[CCoE Notice] Board of Regents Annual Policy Distribution: Please Read....
Fritz Claydon
fclaydon at uh.edu
Wed Sep 7 15:31:23 CDT 2011
UHS Board of Regents requires that the following policies are distributed to
each employee annually. As an employee of UH, you are responsible for
reading and understanding the policies provided below.
21.03 Academic Freedom
To establish and clarify the rights and responsibilities
of the faculty
pursuant to academic freedom, the board adopts the
following policy:
21.03.1 The faculty member is entitled to full freedom in research and
in the
publication of the results, subject to the adequate
performance of the
faculty member’s other academic duties; but research for
pecuniary return
should be based upon an understanding with the authorities
of the
component university.
21.03.2 The faculty member is entitled to freedom in the classroom in
discussing
the subject matter, but the faculty member should be
careful not to
introduce into the teaching controversial matter which has
no close
relation to the subject.
21.03.3 The faculty member is a citizen, a member of a learned
profession, and an
officer of an educational institution. When speaking or
writing as a citizen,
the faculty member shall be free from institutional
censorship or
discipline, but the faculty member’s special position in
the community
imposes special obligations. As a person of learning and
an educational
officer, the faculty member should remember that the
public may judge
the profession and the institution by the faculty member’s
utterances.
Hence the faculty member should at all times strive for
accuracy, exercise
appropriate restraint, show respect for the opinions of
others, and make
every effort to indicate that the faculty member is not
speaking for the
institution. (11/1 8/0 4)
29.02 Sexual Harassment
The board, the system, and the component universities are
committed to
providing a professional working and learning environment
free from sexual
harassment. Sexual harassment is a form of sex
discrimination and is
illegal. Neither the board, nor the system, nor any
component university
will tolerate any form of sexual harassment. Furthermore,
the board, the
system, and the component universities are committed to
providing the
training to educate staff, faculty, and students about
sexual harassment
issues.
The component universities and the system administration
shall adopt
policies consistent with this policy. The rights of
claimants and
respondents will be protected by the procedures developed
by the
institutions. (1/1 8/04)
57.01 Code of Ethics
57.01.1 All members of the board and all employees of the system and its
component institutions shall adhere to the highest ethical
standards of
conduct reflected in state law and board policies.
57.01.2 The system code of ethics is comprised of the following
components:
A. Statutory Standards of Conduct for State Employees, Section
572.051,
Texas Government Code;
B. the following board policies:
1. Academic Freedom (21 .03)
2. Sexual Harassment (29.02)
3. Governmental Appearances (81.01)
4. Consulting and Paid Professional Service (57.02)
5. Dual Office Holding (57.04)
6. Nepotism (57.07)
7. Conflicts of Interest (57.08)
57.01.3 All members of the board and employees of the system and its
component
institutions shall be furnished a copy of the laws and
policies comprising
the code of ethics at the time of employment or
commencement of service
and at the start of each academic year. (05/17/07)
57.01.4 All members of the board shall annually sign conflict of
interest
certification statements affirming their compliance with
their official oath
and specific provisions of Texas statutes related to
ethical behavior.
57.02 Consulting and Paid Professional Service
Full-time members of the faculty and professional or
administrative staff
may engage in external consultation or other paid
professional services,
provided such activities benefit the system and contribute
to the
professional development of the individual.
This privilege is subject in all instances to the
conditions set forth below.
Failure to comply with this policy may subject an employee
to disciplinary
action including reprimand, suspension, or termination.
57.02.1 The first responsibility of the individual is to the system,
and outside
professional commitments should not interfere with the
person’s full-time
responsibility to the system.
57.02.2 No outside obligation should result in any conflict of interest
involving
the individual’s responsibilities to the system or to its
programs, policies,
and objectives. Consulting and other professional
agreements that
represent actual or potential conflicts of interest must
be avoided.
57.02.3 Use of system facilities, space, equipment, or support staff
for consulting
or other paid professional activities is permitted only if
a financial
arrangement has been concluded between the individual and
the
administration prior to the employee’s beginning the
outside consulting or
other paid professional service.
57.02.4 Individuals may not represent themselves as acting in the
capacity of
system employees when conducting consulting or other paid
professional
activities. The system bears no responsibility for any
actual or implied
obligations or liabilities incurred by the individual
resulting from a
consulting or other paid professional agreement or
activity.
57.02.5 Faculty who wish to arrange consulting or other paid
professional
activities must provide prior written notification to
their dean. Review by
their dean of such activities will include consideration
of any real or
apparent conflict of interest and the benefit of the
proposed service to the
system and the component university. Each faculty member
who engages
in consulting or other paid professional service,
including teaching on a
temporary basis at other institutions, must ensure that
such activities do
not require commitments of time averaging more than one
day per
calendar week, and must arrange such activities so as not
to interfere with
regularly scheduled classes.
57.02.6 Professional or administrative staff who wish to arrange
consulting or
other paid professional activities must obtain prior
written approval from
the appropriate supervisor. While consulting is a
recognized aspect of
faculty activities with the limitations noted in this
document, consulting by
professional or administrative staff must be justified on
an individual basis
by clear and direct benefit to the system.
57.02.7 When any of an individual’s salary is paid from funds for
externally
sponsored activities, the time allowable for consultation
or other paid
professional activities must comply with sponsor
requirements.
Unpaid public service is not included in this policy, nor
are occasional
lectures that include fees, unless these activities
require significant
amounts of time or otherwise conflict with regular system
obligations.
Each president and the chancellor will establish a process
for monitoring
outside paid professional activities of their faculty and
staff in order to
ensure that such activities are consistent with the above
policy and also
serve system purposes. The chancellor will report to the
board annually on
such activities. (05/17/07)
57.04 Dual Office Holding
The board must give its approval before any officer of the
system or its
component institutions may hold other non-elective state
or federal office
or position of honor, trust, or profit. Approval must
include formal
findings that the dual office holding is of benefit to the
state or required by
state or federal law, and creates no conflict of interest.
(1 2/1 6/08)
For more information on Consulting and Paid Professional Service and
Dual Office
Holding and required forms, please go to the links below:
http://www.uh.edu/af/universityservices/policies/sam/2HumanResources/2A8.pdf<http://uhhelpdesk.custhelp.com/rd?1=AvUU%7EwpTHP8S6tj5GrAe%7EyL%7EJvsq%7EzT%7Edzuolzr%7E&2=2801>
http://www.uh.edu/af/universityservices/policies/mapp/02/020107.pdf<http://uhhelpdesk.custhelp.com/rd?1=AvUU%7EwpTHP8S6tj5GrAe%7EyL%7EJvsq%7EzT%7Edzuolzr%7E&2=2802>
57.07 Nepotism
Relatives of members of the board shall not be employed by
the system
unless the employment took place at least one year prior
to the
appointment of the board member. Relatives of other system
employees
shall not be employed by the system in positions where the
employee has
the official authority to hire or recommend or approve the
hiring, salary, or
promotions of the relative.
Relatives shall not be employed in the
supervisory-subordinate
relationship even if it results from marriage after the
employment
relationship was formed. The provisions of this policy
apply to all system
programs regardless of funding source.
For the purposes of this policy, the term “relative” is
defined as anyone
related to the employee within the second degree of
affinity or the third
degree of consanguinity and includes the employee’s spouse
and the
employee’s or the spouses’ parents, grandparents, great
grandparents,
brothers, sisters, half brothers and sisters, children,
grandchildren, great
grandchildren, aunts, uncles, nieces, nephews, first
cousins, second
cousins, and persons married to them. (11/26/07)
57.08 Conflicts of Interest
All members of the board and employees of the system and
its component
institutions shall adhere to and be furnished a copy of
the Statutory
Standards of Conduct for State Employees, Section 572.051,
Texas
Government Code, and shall avoid conflicts of interest,
generally
described as the use of one’s university employment or
position
to obtain unauthorized privileges, benefits, or things of
value for oneself
or others, including the following:
57.08.1 No board member or employee shall solicit, engage, or agree to
accept
any privilege, benefit or thing of value for the exercise
of his or her
discretion, influence, or powers as an employee or regent,
except as is
allowed by law.
57.08.2 No board member or employee shall accept any privilege,
benefit, or
thing of value that might influence him or her in the
discharge of his or her
duties as an employee or regent.
57.08.3 No board member or employee shall use his or her position to
secure
special privileges or exemptions for himself or herself or
others, except as
is allowed by law.
57.08.4 No board member or employee may be an officer, agent, employee,
or
member of, or own an interest in a professional activity
that foreseeably
might require or induce him or her to disclose
confidential information
acquired by reason of his or her system position.
57.08.5 No board member or employee shall accept employment or engage
in any
business or professional activity that foreseeably might
require or induce
him or her to disclose confidential information acquired
by reason of his
or her system position.
57.08.6 No board member or employee shall disclose confidential
information
gained by reason of his or her system position, nor shall
he or she
otherwise use such information for his or her personal
gain or benefit.
57.08.7 No board member or employee shall transact any business for the
system
with any entity of which he or she is an officer, agent,
employee, or
member, or in which he or she owns a significant interest.
57.08.8 No board member or employee shall make personal investments in
any
enterprise that foreseeably might create a substantial
conflict between his
or her private interests and the system’s interests.
57.08.9 No board member or employee shall accept other employment that
might
impair his or her independence of judgment in the
performance of his or
her system duties.
57.08.10 No board member or employee shall receive any compensation for
his
or her services to the system from any source other than
the State of Texas
except as is allowed by law.
57.08.11 No board member or employee who exercises discretion in
connection
with contracts, purchases, payments, claims, or other
pecuniary
transactions shall solicit, accept, or agree to accept any
benefit from a
person or entity the employee knows or should know is or
is likely to
become financially interested in such transactions.
Failure of any employee to comply with the foregoing shall
constitute
grounds for discharge or other disciplinary action. (05/1
7/0 7)
81.01 Governmental Appearances
All system and component university employees appearing
before
Congress, the Texas Legislature, City, County, or
governmental body, or
their agencies, committees, or members to offer testimony,
opinions, or
commentary in regard to existing or potential laws, rules,
or regulations,
not expressly authorized to do so by the board or
the chancellor, must clearly state in advance that they
are appearing in
their individual capacities and that their testimony,
opinions, and
commentary are not authorized by, and must not be
construed as reflecting
on, the position of the system. (05/17/07)
Sandy Coltharp
Director, Talent Management
UH Human Resources
360 McElhinney Hall
Houston, Texas 77204-5009
Tel: 713-743-3988
scoltharp at uh.edu
--
Fritz Claydon Ph.D.
Professor of Electrical and Computer Engineering
Associate Dean of Administration and Research
University of Houston
Cullen College of Engineering
713.743.4204
fclaydon at uh.edu
[image: Logo]
*A Carnegie-designated Tier One public research university*
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