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A. Purpose
To provide a code of ethics for all trustees, officers and employees of
William Paterson University. The code establishes guidelines and standards
of ethical behavior in order to assure the public's confidence in the
conduct of business and operations of the institution.
B. Scope of Authority and Application of the Code of Ethics
In addition to this code of ethics, the trustees, officers and employees
of William Paterson University are expected to fully comply with all applicable
provisions of N.J.A.C. 9A:3-1.1 et seq. (Institutional Code of Ethics),
N.J.S.A. 52:13D-12 et seq. (New Jersey Conflicts of Interest Law) and
N.J.A.C. 19:61-1.1 (Rules: Executive Commission on Ethical Standards)
which comprise the statutory and regulatory bases for this code of ethics.
C. Policy
The following code of ethics is applicable to all members of the Board
of Trustees, officers and employees, including student employees of William
Paterson University.
1. No trustee, officer or employee should have any interest
(financial or otherwise, direct or indirect) or engage in any business,
transaction or professional activity that is in substantial conflict with
the proper discharge of his/her duties.
2. No trustee, officer or employee should use or attempt to use his/her
official position to secure unwarranted privileges or advantages for him/herself
or others.
3. No trustee, officer or employee should act in his/her official capacity
in any matter wherein he/she has a direct or indirect personal financial
interest that might reasonably be expected to impair his/her objectivity
or independence of judgment in the exercise of their official duties.
4. No trustee, officer or employee should undertake any employment or
service, whether compensated or not, that might reasonably be expected
to impair his/her objectivity and independence of judgment in the exercise
of official duties.
5. No trustee, officer or employee should accept any gift, favor, service
or other item of value under circumstances from which it might be reasonably
inferred that it was given or offered for the purpose of influencing him/her
in the discharge of official duties. Nevertheless, a trustee, officer
and employee, during the course of his/her official duties, may accept
meals which are offered as part of a meeting or event so long as all attendees
of such meeting or event are also provided such meals. In the event that
a sponsor of a meeting has pending with the institution a matter on which
the trustee, officer or employee must act in the exercise of his/her duties,
during the time that said matter is pending, he/she shall not accept meals
from any such sponsor.
6. No trustee, officer or employee should knowingly act in any way that
might reasonably be expected to create an impression or suspicion, among
the public having knowledge of his/her acts, that he/she may be engaged
in conduct violative of his/her trust as a public trustee, officer or
employee.
7. No trustee, officer or employee should use or allow to be used his/her
public office or employment or any information not generally available
to members of the public for the purpose of securing financial gain for
him/herself or others with whom he/she is associated.
8. No trustee, officer or employee shall knowingly himself/herself, or
by his/her partners or though any corporation in which he/she owns or
controls more than 1% of the stock, or by any other person for his/her
use or benefit or on his/her account, undertake or execute any contract,
agreement, sale or purchase of the value of $25.00 or more made, entered
into, awarded, or granted by any State agency, except as provided in the
New Jersey Conflicts of Interest Law. A trustee, officer, employee can
only contract with a State agency if the contract is (a) made after public
notice and competitive bidding or which pursuant to N.J.S.A 18A:64-56
may be made without public advertising for bids or (b) is a contract of
insurance entered into pursuant to N.J.S.A. 52:27B-62. The contract must
have prior approval of the Executive Commission on Ethical Standards.
9. Notwithstanding the New Jersey Conflicts of Interest
Law and section eight above, any faculty or staff member or his/her partners
or any corporation or firm in which he/she controls more than 1% of the
stock, assets or profits may enter into a contract or agreement with the
University, where the contract or agreement is for the development of
scientific or technological discoveries or innovations in which the University
has a property right, if the faculty or staff member receives approval
to do so in accordance with the administrative procedure adopted for this
purpose as specified in University policy.
10. No trustee, officer or employee, nor any partnership, firm or corporation
in which he/she has an interest, nor any partner, officer or employee
of any such partnership, firm or corporation, shall represent, appear
for, or negotiate on behalf of, or agree to represent, appear for or negotiate
on behalf of, any person or party other than the University in connection
with any cause, proceeding, application or other matter pending before
any State agency, except as provided in N.J.S.A. 52:13D-16.
D. Reporting Outside Employment (Full-time Employees)
Employees must annually disclose outside employment
and/or business interests to the president or his designee. Employees
may not engage in outside employment which occurs at a time when the employee
is expected to perform his/her assigned duties at the University or diminishes
that employee's efficiency in performing his/her primary work obligation.
The Office of Human Resources will maintain and furnish forms.
E. Employment of Family or Household Members
To avoid issues of favoritism and potential conflict,
no employee shall act in his or her official capacity in any University
matter where a family member of the employee has a direct or indirect
interest that might reasonably be expected to impair the employee's objectivity
or independence of judgment. Family members are defined as spouses, children,
parents or siblings residing in the same household or cohabitants with
whom there is a financial relationship. Direct interests include, but
are not limited to, initial employment, retention, job classification,
salary, performance appraisals and work assignments. No employee shall
directly supervise a member of his or her own family. It is the intent
of the University to avoid instances that could be influenced by the family
relationship in hiring, performance evaluation, promotion, reclassification,
discipline, grievance or dismissal processes.
F. Accountability and Oversight
Any employee who violates the Code of Ethics may be
subject to sanctions in accordance with the Conflicts of Interest Law
(N.J.S.A 52:13D-12 et seq.). In addition to the above, University employees
who violate this Code of Ethics are subject to disciplinary action by
the University and the Executive Commission on Ethical Standards. Under
the direction of the president, the Provost and Executive Vice President
is responsible for ensuring compliance with this policy.
Each trustee, officer and employee shall sign a receipt
indicating the date on which the Code of Ethics was received and acknowledge
that he/she is responsible for reading the Code and is bound by it. Receipts
shall be maintained in the employee's personnel filed pursuant to N.J.A.C.
19:61-2.2.
Any trustee, officer or employee can seek clarification of the Code's provisions from the Office of Employee Relations, the University's Ethics Liaison Officer, or from the State Ethics Commission.
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