOURCES DEGliEE 

I PROGRAM (SPMHRER) 

12. CONCURRENT J.D./M.S. IN 

I 

I -HUMAN RESO&S PROGRAM (4 

Ycar J.DJM.S.1 

13. FINANCIAL SUPPORT POI,ICY 

o Assistantships 

o Pavcl Subsidy 

o Thesis Subsidv 

14. STUDENTS IN GOOD STANDLNCI 

15. GUIDELINES FOR FACULTY-STUDENT RELATIONSHIPS 

16. GRADUATE STUDENTS ON DEPARTMENT COMM ITrEES 

17. USE OF DEPARTMENTAL, RESOURCZES 

18. APPEALS PROCEDURE 

19. INTENT TO GRADUATE 

20. A REMINDER 

21. APPENDIX A: ASA CODE OF ETHICS 

071. PREAMBLE 

4 4 ~ THE 

PRACTICE OF SOCIAL SCIENCE 

a. Obicctivity ant1 lntecrritv 

b. Cross-national Rcscarch 

c. Work Outsidc of Acadcmic Settings 

d. Resuect for the Rights of Rescarch Po~ulations 

1 23. I'U BLICATIONS AND REV1 EW PROCESS 

a. %ions of Authorship and AcknowI.edg~iicnt 

. -[Formatted: Bullets and Numbering I 

*. . 1 Formatted: Bulkts and Numberim I

. Subniission for Publication 

c. Participation in Revicw Proccss 

I 34. TEACHING AND SUPERVISION 

a. Ricyhts of Studcnts to Fair Trcatment 

b. Exploiting Students 

I 45. POLICIES AND PIIOCEDIJRES 

22. APPENDIX B: OUTLINE FOR TIiESIS PROPOSAL 

1. STATEMENT OF THE PROBLEM 

2. REVIEW OF THE RELEVANT LITERATURE 

3. FORMATION OF 0B.IECTIVES 

4. DESCRIPTION OF OBJEC'TIVB 

5. DESCRlPTlON OF METHODS 

6. TIME-TABLE FOR ACTIVITIES 

7. UlBLlOCiRAPHY 

8. RLlDGET 

23. STUDENT FORMS 

FORM 1 - SELECTION OF THESIS CHAIR AND COMMITTEE 

FORM 2 - THESIS DEFENSE APPROVAL 

FORM 3 - CHANGE OF COMMITTEE/ADVISER 

FORM 4 - PROGRAM OF STUDY FOR THESIS OPTION 

FORM 5 - PROGRAM OF STUDY FOR RESEARCH PAPER OPTION 

FORM 6 - THESIS PROPOSAL APPROVAL 

FORM 7 - RESEARCH PAPER APPROVAL 

FORM 8 - GRADUATE ASSISTANT SEMESTER EVALUATION 

FORM 9 - SELECTION OF RESEARCH PAPER CHAIR AND COMMITTEE 

FORM 10 - ANNUAL EVALUATION REPORT FOR GRAD STUDENTS 

24. GENERAL GUIDELINES FOR EVALUATION 

-- .- 

Formatted: Bullek and Nurnberlng 

-- -L- 1 

- &atted: Bulbh and Nurnberlng ]

1. STATEMENT OF PURPOSE 

This Handbook formally specifies the requirements and procedures governing the faculty and 

I students in the Graduate Program of the Department of Labor Studies & kt$trjef.ial Emnlovment 

I- 

Relations. On a department level, this Handbook supplements the regulations contained in the 

Graduate Degree Programs Bulletin. All students pursuing an advanced degree in the 44m+k&k 

' 

- 

Labor Studies and Emulovment Relations Department are urged to study this 

document carefully. The responsibility for the satisfactory completion of all advanced degree 

requirements rests with the student. 

1 The Department of -Labor Studies and Em~lovment Relations 

endorses the Code Ethics of the American Sociological Association (See Appendix A). As part of 

their professional socialization, all graduate students should familiarize themselves with its contents. 

I 

I 

2. ADMISSION POLICIES 

Students requesting admittance to the M.S. in S H u m a n 

Reso~~rces and Emvlovment Resources (IRCIRHRER) must meet the following minimum 

requirements in addition to admission standards prescribed by the Graduate School: 

I. A bachelor's degree from an accredited institution 

2. A "B" overall point average (3.0 on a 4 point system) 

3. A 3.00 juniorlsenior grade-point average (on a 4.00 scale) 

4. Successful completion of a minimum of 12 total credits in economics, history, industrial 

relations, political science, psychology, statistics, or sociology 

5. Completed Graduate School on-line application 

6. Nonrefundable $45 Application fee 

The application for admission to the M.S. HWRHRERprogram must include the following materials, 

all of which should be submitted to the L SFRm Graduate Staff Assistant in 133 Willard Bldg.: 

I. Three letters of recommendation, preferably from former professors 

2. Official scores from the Graduate Record Examination (GRE) or the Graduate Management 

Admission Test (GMAT) 

3. St~tdcnts whose first language is not English must takc cithcr thc Test of English as a Foreign 

I-anguage (TOEFL) and achicvc a score of 580 on the papcr-based version. a 237 on the 

coml)utcr-based vcrsion, or a 80 on thc i~ltcrnet vel.siorl OR pakc thc International English 

l2anguagc Tcsting System (IELTS) exam and carn a conipositc score of 6.5. 

4. Letter of Intent 

5. Sample of written work (separate from the letter of intent) 

6. Two Official Transcripts

Additional admissions and program requirements and application information for the Integrated 

UndergraduateIGraduate (IUG) are included in Sectio~~ 10.3, 10.4, and 10.5. 

Supplemental admissions and program requirements and application information for the Spanish B.S. 

I and M.S. in IRURHRER are included in Section 1 1.3 and 1 1.4. 

( Additional information regarding the concurTent JDIMS +MU?HRER degree can be found in Section 

12. 

3. ADVISORY COMMITTEES 

A student's initial adviser will be the Graduate Director. The Graduate Director will serve to acquaint 

new students with various procedures and requirements necessary for successful degree completion 

1 in I H u m a n Resources and Em~lovment Resources, as well 

as to assist in planning specific course selections prior to the appointment of a permanent adviser. 

To meet the Departmental requirement for selection of an advisory committee prior to completing 18 

credits, a student's initial advisory committee may consist of the Graduate Director plus two members 

of the Graduate Committee. But, students must select a permanent advisory committee before the 

completion of 24 credits. Members of the Graduate Committee, who are not asked to serve on a 

student's permanent advisory committee, will voluntarily withdraw themselves from any formal 

advising responsibilities without prejudice. Use of the Graduate Committee, as an advisory body is an 

option of the student. 

Students should have a two-page overview of their intended thesis or research paper topic when 

approaching a faculty member to serve as their advisor. This overview will understandably be vague 

but it should identify the basis issue central to the project and why it is worthy of pursuit. 

Master's thesis committees, inclusive of the permanent adviser, are composed of a minimum of three 

members. No fewer than two of these must be members of the 

1 ReknetRLabor Studies and Emolovment Relations Faculty, o n m l l members 

of the committee must be full-time and tenure-track, holding graduate faculty status. 

Master's research paper committees, inclusive of the permanent adviser, are composed of a minimum 

of two (2) members. The committee chair must be a member of the 

RehhwLabor Studies and Emvlovment Relations Faculty. All members of the committee must be 

full-time and tenure-track, holding graduate faculty status.

After gaining the consent of various faculty members to serve on their committees, students are to 

formally request the appointment of the particular faculty by submitting Form 1- Selection of Thesis 

Chair and Committee or Form 9- Selection of Research Paper Chair and Committee. Students are 

obligated to obtain the signatures of their permanent adviser, other committee members and the 

Graduate Director and to submit the form to the Graduate Staff Assistant. 

Graduate students, of course, may change their permanent adviser or any other member of the 

committee at any time during their course of study. Such changes are granted with approval of all 

faculty members concerned, using Form 3 - Change of CommitteeIAdviser. 

4. PROGRAMS OF STUDY 

A program of study must be filed with the Department by students in consultation with their advisers 

prior to completing 18 credits. Students must declare either the thesis or the research paper option at 

this time (see Form 4-Program of Study for Thesis Option or Form 5- Program of Study for Research 

Paper Option). Please read the note at the bottom of these forms. The completed form must be signed 

by the Graduate Director who will assure that all degree requirements are met in the program of 

study. 

Students may amend their programs of study with the consent of the Graduate Director and their 

advisory committee. Note, however, that it is in the student's interest to obtain permission for changes 

prior to deviating from the Program of Study, to ensure that the changes are acceptable to the 

advisory committee and that the student will still be in compliance with all relevant rules. 

5. COURSE LOAD 

Full-time graduate students may register for 14 credits during any regular academic semester and 9 

credits during any single summer term. Full-time students are expected to take a minimum of 9 

credits during any regular academic semester. Students on assistantship or fellowship must be 

enrolled full-time.

1 

Students, under exceptional circumstances, may be relieved of these requirements. Their request must 

be made in the form of an appeal to the Graduate Committee. Part-time students are relieved from the 

contact-credit requirement. 

Any student who will be away from campus for one or more semesters or who for any reason will not 

be enrolling for one or more semesters should file the appropriate Leave of Absence fonn with the 

Department. To resume coursework, a student must submit a "Resumption of Study Form" to 

Graduate Enrollment Services, 1 14 Kern and to the Department two months before registration. 

6. COURSE REQUIREMENTS FOR MASTER'S DEGREE 

The requirements for the Master's of Science degree in P 

Resources and Emplovment Resources are: 

1. A minimum of thirty-seven (37) credits in courses numbered 400 or above including: 

2. A maximum of 12 credits at the 400 level; 

3. Prescribed Courses: 501 ; 502; 504; 505; jm5 12; 5 1 3; 5 16; 

4. A minimum of 6 credits in an approved emphasis; 

5. Completion of either a Masters Research Paper or a Masters Thesis. 

6. A minimum of 6 thesis credits for the thesis option. 

-Human Resources and Emvlovnient R esources~HRER~ 

IUG students must complete requirements 1-6 above. More detailed information on IUG 

program requirements can be found in Section 10. 

Spanish B.S. and M.S. M HRER students are required to completel-6 above. Additional 

information about S PMHRER requirements can be found in Section 1 1. 

JDIMS M HRER students are required to complete 1-7. Additional information about the 

concurrent JDIMS in HMRHRER program requirements can be found in Section 12. 

7. ABOUT THE EMPHASIS 

An emphasis is an area of study related to a particular aspect or domain of 

-Human Resources and Em~lownent Resources. An emphasis should be designed to 

broaden and deepen a student's instructional experience within the Department. Students select an 

emphasis in consultation with their advisory committee. Recognizing the Department cannot satisfy 

all students' learning objectives; students might want to take courses in other academic departments 

to satisfy their emphasis. However, courses taken outside the Department for an emphasis cannot 

1 substitute for MHRER required credits. No course should be taken outside the Department 

without first securing approval from the Department Head. 

( Formatted: Bullets and Numbering __ 1

8. THESIS OPTION 

I The MHRER thesis option is intended for students anticipating additional graduate or 

professional education beyond the master's degree, seeking to perfect their analytical and empirical 

skills, or wanting to delve more deeply into a professionally substantive problem. It requires 37 

credits, including a minimum of 30 at the 400- and 500-level, and a minimum of six 600-level thesis 

credits. At least six credits must emphasize a particular aspect of employment relationships. A 

student's thesis should reflect the chosen emphasis. 

Proposals 

Proposals are written in consultation with a permanent adviser (see Outline for Thesis Proposal, 

Appendix B). Proposals are reviewed and approved by advisory conlmittees at formal meetings. 

At least seven calendar days prior to a scheduled meeting of a committee, a written proposal must be 

made available to the entire Department and a written notice of the meeting given to all faculty and 

graduate students. Primary responsibility for the notice resides with the adviser, but students share the 

responsibility. 

The meeting must be scheduled during regularly scheduled class days or examination days at the 

University. Once a proposal is successfully defended, it constitutes a binding agreement between the 

student and the committee (see Form 6- Thesis Proposal Approval). Before a proposal can be 

defended, a student must submit a Human Subject Approval form with the appropriate signatures to 

the Institutional Review Board for approval, if the research will involve primary data collection from 

people. 

Objectives 

The master's thesis is intended to be a relatively limited research exercise, focused on a manageable 

empirical topic within a student's chosen emphasis. It does not have to involve some completely new 

contribution to knowledge. It can be a replication of an earlier investigation or an attempt to extend 

an established hypothesis. Nonetheless, the thesis should be focused on a well-defined topic, 

restricted in scope, and carried out with care and rigor. A thesis following these guidelines could 

easily be achieved within fifty pages. 

Final Defense 

A student's adviser and committee shall arrange a suitable time and place for the thesis defense. It 

must be held during regularly scheduled class days or examination days at the University. The 

advisor will circulate a memorandum to all Departmental faculty members and graduate students at

least seven calendar days in advance, inviting them to attend the defense and notifying them that the 

thesis is available for their pemsal. Students share the responsibility for the notification to the 

Department. 

A formal thesis defense includes: a ten to fifteen-minute overview of the research project by the 

student, followed by questions from the advisory committee and other attendees. Upon completion of 

the question and answer session, only the committee will remain in the room to deliberate. 

A thesis defense will be on the thesis and on other topics as deemed appropriate by the committee. 

No more than one dissenting vote from the candidate's committee can be registered for a successful 

defense. Upon completion of the defense, Form 2 -Thesis Defense Approval must be signed by the 

committee and forwarded to the Graduate Staff Assistant. 

While a student may successhlly pass this defense, he or she normally will be requested to revise the 

thesis before it is submitted to the Graduate School with faculty signatures. 

Distribution of Copies 

A student must deliver one unbound original copy of the thesis to the Graduate School. This original 

will be forwarded to the library for distribution. Additional copies are given to the Thesis Advisor 

and to the Department. 

IMPORTANT--Consult the Graduate Degree Programs Bulletin for instructions on required weight 

of paper and other details. 

9. RESEARCH PAPER OPTION 

1 The IRIlffHRER research paper option is intended for students wishing to maximize their course 

exposure and do not plan further post-graduate education. It requires a minimum of 37 credits at the 

400- and 500-level. At least six credits must emphasize a particular aspect of employment 

relationships. A students' research paper, written under the supervision of the Research Paper 

Advisor, should reflect the chosen emphasis. 

The research paper should demonstrate a student's ability to apply analytical and empirical skills to a 

narrowly defined question or policy issue. The research paper should focus on a meaninghl question, 

and the work should be canied out with care and rigor.

I 

A student must submit a Human Subjects Approval form to Institutional Review Board for approval, 

if the research will involve primary data collection from people. 

The research paper should be submitted to the Research Paper Advisor when the student seeks final 

approval. The Research Paper Advisor in turn, will forward it to the Research Paper Committee. 

Once both have read the paper, the Research Paper Advisor is responsible for notifying the Graduate 

Director of the outcome (see Form 7: Research Paper Approval). No dissenting votes can be 

registered for a successful submission. 

10. INTEGRATED UNDERGRADUATEIGRADUATE PROGRAM (5 Year BSIMS) 

The integrated LIR B.S. and HWI?HRER M.S. program is designed to allow academically talented 

baccalaureate students to obtain both the B.S. in WLERand the M.S. in HWRHRER degrees with 

five years of study. 

IUG students must complete a minimum of 36 graduate credits. Twelve graduate-level credits can 

apply to both the undergraduate and graduate degree; six of these must be at the 500 level. Six 400- 

level credits con count toward graduate degree. Students must also complete either a Master's 

Research Paper or a Master's Thesis. Students choosing the Thesis option must complete 6 thesis 

I credits ( WHRER 600) which may not be double counted. Specific curricular requirements are 

included in Section 6 of this Handbook. 

The number of openings in the integrated B.S.1M.S. program will be limited to highly talented 

undergraduates. Requirements for admission include: 

1 1. Applicant must be enrolled in the MB-LERB.S. program. 

2. Applicant must have completed 60 credits of the undergraduate degree program when 

they officially apply for the M.S. (it is strongly suggested that students apply to the 

program prior to completing 100 credits). 

3. Applicant must have a minimum overall GPA of 3.2 (on a 4.0 scale) in undergraduate 

coursework and a minimum GPA of 3.5 in the major. 

The application for admission to the IUG program must include the following materials, all of which 

I should be submitted to the LSMm Graduate Staff Assistant in 133 Willard Bldg.:

1. Three letters of recommendation. (Two letters of recommendation must be from the 

chairs of the Department's undergraduate and graduate committees.) 

2. A writing sample 

3. Two transcripts 

4. A letter of intent outlining the student's reasons for applying to the program 

5. An approved plan of study (the plan of study is to be determined in 

consultation with the student's undergraduate advisor and a representative of the 

graduate committee and be signed by both) 

4. A completed graduate school application 

Please note that applicants to the IUG program are not required to submit GRE, GMAT, or TOEFL 

( scores. IRWRHRER 5 10 is waived for IUG students. 

Students should seek admission prior to the beginning of their 7th semester of study. Applications 

should be submitted to the M HRER Graduate Staff Assistant. For further information on the 

admissions process contact the M HRER Department Head or the Graduate Staff Assistant. 

Upon acceptance to the program, the student will be assigned an academic advisor who is a graduate 

faculty member, and who has agreed to serve as advisor to integrated B.S.1M.S. degree students. 

Along with the advisor, the student will plan the remainder of hislher undergraduate studies to 

complement the proposed graduate plan of study.

10.6 Bulletin Listing 

I Labor Studies and h+4wh+&Ernployrnent 

Relations 

I University Park, College of the Liberal Art.7 (WLERBS) 

PROFESSOR PAUL CLARK, Head 

This major permits students to undertake a study of work and the employment relationship in the 

context of a liberal arts education. A broad foundation of theoretical and professional knowledge is 

provided through a multidisciplinary approach. The B.A. and B.S. degrees draw on the perspectives 

of disciplines such as industrial relations, economics, history, law, sociology, and psychology. This 

focus includes the nature and functions of the institutions involved in the employment relationship. 

The B.S. degree requires more course work in quantification than the B.A. degree. 

( Graduates of labor and ~ m ~ l o v m erelations n t are equipped for employment in business, 

government, and labor organizations as labor relations specialists, personnel and human resource 

specialists, researchers, organizers, consultants, and professionals in mediation and arbitration. The 

degree is also appropriate preparation for graduate study and law school. 

( For the B.S. degree in Labor and ~ Emulovment Relations, a minimum of 123 credits is 

required. 

Scheduling Recommendation by Semester Standing given like (Sem: 1-2) 

GENERAL EDUCATION: 45 credits 

(6-1 0 of these 45 credits are included in the REQUIREMENTS FOR THE MAJOR) 

(See description of General Education in front of Bulletin.) 

FIRST-YEAR SEMINAR: 

(Included in ELECTIVES or GENERAL EDUCATION course selection) 

INTERCULTURAL AND INTERNATIONAL COMPETENCE: 

(Included in ELECTIVES, GENERAL EDUCATION course selection, or REQUIREMENTS FOR 

THE MAJOR) 

WRITING ACROSS THE CURRICULUM: 

(Included in ELECTIVES, GENERAL EDUCATION course selection, or REQUIREMENTS FOR 

THE MAJOR) 

ELECTIVES: 21-26 credits 

REQUIREMENTS FOR THE MAJOR: 62-63 creditsu 

(This includes 6-10 credits of General Education courses: 6 credits of GS course; 0-4 credits of GQ 

courses.) 

COMMON REQUIREMENTS FOR THE MAJOR (ALL OPTIONS): 36-37 credits

PRESCRIBED COURSES (16 credits) 

(Some courses in this category have prerequisites that are not included in the major.) 

1 Mm 100 GS(3), L-Wm 2 1 2(4) (Sern: 3-8) 

ECON 002 GS(3), ECON 3 15 GS(3), PSY 23 1 GS(3) (Sern: 1-8) 

ADDITIONAL COURSES (13 credits) 

(Some courses in this category have prerequisites that are not included in the major.) 

I 6FRM 201 GS(3) or W-Rm 401(3) [law] (Sern: 3-8) 

MS&IS 200(4) or STAT 200 GQ(4) (Sern: 3-8) 

6FRm136 US(3) or WMNST 136 US(3) or 400(3) (diversity) (Sern: 5-8) 

MB 458W(3) or HIST 458W(3) or Mu 414W(3) (analytical writing) (Sern: 5-8) 

SUPPORTING COURSES AND RELATED AREAS (33-34 credits) 

I (M- courses that are used in the Additional Courses category may not be double-counted to 

satisfy this requirement. Some courses in this category have prerequisites that are not included in the 

major.) 

I 

Select 15-21 credits from appropriate 6FRU courses, at least 9 at the 400 level (only 3 credits of 

Mu 495 or 3 credits of 6FRm 496 may be used to satisfy this requirement) (Sern: 5-8) 

Select 12-19 credits in consultation with adviser from the department list, at least 6 at the 400 level, 3 

each from 3 categories: 

--a. ECON 342 GS(3), ECON 370 GS(3), ECON 412(3), ECON 436 US(3), ECON 445(3) (Sern: 5- 

8) 

--b. MGMT 100(3), MGMT 321(3), MGMT 33 1(3), MGMT 341(3), MGMT 424(3) (Sern: 3-8) 

--c. PL SC 45 1(3), PL SC 471 (3), PL SC 473(3), PL SC 474(3) (Sern: 5-8) 

1 --d. PS+Pl+PSYCH 482(3), PSWSTPSYCH 484(3), PS+Wl-PSYCH 485(3) (Sern: 5-8) 

--e. SOC 1 19 GS;US(4), SOC 409 GS;US(3), SOC 444(3), SOC 455(3), SOC 456(3) (Sern: 3-8) 

--f. ACCTG 21 1(4), CAS 352(3), H P A 460(3), HD FS 425(3), HIST 155 GH(3), PHIL(S T S) 

407(3) (Sem: 5-8) 

[I] A student enrolled in this major must receive a grade of C or better, as specified in Senate Policy 

82-44.

A. Integrated MR-=B.S. (Labor and ~ E m p l o ~ m eRelations) n t and IRHRHRER 

M.S. ( S H u m a n Resources and Employment 

Resources) LR4U-kWHRER 

PROFESSOR PAUL F. CLARK, Head 

Program Description: 

The integrated WF&LERB.S. and HWRHRER M.S. is a five-year program designed for 

academically talented baccalaureate students to obtain both the B.S. and the M.S. degrees in MI4 

I - 

LER and IRWRHRER with five years of study. Students will develop expertise in the human 

resources and labor relations field beyond the B.S. degree. The undergraduate curriculum educates 

students about (1) the roles of employers, employees, employee organizations and public policy 

makers play in the employment relationship, (2) the complex personal and organizational issues 

inherent in the employment relationship (3) and how to systematically analyze those complex issues 

and evaluate research relevant to those analyses. The graduate curriculum provides for more 

I individualized, focused learning in a concentrated sub-area of the HWRHRER field. The program 

culminates with an M.S. research paper. Upon completion of the integrated degree, students will 

enter the workforce with advanced knowledge and expertise gained from conducting and analyzing 

empirical work and participating in seminar-style classes. 

I For the B.S.1M.S. degree in W m a n d HWRHRER, a minimum of 36 graduate credits is needed. 

Twelve graduate-level credits can apply to both undergraduate and graduate degrees; six of these 

must be at the 500 level. Specific curricular requirements are noted below. 

BACHELOR OF SCIENCE 



(I 0 of these 45 credits are included in the REQUIREMENTS FOR THE MAJOR) 






(Included in REQUIREMENTS FOR THE MAJOR) 

ELECTIVES: 18 credits 

REQUIREMENTS FOR THE MAJOR: (98-99 credits) 

[I2 credits may be double counted, 6 must be at the 500-level]

B.S. LIR REQUIREMENTS: (62-63) 

(This includes 10 credits of General Education courses) 

COMMON REQUIREMENTS FOR THE MAJOR (ALL OPTIONS): (36-37 credits) 

PRESCRIBED COURSES: (16 credits) 

(Some courses in this category have prerequisites that are not included in the major) 

I W-Rm 100 GS(3), M-Rm 212(4) (Sem: 3-8) 

ECON 002 GS(3), ECON 3 15 GS(3), PSY 23 1 GS(3) (Sem: 1-8) 

ADDITIONAL COURSES: (13 credits) 

(Some courses in this category have prerequisites that are not included in the major) 

Mm 201 GS(3) or W-Rm 401 (3) [law] (Sern: 3-8) 

P&%iSSCM 200 200(4) or STAT 200 GQ(4) (Sem: 3-8) 

Mm1 36 US(3) or WMNST 136 US(3) or M-RM 400(3) (diversity) (Sem: 5-8) 

W-RD 458W(3) or HIST 458W(3) or W-Rm 4 14W(3) (analytical writing) (Sem: 5-8) 

SUPPORTING OR RELATED AREAS: (33-34 credits) 

I ( M m courses that are used in the Addiiional Courses category may not be double-counted to 

satisfy this requirement. Some courses in this category have prerequisites that are not included in the 

major.) 

( 

I 

Select 15-21 credits from appropriate H-RM courses, at least 9 at the 400 level (only 3 credits of 

M-Rm 495 or 3 credits of M -RB 496 may be used to satisfy this requirement) (Sem: 5-8) 

Select 12-19 credits in consultation with adviser from the department list, at least 6 at the 400 level, 3 

each from 3 categories: 

a. ECON 342 GS(3), ECON 370 GS(3), ECON 412(3), ECON 436 US(3), ECON 445(3) (Sern: 5- 

8) b. MGMT 100(3), MGMT 321 (3), MGMT 33 1 (3), MGMT 34 1 (3), MGMT 424(3) (Sem: 3-8) 

c. PL SC 45 1 (3), PL SC 471 (3), PL SC 473(3), PL SC 474(3) (Sem: 5-8) 

d. PSV4QPSYCH 482(3), PSWU-PSYCH 484(3), f%+lGPSYCH 485(3) (Sem: 5-8) 

e. SOC I 19 GS;US(4), SOC 409 GS;US(3), SOC 444(3), SOC 455(3), SOC 456(3) (Sem: 3-8) 

f. ACCTG 21 1(4), CAS 352(3), H P A 460(3), HD FS 425(3), HIST 155 GH(3), PHIL(S T S) 

407(3) (Sem: 5-8) 

[I] A student enrolled in this major must receive a grade of C or better, as specified in Senate Policy 

82-44. 

I M.S. IRIIRHRER REQUIREMENTS: (36 credits) 

[I2 credits may be double counted, 6 must be at the 500-level] 

I 


WHRER 501(3), W HRER 502(3), M HRER 504(3), W HRER 505(3), I-RH-RHRER 

5 12(3)*, W HRER 5 13(3)*, M HRER 5 16 (3J 

*or other statistics course approved in advance by graduate director 

**or other methods course approved in advance by graduate director

I 


Select 15 credits from the following list in consultation with advisor (only 6 credits may be at the 

400-level). 

&=400(3), &=40 1 (3), 44%=414W(3), &m424(3), WE434(3), WLER 

435(3), 4&&=437(3), WB444(3), MR45gWLER 458W(3), W m460(3), &m- 

465(3), WLER470(3), UU-RHRER 500(3), UU-RHRER 535(3), W HRER 536(3), 

IRWHRER 594(1-6), M HRER 595(1-6), W HRER 596(1-6), M HRER 597(1-3), 

MHRER 600(3-6) 

Emphasis Courses (6 credits) 

An emphasis is an area of study related to a particular aspect or domain of 

-Human Resources and Em~loyment Resources Select 6 credits from the M.S. 

prescribed or additional courses in consultation with their advisor. 

Masters Research Paper or a Masters 'Thesis 

Students must complete either a Masters Research Paper or a Masters Thesis. Students choosing the 

1 Thesis option must complete 6 thesis credits ( WHRER 600). These credits can be counted 

towards the 15 credits required from the M.S. Additional Courses section above. 

I I. SPANISH B.S. AND M.S. IN 1 

-HUMAN RESOURCES AND EMPLOYMENT RESOURCES DEGREE PROGRAM 

(SPUU-RHRER) 

I The integrated Spanish B.S. and W HRER M.S. is a five-year program designed for highly 

qualified and motivated students seeking employment within a culturally diverse workplace. Students 

will develop basic skills in speaking, understanding, reading, and writing Spanish. Students also will 

learn about (I) the roles that employers, employees, employee organizations, and public policy 

makers play in the employment relationship, (2) the complex personal and organizational issues 

inherent in the employment relationship, and (3) how to systematically analyze those complex issues 

and evaluate research relevant to those analyses. 

I 

For the B.S. 1M.S. degree in Integrated Spanish B.S. and 

RexweesHuman Resources and Emplovment Resources M.S., a minimum of 154 credits is required. 

Twelve graduate level credits can apply to both undergraduate and graduate degrees; six of these 

must be at the 500 level. 

Specific curricular requirements are included in Section 12.6 of this Handbook. 

In addition to the admission standards prescribed by the Graduate School, students requesting 

admittance to the Integrated B.Sh4.S Program must meet the following requirements:

Completion of at least 30 undergraduate credits 

A "B" overall grade point average (3.0 on a 4 point scale), for the last 30-60 credits 

The application for admission to the S PMHRER program must include the following materials, 

all of which should be submitted to the f=S4-!?= Graduate Staff Assistant in 133 Willard Bldg: 

A writing sample from previous college-level work; 

A statement by the applicant indicating his or her interests and expectations for the integrated 

program; 

Three letters of recommendation from current professors; 

A completed graduate school application 

Two transcripts 

I Please note that applicants to the S PMHRER program are not required to submit GRE, GMAT, or 

TOEFL scores. 

A student, while continuing to consult with herhis Spanish advisor, upon acceptance into the 

I program, will also be initially advised by the Graduate Director in M HRER. 

I 

I 

Students must select a master's advisory committee before the completion of 9 post-B.S. credits. The 

composition of this committee will depend whether the student selects the thesis or the research paper 

option. The process of selecting a committee begins with selection of the student's advisor. 

After gaining the consent of the necessary faculty members to serve on their committees, students are 

to formally request the appointment of the committee to the Graduate Director. Students are 

obligated to obtain the signatures of the permanent advisor, other committee members and the 

Graduate Director on Form 1 or Form 9. 

COURSE REQUIREMENTS FOR BACHELOR'S AND MASTER'S DEGREE 

Twelve graduate-level credits can apply to both undergraduate and graduate degrees; six of these 

must be at the 500 level. 

INTEGRATED SPANISH B.S. AND S 

R&WJM&SHUMAN RESOURCES AND EMPLOYMENT RESOURCES M.S. DEGREE 

PROGRAMS ( SPMH RER) 

B.S.1M.S. DEGREES 

Bachelor of Science 

PRESCRIBED COURSES: 27 credits

SPAN 100(3) - SPAN 120(3) SPAN 200(3) SPAN 253W (3) 

SPAN 305(3) - SPAN 400(3) SPAN 4 1 O(3) - SPAN 412 (3) - 

SPAN 414(3) - 

ADDITIONAL COURSES: 12 credits 

SPAN 2 10 or SPAN 220 - (3) 

SPAN 353 or SPAN 354 (3) 

SPAN 472 or SPAN 476 (3) 

SPAN 415,418,420,439,490,491, or 497 - 

LABOR AND INDUSTRIAL RELATIONS: 32 credits 

pp 

[Prescribed undergraduate credits in Labor and Industrial Relations option] 

L K m l OO(3) - L % ~ I O l ( 3 &=2 ) ~ l2(4) &m400(3) 

LH&m414W (3) - L Km458W (3) - ECON 002*(3) - STAT 200*(4) - 

WHRER 501(3) - IRWRHRER 5 12(3) - 

I& 

Master of Science 

H- 

[to be taken during the 5th years of the program] 

( [W-H?HRER credits to be selected from the following in consultation with an fW-I-RHRERadvisor] 

[*only 3 credits of 595 and 596 may be used to satisfy this requirement] 

[I 2 credits can be double counted, 6 must be at the 500 level] 

I MHRER 500(3) - IRWRHRER 502(3) - MHRER 504(3) - WU?- 

505(3) - 

( IRwRHRER513(3)- M H RER 5 16(3) Mm 535(3) WU?HRER 

536(3) 

1 IRWRHRER 595*(3) W=H?HRER 596*(3) 4RMFIRER 597( ) - WM?HRER 599 ( ) 

Bulletin Listing 

I Integrated Spanish B.S. & S H u m a n 

Resources and Employment Resources M.S. Degree Programs (SPJS-HRHRER) 

I The integrated Spanish B.S. and IRWRHRER M.S. is a five-year program designed for highly 

qualified and motivated students seeking employment within a culturally diverse workplace. Students 

will develop basic skills in speaking, understanding, reading, and writing Spanish. Students will gain 

familiarity with Hispanic cultures through literature and the University's international education 

program, if they choose to have that experience. Students also will learn about (I) the roles that 

employers, employees, employee organizations, and public policy makers play in the employment 

relationship, (2) the complex personal and organizational issues inherent in the employment 

relationship, and (3) how to systematically analyze those complex issues and evaluate research 

relevant to those analyses.

For the B. S./M. S. degree in Integrated Spanish B.S. and P 

ReseweesHuman Resources and Emlovment Resources M.S., a minimum of 154 credits is required. 

Twelve graduate level credits can apply to both undergraduate and graduate degrees; six of these 

must be at the 500 level. Students can complete the B.S. in Spanish and not advance to the M.S. 

MHRER degree if they desire. 

Bachelor of Science 



(I0 of these 45 credits are included in the REQUIREMENTS FOR THE MAJOR) 






(Included in REQUIREMENTS FOR THE MAJOR) 

ELECTIVES: 18 credits 

REQUIREMENTS FOR THE MAJOR: 101 credits 

(This includes 10 credits of General Education courses: 6 credits of GS courses; 4 credits of GQ 

courses.) 


[Some courses in this category have prerequisites that are not included in the major] 

SPAN 100(3), SPAN 120(3), SPAN 200(3), SPAN 253W(3), SPAN 305(3) (Sern: 1-6) 

SPAN 400(3), SPAN 4 10(3), SPAN 4 12(3), SPAN 4 14(3) (Sern: 5-8) 


SPAN 2 1 O(3) or SPAN 220(3), SPAN 353(3) or SPAN 354(3) (Sern: 3-6) 

SPAN 472(3) or SPAN 476(3) (Sern: 5-8) 

Select 3 credits of SPAN 41 5(3), SPAN 418(3), SPAN 420(3), SPAN 439(3), SPAN 490(3), SPAN 

491(3), or SPAN 497(1-9) (Sern: 5-8) 

LABOR AND W E m ~ l o v m e nRELATIONS: t 

(32 credits) 

[Prescribed undergraduate credits in Labor and hdtwh%&Em~lovme~~t Relations option] 

ECON 002 GS(3), 4A-%&I 00 GS(3), 4A-%=201(3), 4A-%&3 12(4), MR-LER400(3), MI? 

=414W(3), LIR 458W(3), STAT 200 GQ(4) (Sern: 1-6) 

I-W-RHRER 501(3), I-W-RHRER 5 12(3) (Sern: 7-8) 

Master of Science 

( HUMAN RESOURCES/EMPLOYMENTWEWWF&% RELATIONS/- 

M.S.: (30 credits) 

1 [MHRER credits to be selected from the following in consultation with an M HRER adviser]

IRWRHRER 501, WHRER502, MHRER 504, %I=I-RHRER 505, MHRER 513, 

IRWRHRER 5 16, WHRER 535, WHRER 536, %I=I-RHRER 595*, MHRER 596*, 

IRWRHRER 597, WHRER 599 

[* only 3 credits of MHRER 595 and MHRER 596 may be used to satisfy this requirement] 

----- --.-----------" -*-=-.- ---,-.-.-----

12. CONCURRENT J.D.1M.S. I N S 

-HUMAN RESOURCES AND EMPLOYMENT RESOURCES PROGRAM (4 Year 

J.D.1M.S.) 

The concurrent J.D. and M.S. in IRWRHRER is designed for outstanding students interested in 

earning a J.D. and a M.S. in '--'..-*-:-'Human Resources and 

Employment Resources with four years of study. 

[n addition to completing all of the requirements for the JD degree, students will be required to earn 

1 37 credits in the MS in IRWRHRER grdduate program. However, 6 credits from the School of Law 

in courses related to employment and labor law can be counted towards the MS degree. Students 

would also be required to complete either a research paper or a thesis. 

Specific curricular requirements are included in Section 6 of this Handbook. 

I The number of openings in the concurrent J.D.1M.S. in M HRER program will be limited to 

students with an outstanding academic record. Requirements for admission include: 

I 

I 

I 

1. Applicants must have been admitted to the Dickinson School of Law. 

2. Applicants must have completed two semesters at the Dickinson School of Law. 

3. Applicants should have a minimum overall GPA of 3.0 (on a 4.0 scale) after two 

semesters of coursework at Dickinson School of Law. 

The application for admission to the JDIMS M HRER program must include the following 

materials, all of which should be submitted to the SIR= Graduate Staff Assistant in 133 WiIlard 

Bldg. 

1. A plan of study. The plan of study is to be determined in consultation with the student's 

law school advisor and the Director of the WHRER Graduate Program. 

2. Two letters of recommendations from the Dickinson School of Law faculty; 

3. Two transcripts from Dickinson School of Law; 

4. A career statement; and 

5. A completed graduate school application. 

Please note that applicants to the JDIMS W HRER program are not required to submit GRE, 

GMAT, or TOEFL scores to the Department of 'Labor Studies 

and Employment Relations. 

Students can seek admission after completing one semester at the Dickinson School of Law. They 

are eligible to begin taking courses in the WHRER program after successfully completing two 

semesters of law school work. Applications should be submitted to the LSR- Graduate Staff 

20

1 Assistant. For further information on the admission process, please contact the 

Department Head or the Graduate Staff Assistant. 

Upon acceptance to the program, the student will be assigned academic advisors from the Dickinson 

1 School of Law and the IRHRHRER Graduate Program. 

13. FINANCIAL SUPPORT POLICY 

Assistantships 

I The Department of 'Labor Studies and Em~lovrnent Relations 

appoints a limited number of graduate students to teaching assistant or research assistantships. 

Graduate students appointed to half-time (twenty hours per week) assistantships are paid according to 

their classification level. A higher level means a higher salary. Most master's students are level 10. 

The stipends for those working fewer than twenty hours are prorated accordingly. All recipients are 

expected to remain in "good standing" (see Section 12). 

assistants hi^ Awards: Assistantships are awarded on a competitive basis to students at the discretion 

of the Department. Typically, a successful applicant for an assistantship will have at least 1100 

combined GRE scores and a 3.25 juniorlsenior GPA. Letters of recommendation and the statement of 

interest will also be taken into account. 

Pumose: The graduate assistantship program provides assistance to the Department, as well as 

financial aid and professional training to students. The Department and the faculty member to whom 

an assistant is assigned should provide tasks, which will ensure that the graduate assistant has 

opportunities to increase and utilize knowledge of the discipline. To facilitate this end, students are 

encouraged to make known their specific interests so that this factor may be taken into consideration 

in assistantship assignments. Nevertheless, the needs of the Department are diverse, and some 

assignments may be more routine and less interesting than others. In any event the needs and 

financial resources of the Department will be the most important criteria in the determination and 

allocation of specific assistantship assignments. 

Students are to make arrangements at the beginning of each semester with the faculty member(s) to 

whom they are assigned to determine work assignments and schedules. 

m: Graduate assistants and the faculty members to whom they are assigned are responsible for 

monitoring the appropriate number of hours stipulated by their assignments. Often the academic 

workloads vary so that an equivalent number of hours of work each week may not be feasible. 

Because of this, graduate assistants and the faculty members to whom they are assigned should 

discuss the workload at the beginning of each semester so that students may plan in advance for their 

study time. If a faculty member has not assigned enough work to fill a student's hourly commitment 

for a week, that student cannot be held responsible for the remaining hours later in the semester, 

without prior arrangement. 

Graduate assistants may be asked to maintain a record of hours worked per week and present it to 

their assigned faculty members.

Evaluation bv faculty: At the end of each academic year, faculty members are requested to provide a 

formal feedback about their assigned graduate assistant to the Graduate Director. If a faculty member 

to whom an assistant is assigned considers the assistant's work performance unsatisfactory, the 

faculty member may apprise the Departmental Graduate Director, who will forward the complaint to 

the Graduate Committee. After hearing the case, the committee will forward its recommendation to 

the Department Head. 'The final decision wilI rest with the Department Head. 

Evaluation bv graduate assistant: At the end of each academic year, graduate assistants are requested 

to provide formal feedback about their assistantship experience to the graduate director. This 

information will be used to aid in future assignments of graduate assistant duties. 

Renewal of Graduate Assistantshivs: Assistantships are renewed on a semester-by-semester basis 

depending on satisfactory academic and professional progress and an evaluation of the student's 

assistantship performance. 

Travel Subsidy 

( The Department of 'Labor Studies and Emvlovment Relations 

subsidizes student attendance at one set of professional meetings (or conferences) per academic year, 

on the following basis: 

a. The meetings (or conferences) are held outside of Pennsylvania 

b. Students must be full-time, have no incompletes, and be in good standing 

c. The Department Head must approve all requests in advance 

d. Subsidies include: 

--$50.00 for any student wishing to attend; 

--$200.00 for any student who is senior author as well as the presenter of a paper. 

Thesis Subsidy 

1 The Department of 'Labor Studies and Employment Relations 

will provide, upon request, up to $100.00 for thesis expenses to help defray certain research costs, 

such as printing survey instruments, mail charges, or travel connected with thesis data collection. 

Additionally, students are encouraged to apply for research support from the Research and Graduate 

Study Office (RGSO). 

14. STUDENTS IN GOOD STANDING

Students are expected to take the courses and examinations required and otherwise to satisfy the 

requirements of the Graduate School and the Department within the rules specified in the Graduate 

Degree Programs Bulletin. Specifically, "normal progress" refers to the satisfactory completion of 

courses taken, avoidance of accumulating incompletes, scheduling of required courses, fulfillment of 

all Departmental and Graduate School requirements in their proper sequence, and development 

toward assunling a professional role. 

Each student is expected to maintain a cumulative GPA of at least 3.0 on all work taken, including 

any prerequisite or supporting courses. Students are allowed only one "C" on their transcript, 

regardless of their grade point average. The University uses an A through F system in assigning 

grades. The grade of "DF" (Incomplete) may be given when, because of extenuating circumstances, 

course requirements have not been completed. Students must apply for a DF. However, obtaining a 

"DF" should be avoided except in the most dire circumstances and must be removed during the first 

six weeks of the subsequent semester in order to prevent the grade from converting to an "F". 

In addition to the successful completion of academic work, students should endeavor to maintain the 

highest academic and professional standards of the Department, University, and the profession to 

which they aspire. If a student conducts him or herself in a manner unbefitting a meniber of the 

academic discipline, such conduct may be reviewed at a meeting of the Departmental Graduate 

Committee convened for that purpose. The Graduate Committee's recommendations will be made 

known to the Department Head who will decide what further action, if any should be taken. 

Disciplinary actions will be in keeping with University policies and the ASA Code of Ethics. 

The Graduate Committee will evaluate the progress of each active student every year. Prior to the 

review by the Graduate Committee, each student should review her or his own record, together with 

hidher Advisory Committee, and complete an Annual Evaluation Form (Form 10 -Annual 

Evaluation Report for Grad Students). First year students should confer with the Graduate Director in 

order to complete the form if they have not selected an adviser. The evaluation should be a complete, 

accurate, and frank appraisal of the student's progress through the program and the steps needed to 

complete the degree. The completed Annual Evaluation Form will represent one important part of the 

record to be considered by the Graduate Committee in its annual review of each student. The 

principal outcomes of the annual review are determination of (a) whether the student is making 

satisfactory progress and (b) whether financial assistance should be offered to the student for the 

coming academic year. "Satisfactory progress" is a necessary but not a sufficient condition for 

receiving financial assistance from the Department. 

Students must complete all requirements, including thesis defense within eight years from the date 

they started.

15. GUIDELINES FOR FACULTY-STUDENT RELATIONSHIPS 

The relationships between faculty and graduate students should be collegial. Every effort should be 

made to accommodate one another's professional needs and work rautines, regardless of status. 

Nonetheless, below are some concrete guidelines to be followed in further structuring the relationship 

between faculty and graduate students: 

That the prime purpose of an assistantship should be to attract and support good students who 

are committed to their own development as M HRER professionals and to the maintenance 

of a high quality educational program. 

That an element of reciprocity should exist, that the tasks performed by graduate assistants 

should not be viewed as a source of cheap labor, but as apprenticeships providing a learning 

experience; e.g., both in lecture preparation as well as test construction. 

That all duties required of a graduate assistant by a professor, including lecture attendance and 

required readings should count toward the ten, fifteen, or twenty hours limit prescribed by the 

initial assignment. 

That when asked to prepare a lecture, the request be made at least two weeks in advance, 

except under extenuating circumstances. 

That adequate time is given (one week) when requesting graduate assistants to conduct test 

reviews or prepare test questions or assignments. 

That a graduate assistant's preference for a professor or instructor be given fair consideration 

provided the request is made in writing prior to the placement. 

The graduate assistants will be given access to services, facilities, and supplies for the 

performance of their graduate assistant duties. When a professor requires extra materials or 

special equipment, the Department or professor will provide such materials. 

That graduate assistant activities are never to conflict with the normal educational and 

professional activities of the graduate student. 

That as a general policy, weekly hours, which are not used by the professor, cannot be 

accumulated except in unusual circumstances such as the extra time necessary to grade 

exams. Informal agreements between faculty and students are, of course, possible. 

That the various departmental committees, of which graduate students are often members, 

keep student representatives informed of their activities. 

That requests for reallocations of graduate assistant time, after allocations have been made, 

must be approved by the Graduate Director or Department Head following consultation with 

the concerned faculty members and the graduate assistants. 

That alleged violations of the above guidelines should be mediated through the Graduate 

Committee. 

See also Appendix A for the ASA Code of Ethics. 

16. GRADUATE STUDENTS ON DEPARTMENT COMMITTEES 

Graduate students are eligible to serve as voting members on the following departmental committees: 

a. Undergraduate Committee: One elected representative of the graduate students. 

b. Advisory Committee: One elected representative of the graduate students will serve, but the 

student: (a) will absent him or herself from discussion of faculty evaluation and (b) will not 

have access to materials pertaining to faculty evaluation. 

24

c. Graduate Committee: One elected representative of the graduate students will serve, but the 

student: (a) will absent themselves from discussion of graduate student evaluation and (b) will 

not have access to materials pertaining to graduate student evaluations. 

d. Graduate students will serve on other committees, including ad hoc committees, when such 

committees are formed and if they pertain to matters of direct importance to the graduate 

program, excluding matters of student and faculty evaluation. 

17. USE OF DEPARTMENTAL RESOURCES 

Graduate students have access to computer facilities, photocopying, course-related materials, and 

resources related to assistants hi^ duties. Other Demrtmental resources will also be available for 

activities related to professional advancement, e.g. independent research, professional 

communications, and professional travel. 

18. APPEALS PROCEDURE 

Graduate students in the Department may initiate formal appeal proceedings on decisions that alter 

the student's program status. Procedures for appeal are as follows: 

a. The student will consult with hisiher adviser and then submit a letter of appeal to the Graduate 

Director within two weeks of the decision in question. The letter must clearly state the 

grounds for the appeal (e.g., answer correctness, irregularity of procedure, extenuating 

circumstances, personal prejudice) and make a specific change request (e.g., nullify, reverse, 

or modify the decision). 

b. The Graduate Officer will transmit copies of the letter to the Department Head and to the 

student's file. 

c. The Department Head will appoint a three-member ad hoc review committee consisting of 

faculty members not previously involved in the situation in question. 

d. The ad hoc review committee will gather relevant information, interview the necessary 

people, make a recommendation regarding the student's appeal, and report to the Department 

Head as expeditiously as possible. The Department Head will render the final decision. 

e. The Department Head's decision will be transmitted in writing to the student with copies of 

the letter transmitted to the Graduate Director, the student's advisor, and the student's file. 

19. INTENT TO GRADUATE 

All applicants for degrees must inform the graduate recorder (through E-Lion) of their intent to 

graduate at the beginning of the semester or summer session they expect to graduate.

20. A REMINDER 

All students are expected to assume all responsibility for knowledge of all regulations. Your 

transition into the graduate program will be considerably eased by becoming familiar with the 

regulations specified in tlie Graduate Degree Programs Bulletin. 

APPENDIX A: ASA CODE OF ETHICS 

PREAMBLE 

Along with those in other scholarly and scientific disciplines, social scientists subscribe to the general 

tenets of science and scholarship. Teaching social scientists are also guided by ethical and 

professional principles that govern that activity. In addition, because of their specific subject matters, 

social scientists are especially sensitive to the potential harm to individuals, group organizations, 

communities and societies that may arise out of the misuse of social scientific work and knowledge. 

As a discipline committed to the free and open access to knowledge and to self-regulation through 

peer review and appraisal, social sciences share with other disciplines the commitment to the pursuit 

of accurate and precise knowledge and to public disclosure of findings. However, because social 

science necessarily entails study of individuals, groups, organizations and societies, these principles 

may occasionally conflict with more general ethical concerns for the rights of subjects to privacy and 

for the treatment of subjects with due regard for their integrity, dignity and autonomy. This potential 

conflict provides one of the justifications for a code of ethics. 

The styles of social scientific work are diverse and changing. So also are the contexts within which 

social scientists find employment. These diversities of procedures and context have led to ambiguities 

concerning appropriate professional behavior. These ambiguities provide another justification for this 

code. 

Finally, this code also attempts to meet the expressed needs of social scientists who have asked for 

guidance in how best to proceed in a variety .of situations involving subjects of investigation, 

relations with colleagues, and public authorities. 

This code establishes feasible requirements for ethical behavior. These requirements cover many--but 

not all--of the potential sources of ethical conflict that may arise in scholarship, research, teaching 

and practice. Most represent prima facie obligations that may admit of exceptions but which should 

generally stand as principles for guiding conduct. The code states an associational consensus about 

ethical behavior upon which the Committee on Professional Ethics will base its judgments when it 

must decide whether individual members of the Association have acted unethically in specific 

instances. More than this, however, the code is meant to sensitize all social scientists to the ethical 

issues that may arise in their work, and to encourage social scientists to educate themselves and their 

colleagues to behave ethically. To fulfill these purposes, we the members of the American 

Sociological Association affirm and support the following Code of Ethics: 

26

THE PRACTICE OF SOCIAL SCIENCE 

1. Objectivity and Integrity 

Social Scientists should strive to maintain objectivity and integrity in the conduct of socia1 

scientific and research practice. 

a. Social Scientists should adhere to the highest possible technical standards in their 

research. When findings may have direct implications for public policy or for the well 

being of subjects, research should not be undertaken unless the requisite skills and 

resources are available to accomplish the research adequately. 

b. Since individual social scientists vary in their research modes, skills and experience, 

social scientists should always set forth ex ante the disciplinary and personal 

limitations that condition whether or not a research design that might bear upon 

interpretation of research findings. 

c. Regardless of work settings, social scientists are obligated to report findings fully and 

without omission of significant data. Social scientists should also disclose details of 

their theories, methods and research design that might bear upon interpretation of 

research findings. 

d. Social scientists must report fully all sources of financial support in their publications 

and must note any special relations to any sponsor. 

e. Social scientists should not make any guarantees to subjects--individuals, groups or 

organizations--unless there is full intention and ability to honor such commitments. 

All such guarantees, once made, must be honored unless there is a clear, compelling 

and overriding reason not to do so. 

f. Consistent with the spirit of fuIl disclosure of method and analysis, social scientists 

should make their data available to other qualified social scientists, at reasonable cost, 

after they have completed their own analysis, except in cases where confidentiality or 

the claims of a fieldworker to the ~rivacv - of ~ersonal . notes necessarilv would be 

violated in doing so. The timeliness of the obligation is especially critical where the 

research is perceived to have policy implications. 

g. Social scientists must not accept grants, contracts or research assignments that appear 

likely to require violation of the principles above, and should dissociate themselves 

from research when they discover a violation and are unable to achieve its correction. 

h. When financial support for a project has been accepted, social scientists must make 

every reasonable effort to complete the proposed work, including reports to the 

funding source. 

i. When several social scientists, including students, are involved in joint projects, there 

should be mutually accepted agreements, preferably written, at the outset with respect 

to division of work, compensation, access to data, rights of authorship, and other rights 

and responsibilities. Of course, such agreements may need to be modified as the 

project evolves. 

j. When it is likely that research findings will bear on public policy or debate, social 

scientists should take particular care to state all significant qualifications on the 

findings and interpretations of their research. 

Social scientists must not knowingly use their disciplinary roles as covers to obtain 

information for other than disciplinary purposes. 

2. Cross-national Research 

Research conducted in foreign countries raises special ethical issues for the investigator and 

the professional. Disparities in wealth, power, and political systems between the researcher's 

country and the host country may create problems of equity in research collaboration and 

27

conflicts of interest for the visiting scholar. Also, to follow the precepts of the scientific 

method--such as those requiring full disclosure--may entail adverse consequences or personal 

risks for individuals and groups in the host country. Finally, irresponsible actions by a single 

researcher or research team can eliminate or reduce future access to a country by the entire 

profession and its allied fields. 

a. Social scientists should not use their research or consulting roles as covers to gather 

intelligence for any government. 

b. Social scientists should not act as agents for any organization or government without 

disclosing that role. 

c. Research should take culturally appropriate steps to secure informed consent and to 

avoid invasions of privacy. Special actions may be necessary where the individuals 

studied are illiterate, of very low social status, andor unfamiliar with social research. 

d. While generally adhering to the norm of acknowledging the contributions of all 

collaborators, social scientists working in foreign areas should be sensitive to harms 

that may arise from disclosure, and respect a collaborator's wish andor need for 

anonymity. Full disclosure may be made later if circumstances permit. 

e. All research findings, except those likely to cause harm to collaborators and 

participants, should be made available in the host country, ideally in the language of 

that country. Where feasible, raw data stripped of identifiers should also be made 

available. With repressive governments and in situations of armed conflict, researchers 

should take particular care to avoid inflicting harm. 

f. Because research andor findings may have important political repercussions, social 

scientists must weigh carefully the political effects of conducting research or 

disclosure of findings on international tensions or domestic conflicts. It can be 

anticipated that there are some circumstances where disclosure would be desirable 

despite possible adverse effects; however, ordinarily research should not be 

undertaken or findings released when they can be expected to exacerbate international 

tensions or domestic conflicts. 

3. Work Outside of Academic Settings 

Social Scientists who work in organizations providing a lesser degree of autonomy than 

academic settings may face special problems. In satisfying their obligations to employers, 

social scientists in such settings must make every effort to adhere to the professional 

obligations contained in this Code. Social Scientists accepting employment in non-academic 

settings should be aware of possible constraints on research and publication in those settings 

and should negotiate clear understandings about such conditions accompanying their research 

and scholarly activity. 

4. Respect for the Rights of Research Populations 

a. Individuals, families, households, kin and friendship groups that are subjects of 

research are entitled to rights of biographical anonymity. Organizations, large 

collectivities such as neighborhoods, ethnic groups, or religious denominations, 

corporations, governments, public agencies, public officials, persons in the public eye, 

are not entitled automatically to privacy and need not be extended routinely guarantees 

of privacy and confidentiality. However, if any guarantees are made, they must be 

honored unless there are clear and compelling reasons not to do so. 

b. Information about persons obtained from records that are open to public scrutiny 

cannot be protected by guarantees of privacy or confidentiality. 

c. The process of conducting social scientific research must not expose subjects to 

substantial risk or personal harm. Where modest risk or harm is anticipated, informed 

consent must be obtained. 

28

d. To the extent possible in a given study, researchers should anticipate potential threats 

to confidentiality. Such means as the removal of identifiers, the use of randomized 

responses, and other statistical solutions to problems of privacy should be used where 

appropriate. 

e. Confidential information provided by research participants must be treated as such by 

social scientists, even when this information enjoys no legal protection or privilege 

and legal force is applied. The obligation to respect confidentiality also applies to 

members of research organizations (interviewers, coders, clerical staff, etc.) who have 

access to the information. It is the responsibility of the chief investigator to instruct 

staff members on this point. 

PUBLICATIONS AND REVIEW PROCESS 

1. Questions of Authorship and Acknowledgment 

a. Social scientists must acknowledge all persons who contributed significantly to the 

research and publication process. 

b. Claims and ordering of authorship must accurately reflect the contributions of all main 

participants in the research and writing process, including students. 

c. Material taken verbatim from another person's published or unpublished work must be 

explicitly identified and referenced to its author. Borrowed ideas or data, even if not 

quoted, must be explicitly acknowledged. 

d. Submission for publication authors editors and referees share coordinate 

responsibilities. 

e. Journal editors must provide prompt decisions to authors of submitted manuscripts. 

They must monitor the work of associate editors and their referees so that delays are 

few and reviews are conscientious. 

f. An editor's commitment to publish an essay must be binding on the journal. 

g. Editor's receiving reviews of manuscripts from persons who have previously reviewed 

those manuscripts for another journal should ordinarily seek additional reviews. 

h. The submission of a manuscript to a professional journal clearly grants that journal 

first claim to publish, provided a decision on the submitted paper is rendered with 

reasonable promptness. Except where journal policies explicitly allow multiple 

submissions, a paper submitted to one English language journal may not be submitted 

to another journal published in English until after an official decision has been 

received from the first journal, although, of course, the article can be withdrawn from 

all consideration to publish. 

2. Participation in Review Process 

Social scientists are frequently asked to provide evaluations of manuscripts, research 

proposals, or other work of professional colleagues. In such work, social scientists should 

hold themselves to high standards of performance, in several specific ways: 

a. Social scientists should decline requests for reviews of work of others where strong 

conflicts of interest are involved, such as may occur when a person is asked to review 

work by teachers, friends, colleagues, for whom he or she feels an overriding sense of 

personal obligation, competition, or enmity, or when such requests cannot be fulfilled 

on time. 

b. Materials sent for review should be read in their entirety and considered carefully. 

Evaluations should be justified with explicit reasons.

c. Social scientists who are asked to review manuscripts and books they have previously 

reviewed should make this fact known to the editor requesting the review. 

TEACHING AND SUPERVISION 

The routine conduct of faculty responsibilities is treated at length in the faculty codes and AAUP 

rules accepted as governing procedures by the various institutions of higher learning. Social scientists 

in teaching roles should be familiar with the content of the codes in force at their institutions and 

should perform their responsibilities within such guidelines. 

1. Social scientists are obligated to protect the rights of students to fair treatment. 

a. Social scientists should provide students with a fair and honest statement of the scope 

and perspective of their courses, clear expectations for student performance and fair 

evaluations of their work. 

b. Social science departments must provide graduate students with explicit policies and 

criteria about recruitment, admission, courses and examination requirements, financial 

support, and conditions of possible dismissal. 

c. Social science departments should help to locate employment for their graduates. 

d. Social scientists must refrain from disclosure of personal information concerning 

students where such information is not directly relevant to issues of professional 

competence. 

2. Social scientists must refrain from exploiting students. 

a. Social scientists must not coerce or deceive students into serving as research subjects. 

b. Social scientists must not represent the work of students as their own. 

3. Social scientists must not use their professional positions or rank to coerce personal or sexual 

favors or economic or professional advantage from students, research assistants, clerical staff 

or colleagues. 

4. Social scientists may not permit personal animosities or intellectual differences vis-a-vis 

colleagues to foreclose student access to those colleagues. 

POLICIES AND PROCEDURES 

The Committee on Professional Ethics, appointed by the Council of the American Sociological 

Association, shall have primary responsibility for the interpretation of this Code, for the investigation 

of complaints brought under it, and for recommendations to Council pertinent to such complaints. 

(Specific details of the review process are available from the ASA). While the ASA had jurisdiction 

over individuals who are its members, complaints regarding others should be directed to a more 

appropriate office within The Pennsylvania State University. 

APPENDIX B: OUTLINE FOR THESIS PROPOSAL 

This outline is intended to serve as a guideline for developing a thesis proposal. While we expect the 

content and structure of proposals to vary on the basis of the particular research problem, this outline 

contains many of the essential components for designing a research project. Normally, a proposal 

should not exceed twenty pages. The student should contact his or her committee if questions arise 

concerning the form, content, and organization of the thesis proposal. The general structure of a 

thesis proposal is outlined below. 

30

I. STATEMENT OF THE PROBLEM 

This section should present a theoretically concise statement of the phenomenon to be 

addressed by your research. It should state the significance of the research; i.e., how your 

work relates to previous research in this area or to critical issues regarding employment 

relations. Since the social scientific questions will be elaborated in greater detail throughout 

the proposal, this section should provide enough information to set the stage for the remaining 

sections of the proposal. 

2. REVIEW OF THE RELEVANT LITERATURE 

This section should contain a brief review of the theoretical and empirical literatures relevant 

to your research question. It should illustrate your knowledge of the important literature and 

your ability to interpret substantive research from a recognized theoretical framework. Focus 

your attention on only the empirical andor theoretical studies that are directly relevant to your 

research problem. This review section should provide the theoretical rationale, which will 

guide your entire project. 

3. FORMATION OF OBJECTIVES 

This section should provide a statement of the research objectives derived from the review of 

the literature. Depending up011 the state of the literature and the nature of your research 

question, the hypotheses or objectives may be stated in more or less formal terms (e.g., 

predictions of the expected effect of an independent variable(s) on a dependent variable; a 

resolution of competing theoretical issues). Consult with your Thesis Advisor on the nature 

and type of formulation appropriate for your particular thesis topic. 

4. DESCRIPTION OF METHODS 

Generally, the description of the methods to be used in your study will involve three separate 

components: (1) for surveyslinterviews, a description of the sample andor data gathering 

techniques; for case studies, a description of the case(s) selected; for participant observation 

studies, a description of participatory events; (2) a description of the variables to be examined 

in your study; and (3) a general description of the analytic strategy or statistical techniques 

used to address your research question. The "sample" description should convey how the 

sample or case, will be selected, whether you will be collecting your own data or relying upon 

secondary sources, how many observations or cases will be selected, and (if applicable) the 

safeguards you will use to guarantee the protection of human subjects. The description of 

variables should include a discussion of how the variables will be coded or classified, whether 

you will use single or multiple indicators of your concepts, and (if applicable) how you will 

combine items to develop "indices" or "scales". The description of the analytic strategies 

should contain a discussion of the statistical procedures (bivariate or multivariate statistics), 

participant observations procedures etc. to be used. Provide a brief statement about how this 

analytic strategy will allow you to address the substantive and theoretical issues underlying 

your proposal. Speculate on how your results will "feed back" onto your evaluation of the 

underlying theoretical framework. 

5. TIME-TABLE FOR ACTIVITIES 

Your proposal should also include a general outline of how you will budget your time on 

various aspects of the research project. Obviously, such a timetable can only be a crude 

estimate of your labor on various aspects of the research project, but it does give you and your 

committee a good idea about the manageability of your project. 

6. BIBLIOGRAPHY 

You should include a list of articles and books, with complete citations, which are the basis of 

3 1

your research problem. 

7. BUDGET 

If appropriate, your proposal should include a budget estimating the costs of the research and 

showing the possible funding sources. RGSO does entertain graduate student research 

proposals. 

STUDENT FORMS 

FORM 1 - SELECTION OF THESIS CHAIR AND COMMITTEE 

FORM 2 - THESIS DEFENSE APPROVAL 

FORM 3 -- CHANGE OF COMMITTEE 1 ADVISOR 

FORM 4 -- PROGRAM OF STUDY FOR THESIS OPTION 

FORM 5 -- PROGRAM OF STUDY FOR RESEARCH PAPER OPTION 

FORM 6 -- THESIS PROPOSAL APPROVAL 

FORM 7 - RESEARCH PAPER APPROVAL 

FORM 8-- GRADUATE ASSISTANT SEMESTER EVALUATION 

FORM 9 - SELECTION OF RESEARCH PAPER CHAIR AND COMMITTEE 

FORM 10 -ANNUAL EVALUATION REPORT FOR GRAD STUDENTS 

GENERAL GUIDELINES FOR EVALUATION 

THESIS PROGRESS 

Of particular concern to the committee will be progress in research, writing, and rewriting of 

the thesis proposal or thesis itself. 

PROFESSIONAL ACTIVITIES AND INTERACTION 

Professional activities include active membership in a professional society; attendance at 

Department., school, and University seminars; attendance at or presentation at professional 

meetings; and awareness of current events related to their professional field. All graduate 

students are expected to interact with their peers and faculty through activities such as 

discussions and informal debates. 

REVIEW OF PROGRESS TO DATE 

Strengths and weaknesses related to total performance should be noted. This is especially 

important for students who had few courses or other milestones during the past twelve 

months. 

ANTICIPATED PROGRESS 

Comments should identify specific accomplishments to be completed before the next 

evaluation. In effect, it becomes an agreement between the student and committee upon which 

the next evaluation will be based. Wherever possible, times to complete specific tasks should 

be agreed upon. 

SUGGESTIONS FOR IMPROVEMENT 

Students should identify specific items, which would help improve their performance. The 

committee should offer students suggestions on how they could improve their performance 

even though no deficiencies were noted. The responses should be based on the understanding 

that everyone can improve. 

32

133 Willard Building University Park, PA 16802-2800 

Phone: 8 14-865-5425 FAX: 8 14-863-3578

At 0 1:27 PM 711 112006, you wrote: 

71 1 1/06 

Paul, 

I'd like to make the following points in response to the subcommittee's concerns. 

1. The subcommittee inaccurately states, "none of the IRHR credits can be counted toward 

the JD." All JD candidates may take up to 6 credits of coursework in PSU graduate departments 

and count them toward their JD as long as they receive at least a B in those courses. JDIMS in 

IRHR candidates will enjoy this same option. Thus the cross-counting that the subcommittee 

believes is altogether missing fiom this concurrent degree program is in actuality one of its 

features. 

2. The subcommittee inaccurately states that we have proposed admitting JD students 

into the program after the completion of only one semester of law study. The proposal plainly 

states, "[Law students] are eligible to begin taking courses in the IRHR program after 

successfully completing two semesters of law school work." 

3. Point # 1 is related to why only a 2.0 grade point average is required for JD students 

to be admitted into this program. 2.0 is the average each law student must maintain to remain in 

good standing. Every student in good standing has the opportunity, at his or her election, to take 

up to 6 credits of PSU graduate coursework. JDIMS in IRHR candidates will enjoy this same 

option. They will not have a "higher workload" than other law students. It would be 

inconsistent with our treatment of other law students were we to require students who wish to 

take IRHR courses to have a GPA greater than 2.0. 

None of this prevents us fiom advising a law student that taking coursework outside of the law 

curriculum might not be in his or her best interests. We do feel, though, as a general matter that 

taking graduate coursework is usually of benefit to law students and have designed our program 

to allow them to do so. Finally, the Department of Labor Studies may choose not to admit a 

student to the program if it deems his or her academic record unacceptable. 

Richard 

Prom: Paul F. Clark [mailto:pfc2@,psu.edu ] 

Sent: Wed 7/5/2006 2:43 PM 

To: Storrow, Richard 

Subject: Re: FW: RE: JD/MS 

Hi Richard, 

Sorry for the confusion. I have been travelling a lot in the last six weeks and I guess I 

overlooked your replies. Thanks for getting me back on track. 

Bob A.'s note of 6/30 addresses #1 re the proposal. Just let me know whether we can move 

forward on this now or if it needs to go back to your faculty. 

If you send on a response re #2, I'll incorporate it into the proposal. 

You did indeed respond re Ellen's course and I concurred with your suggestion. The only 

thing we need to resolve is when we schedule the course. You mentioned that I should discuss 

this with Victor Romero when he came on board in July. We are scheduling for Sp 07 now so I 

probably should contact him in the near future. Is he, in fact, on board yet?

Thanks, Paul 

At 09:44 AM 613012006, you wrote: 

Paul, 

Here is our correspondence re: replying to the Grad Council by 7/13. 

I was moving from Camp Hill to State College during the period 611 5-6/26 and am sorry to have 

been out of touch. 

It looks as if I neglected to copy Bob Ackerman on this message. I hope he can give us some 

insight into item # 1 so we can pass it along to the Grad Council. 

Richard 

From: Storrow, Richard 

Sent: Tue 6/27/2006 11:05 AM 

To: 'Paul F. Clark' 

Subject: RE: RE: JDIMS 

Paul, 

I didn't hear about the 711 3 deadline but I completely understand their desire to move forward. 

1. The proposal we subinitted to Grad Council was basically the one that was approved by the 

law faculty in 2003 and then left on the back burner. I'd have to ask Bob Ackerrnan if he has any 

recollection as to why double-counting wasn't to be permitted. Certainly it wasn't a distance 

issue since we at that time had the JDlSmeal MBA joint degree, and double counting was 

permitted in that program. I'm copying Bob on this message so that hopefully he can chime in. 

2. As to the GPA question, I think I can address that. 

Thanks Paul. I'll be in touch again. 

Richard 

From: Paul F. Clark [mailto:pfc2@,psu.edu] 

Sent: Tuesday, June 1 3,2006 3:57 PM 

To: Storrow, Richard 

Cc: adietz@psula02.la.psu.edu 

Subject: Fwd: RE: JDIMS 

Hi Richard, 

In their April 13 response to our JDIMS proposal (I assume you have a copy), the Grad 

Council's Subcommittee on New Programs and Courses raised a couple issues. They have 

contacted us to tell us that if we don't respond by July 13 (90 days), we will have to begin the 

process all over again.

One issue they raised is the matter of the double-counting of IRHR credits for the JD. Bob 

Ackerman also raised this issue back in Feb. (his query and your response is below). The 

Subcomnlittee noted that not double-counting the 12 credits in each program is a departure from 

previous concurrent JD programs previously approved by the Grad Council. I assume we can 

either give a rationale as to why we are not double-counting the 12 credits or change the proposal 

so the 12 credits are double-counted. This is your call since it involves the JD degree. Just let 

me know how to respond. 

The other question they have that falls in your court is the part of the proposal that says a 

2.00 GPA after the student's first semester is required for a student to be admitted to the JDIMS 

program. The sub-committee asks that you either provide justification for what they see as a too 

low GPA requirement or raise the GPA required. Could the 2.00 gpa be a typo? 

I believe I can address the sub-committee's other concerns if you can help with the two 

above. 

Thanks, Paul 

Subject: RE: JDIMS 

Date: Wed, 15 Feb 2006 15:03: 14 -0500 

From: "S torrow, Richard" 

To: "Ackerman, Robert" , 

Bob and Paul, 

For ease of getting this through, and in deference to what the faculty originally approved, I 

made the proposal into one asking for the simple modification that students be able to take IRHR 

classes after taking two semester of law courses. 

Students will be able to credit six hours of IRHR courses to their law degree under our 

existing rules. Certainly, to make this program more attractive in the future, we could 

contemplate more interprogram transfer of credits. I think that should be the subject of a future 

proposal, perhaps one that Ellen Dannin could weigh in on. 

Richard 

-----Original Message----- 

From: Ackerman, Robert 

Sent: Wed 2/15/2006 2:53 PM 

To: Storrow, Richard; 'pfc2@psu.eduf 

Cc: 

Subject: RE: JDMS 

Dear Richard and Paul: 

Two questions pertaining to the JD/MS proposal: 

1. Our other joint degree programs allow a limited number of credits obtained in the 

master's program to be applied to the JD. Is that contemplated here, now that the new proposal

allows students to begin work in the IRIHR program after completion of two semesters of law 

school? 

2. Assuming that the respective faculties approve, does the proposal go to the Faculty 

Senate, or to the Graduate Council? 

Thanks to you both for your ongoiong work. 

Best, 

Bob 

-----Original Message----- 

From: Storrow, Richard 

Sent: Tue 2/14/2006 2:42 PM 

To: 'pfc2@psu.edu1 

Cc: Ackerman, Robert 

Subject: JDNS 

Paul, 

Our proposal made it through the Curriculum Committee today and will be voted 

on by the faculty on Friday. I foresee no complications and, if it's OK with you, will leave it in 

your hands to shepherd the proposal through the Senate. I know some of the paperwork for that 

process has already been completed. 

We're very excited about the unfolding of this joint degree program! 

Sincerely, 

Richard 

Richard F. Storrow 

Associate Dean for Academic Affairs and 

Professor of Law 

Pennsylvania State University 

150 S. College St. 

Carlisle, PA 170 13 

717.240.5 122 

fax 717.240.5126 

rfs l5@psu.edu 

http://www.dsl.psu.edu/facultv/storrow.cfm 

http:/lssrn.com/author=290953 < htt~://ssrn.com/author=290953 < 

http://ssrn.com/author=290953> > 

Paul F. Clark, Professor and Head 

Dept. of Labor Studies and Industrial Relations 

Professor of Health Policy and Administration 

Penn State University 

124 Willard Bldg. 

University Park, PA 16802 

Ph.: 8 14-865-0752 

Fax: 814-863-3578

were not solicited from other departments or locations as none are affected by the 

integrated degree. 

On September 29, 2003, the faculty of the Dickinson School of Law 

approved a joint JD/MS in Industrial Relations and Human Resources. On 

February 17, 2006,the faculty of the Dickinson School of Law voted to 

allow students to begin taking courses in the IRHR program after 

successfully completing two semesters of law school work. 

Richard Storrow 

Richard F. Storrow 

Associate Dean for Academic Affairs and 

Professor of Law 

Pennsylvania State University 

150 S. College St. 

Carlisle, PA 17013

PROPOSEDICHANGED MAJOR, OPTION, OR MINOR 

Costing Analysis Form (CAF) 

(Please limit response to information directly related to this specific proposal or change.) 

1. Name of proposedlchanged major, option, or minor: Integrated BS in LIR (Labor 

Studies and Industrial Relations) and MS in IRHR (Industrial Relations and 

Human Resources 

2. Starting date: Semester after Senate approval 

3. Projected enrollments: 1-2 per year 

4. 

a. Number of projected enrollments: 

Year 1 Year 2 Year 3 Year 4 Year 5 

!st 

0 0 0 0 0 

Year -- --- 

-- 

L 

1 1 1 2 2 

Year -- --- ---- 

3 rd 

0 1 1 1 2 

Year - ---- -- 

4th 

0 0 1 1 

Year ---- - - - 1 -- - -- 

b. Percent of above projected to be new students rather than redirected current 

students: All will be redirected students. 

1 St 

Year 

Year 

3 rd 

Year 

Year 1 Year 2 Year 3 Year 4 Year 5 

c. What are the effects of the projected enrollments on other departments or

colleges (for example, effect on sections of General Education courses, additional 

faculty, and/or staff needs)? None 

6. Courses: 

a. Effect of change on current section size: None 

b. Course names and number of new sections of existing courses: NA 

c. Course names and number of sections of new courses: None 

d. Other significant changes (for example, renames or deleted courses): None 

7. Faculty: Number and rank of new faculty FTEs needed: None 

Year 1: 

Year 2: 

Year 3: 

8. Stafflstaff support/wage payroll: Additional staff, staff support, or wage payroll 

needs: None 

Year 1 : 

Year 2: 

Year 3: 

9. Departmental allotment: Projected additional costs of departmental allotment: 

None 

Year 1: 

Year 2: 

Year 3: 

10. Facilities: Cost estimates for projected facilities needs including office space, 

classroom or laboratory space, research facilities, and equipment, etc.: 

None 

Year 1: 

Year 2: 

Year 3:

Signed 

1 1. Costs: (NOTE: Both parts of this section must be answered to continue the 

costing process.) 

a. Are there any other additional needs as a result of this proposal that will have 

cost implications? 

Yes - X- no 

If yes, please specify: 

b. Will any costs that arise be funded internally by the department? 

x - Yes - no 

If no, please, specify: 

12. Tuition surcharge: 

Is this major subject to the tuition surcharge as approved by the Board of 

Trustees? yes -X- no 

(NOTE: If yes, the Office of Budget and Resource Analysis must be notified 

separately by the college to ensure that students are billed appropriately for the 

tuition surcharge.) 

(Department Head) 

Date 6 3 /W (06 

Signed Date ,j/l~//~b

M - the list of offices - Pennsylvania State University

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