Stevenson University (“the University”) and its full-time and part-time faculty and staff (“employees”) must comply with applicable federal, state, and local laws and regulations at all times. The University further expects employees to follow the highest standards of professional behavior, honest conduct, and business ethics in all aspects of their employment activities on behalf of the University, whether they are conducting those activities on campus or off. Any employee who fails to comply with this policy is subject to disciplinary action up to and including termination.
Furthermore, the University reserves the right to discipline employees for behavior that occurs when an employee is off duty in accordance with University policy.
This Code of Conduct identifies basic policies and standards concerning professional and ethical conduct and provides guidance in several areas of specific concern. Employees are expected to assume personal responsibility and accountability for their actions by maintaining these standards. The conduct required by the University in this Code is not limited to the specific areas for which guidance is given herein.
Compliance with Laws and Regulations
Employees are expected to transact the University’s business in compliance with all federal, state, and local laws and regulations related to their positions and areas of responsibility, including, but not limited to, the following: equal employment opportunity, fair employment practices and nondiscrimination, the privacy and confidentiality of employee and student records, workplace safety, and occupational health.
General Standards of Behavior
Employees must report to a work shift, whether on-campus or off, as scheduled, in a timely manner, dressed appropriately in accordance with supervisory instructions regarding attire, and mentally and physically fit to perform their duties. An employee may not engage in behavior that is disrespectful to others or causes intentional physical harm or intimidation. Employees may not use abusive, threatening, or obscene language while on duty. Employees are expected to respect the private property belonging to other individuals and the University, and not remove or take possession of it without permission. Employees may not use University property or work time to conduct personal business, and may not solicit or fundraise for personal causes on campus property or work time.
Insubordination
Employees are required to obey supervisory orders and instructions which comply with law, regulation, and policy. Examples of insubordination include but are not limited to: refusing to follow a lawful, direct order from a superior; failure to complete tasks as instructed by prescribed deadlines; disrespecting or undermining authority; disobeying company policies or procedures; and willfully sabotaging work or hindering productivity in the workplace.
Firearms and Weapons
Other than the exceptions noted below, the possession of, distribution of, or the use of any firearm, weapon, deadly weapon, or other dangerous or flammable material (e.g. fireworks), including BB guns and any item that shoots projectiles and look-alikes, is strictly forbidden on the property owned or operated by the University. “Deadly Weapon” is defined to be any firearm, knife or substance or thing that, in the manner it is used, is intended to be used, or threatened to be used, is known to be capable of producing death or serious bodily injury.
Examples of firearms and weapons outlined in this policy include but are not limited to: knives with blades greater than three inches, all types of archery or martial arts equipment, bayonets, swords, rifles, guns, tasers, fireworks, firecrackers, bullets, gasoline, benzene, and similar items. Examples of other weapons or look-alike items include but are not limited to: airsoft guns, BB/pellet guns, paintball guns, Nerf blasters, gel shooters, laser tag, water guns, and similar items.
Campus Safety Officers who are licensed to carry a firearm, and other licensed employees who may require a firearm as part of their duties, are exempt from this policy. Additionally, employees are exempted when issued University property that may qualify as a weapon but is necessary for the performance of their duties.
Conflicts of Interest
Employees must avoid behavior or activity which creates either a conflict of interest or the appearance of such a conflict. Examples of a conflict of interest may include, but are not limited to, the following: taking on outside employment with one of the University’s vendors; failure to disclose outside employment in accordance with University policy for staff or faculty; misusing or misappropriating proprietary information to benefit oneself or a person or entity outside the University; utilizing discounts allowed to the University for one’s personal gain; and profiting oneself or a third party by facilitating business or service between the University and outside parties.
Financial conflicts of interest (e.g., employee participation in the ownership or affairs of an entity or with a person that regularly does business with the University) must be fully disclosed to the University and, thereafter, either sanctioned by the University or eliminated by the employee, as the case may be. No employee may approve, recommend, or promote a transaction with a business in which the employee is an officer, director, in senior management, or holds more than a five percent (5%) interest, unless such employee first fully discloses both the potential conflict and contemplated transaction to the President’s Office and CFO.
All employees who intend to apply for government funding must contact the Office of Sponsored Programs & Research (OSPR) to complete disclosure forms to determine whether a financial conflict of interest (FCOI) might exist. This requirement applies to all individuals who are responsible for the design, conduct, or reporting of research or programs whose financial interests would reasonably appear to be affected. An FCOI exists when any of the following apply:
- With regard to any publicly traded entity, any remuneration received from an entity in the twelve months preceding the disclosure and the value of any equity interest in the entity as of the date of disclosure, when aggregated exceeds $5,000.
- With regard to any non-publicly traded entity, any remuneration received from the entity in the twelve months preceding the disclosure, when aggregated, exceeds $5,000, or when the Investigator (or the Investigator’s immediate family members) holds any equity interest (e.g., stock, stock option, or other ownership interest); or
- Intellectual property rights and interests (e.g., patents, copyrights), upon receipt of income in excess of $5,000 related to such rights and interest.
Financial conflicts of interest will be managed or eliminated. The investigator’s name and financial conflict will be made available upon request. Required training on FCOI will be provided through the OSPR.
Refer to the FCOI Plan on the Stevenson University OSPR webpage for the disclosure form and expanded details. These will be reviewed annually and revised as needed.
Except for reasonable business entertainment and customer gifts of nominal value, employees must not receive anything of value by solicitation or gift in return for influencing or exercising their discretion in any University matter. Employees must not accept any material gift, gratuity, or other payment, in cash or in kind, from any vendor currently doing business or soliciting new business with the University. Employees must not solicit or receive personal discounts or rebates on goods and services from University vendors that exceed those generally available to the vendors’ other customers.
Employees must avoid any activity that hinders their ability to carry out their responsibilities to the University.
Kickbacks, Gifts, and Other Forms of Secret Payments
Employees must not make or accept payments or compensation to improperly obtain or reward favorable treatment in connection with either a contract or subcontract relating to a prime contract. The University strictly prohibits the acceptance of kickbacks and all other practices that involve secret payoffs from suppliers or others. Any breach of this rule will result in immediate termination of employment.
Employees must not accept entertainment, gifts, or favors for personal use that could, in any way, influence, or appear to influence, business decisions in favor of any person with which the University has, or is likely to have, business dealings. Similarly, employees must not accept any other preferential treatment under these circumstances because their position with the University might be inclined to, or be perceived to, place them under obligation.
Professional Relationships
The University’s educational mission is promoted by professionalism in faculty, staff, and student relationships. Romantic or sexual relationships between an employee and a current or prospective student, regardless of age or consent, are forbidden unless the employee’s spouse or partner is pursuing coursework through an approved tuition concession agreement or other form of adult education and no conflict exists.
Romantic or sexual relationships between employees within the same chain of command may compromise impartiality and must be immediately reported to the Vice President of Human Resources to determine the proper steps to address the issue. Likewise, familial relationships between employees in the same chain of command must be reported immediately to the Vice President of Human Resources. Employees are strictly prohibited from engaging in physical contact that would in any way be deemed inappropriate in the workplace by a reasonable person while anywhere on University premises, whether during working hours or not.
University Funds, Assets and Property
Employees who have access to University funds in any form must follow the prescribed procedures for recording, handling, and protecting the funds. When an employee’s position requires spending University funds or incurring any reimbursable personal expenses, the Employee must use good judgment to ensure the University receives good value.
Employees are responsible for safeguarding the tangible and intangible assets of the University that are under their control. University funds, assets and equipment are for University purposes only and must not be converted to personal use, either for oneself or another.
University Records and Reporting
The records, data and information owned, leased, borrowed, used, and managed by the University must be kept accurate and complete. The accuracy and reliability of financial reports are of utmost importance to the business operations of the University. Employees must record, allocate, and charge costs accurately and maintain supporting documentation as required by established policies and procedures. All reports, vouchers, bills, invoices, timesheet and payroll information, personnel records, and other essential business records must be prepared honestly and with care.
Off-Duty Behavior
Off-duty behavior which is determined to cause significant and demonstrable harm to the business interests or reputation of the University may also be subject to disciplinary action up to and including termination. This is true regardless of whether the behavior resulted in an arrest or conviction.
Reports of Arrests/Convictions
An employee arrested or convicted of a crime—whether the crime is related or unrelated to the individual’s employment activities with the University—must report the arrest or conviction to their supervisor within three business days of the arrest or conviction, unless the arrest or detainment does not allow for timely reporting, in which case the report must be made as soon as feasible.
Disclosing an arrest or conviction will not automatically result in disciplinary action or loss of employment with the University. Continued employment depends on a variety of factors, such as the nature and gravity of, and circumstances surrounding, the arrest or conviction, including the employee’s truthfulness and completeness in disclosing the information in a timely manner.
Failure to disclose an arrest or conviction in accordance with this policy may in and of itself result in counseling or disciplinary action.
Obligation to Report Suspected Violations
Employees are obligated to report suspected violations of these policies and standards promptly to their supervisor, department chair, or Vice President. A supervisor or department chair to whom a report of a violation is made is obligated to follow up the report with the appropriate administrative authority. In investigating claims of inappropriate activities, care will be taken to maintain confidentiality. The University will not tolerate retaliation toward or harassment of employees who disclose perceived wrongdoing in a good faith, appropriate, and reasonable manner.
Code Violations
The University may take disciplinary action against employees who violate this Code of Conduct. Disciplinary sanctions may include, but are not limited to, loss of compensation, reassignment, demotion, suspension, and termination. Furthermore, if a violation of this Code also constitutes a violation of law or regulations, employees may be subject to civil or criminal sanctions.
Compliance With This Code of Conduct
Employees are required to ensure their own compliance with this Code. Employees are expected to use sound judgment in recognizing situations in which a violation of this Code may occur and ensure that none occurs. If an employee is unsure of this Code’s applicability under the facts and circumstances of the situation, it is incumbent upon the employee to seek the advice of a supervisor and/or Human Resources.
Supervisor’s Obligations
Employees who supervise others should ensure that those they supervise receive adequate instructions and explanations with respect to their obligations under this Code. Failure of a supervisor to report actual or possible violations may subject such supervisor to University discipline.
(Approved April 2025)