C130
Policy

POLICY CONCERNING OUTSIDE EMPLOYMENT

Subject to certain restrictions, members of the faculty are encouraged to engage in outside professional activities which will enhance their professional growth or reputation. Outside employment is defined as professional employment for compensation which is not disbursed by the University.

POLICY CONCERNING OUTSIDE EMPLOYMENT

A full-time member of the University Faculty is encouraged to engage in outside professional activities such as writing, consulting, lecturing, or activities of similar nature which will enhance his professional growth or reputation, subject to the following restrictions:

1. Since the faculty member's primary responsibility is to the University, all outside employment is considered secondary. Outside activities will be deemed excessive when, in the judgment of the department chairperson, dean, and Associate Vice President for Academic Affairs, they are of an extent which interferes with the discharge of the faculty member's full obligation to the University. The time spent in outside employment, or in additional work done within the University for extra compensation, or in both of these together, may not exceed the equivalent of one work day per week during the contract period.

2. Outside professional activities will not significantly conflict with classes, office hours, or other assigned duties and commitments. When outside activity does not involve absence from assigned duties and commitments, the faculty member is nevertheless responsible for keeping the department chair person* fully informed in writing about the nature and extent of any current outside professional commitments.

3. Except in cases specifically approved in writing by the President authorizing official University involvement, the faculty member in undertaking such employment shall act as an individual and not as an agent of the University and shall not use the name of the University or official University stationery in connection with such work. Nor shall the faculty member solicit such employment through use of his University position.

4. The amount of earnings from outside activities is not a concern of the University. However, in order to avoid possible charges against the University of unfair competition, a faculty member should charge fees at least as great as would be charged by firms or individuals doing similar work, except when advice or services are given free in the public interest.

5. In undertaking outside employment the faculty member shall not make use of University facilities, equipment, or personnel without prior written approval of the head of the unit responsible for the facilities or personnel and of the Associate Vice President for Business/Comptroller. The Associate Vice President for Business/Comptroller shall determine to what extent the University shall be reimbursed for such use. (Except when a governmental agency is involved, authorization for use of University facilities will not be given when comparable facilities ate available in the immediate area or when the project will involve use of equipment on a continuing basis.)

6. Work of a routine or repetitive nature such as tests, assays, chemical analyses, bacteriological examinations, etc. which involve the use of University property is discouraged except where it is considered in the public interest and where facilities or personnel for doing such work exist only at the University.

7. Great care should be taken to avoid a conflict of interest situation in carrying out any type of consultant or research activity.

8. When exceptions to this policy are necessary in the interest of the University, they must have the advance approval of the Associate Vice President for Academic Affairs.

9. Deans are to report to the Associate Vice President for Academic Affairs at the end of each semester and summer session summaries of the number of days spent by faculty members on outside employment.