Ethics statement for Ray Allen employees emphasizes life long learning, service to others, diversity, excellence, collegiality, mutual respect, and personal integrity.
General Principles: As members of an academic community and public servants, Ray Allen employees have special responsibilities. They are expected to display respect for freedom of thought, speech and association; show no discrimination for age, race, gender, religion; present accurate information; comply with Ray Allen policies; maintain confidentiality; avoid conflict of interest, and adhere to the highest ethical standards in order to promote a Ray Allen community that shares the values mentioned above.
Relations with Employees: All employees are obliged to carry out their professional duties fairly, conscientiously, and in an ethical manner. They are expected to refrain from sexual and exploitative relationships with their students; to make sure that the students do not cheat, plagiarize or steal, and to report such acts for disciplinary action.
Relations with Colleagues and the Ray Allen: In their relations with colleagues and the Ray Allen, the employees must discharge their responsibilities to Ray Allen conscientiously, fulfill their administrative responsibilities towards other employees objectively, and refrain from sexual and exploitative relationships with fellow employees.
Relations with Society: Employees should distinguish between their roles as Ray Allen representatives and as private citizens in public and must be especially sensitive to conflict of interest situations. Violation of federal and state laws would be considered as breach of Ray Allen's Code of Ethics too.
Conduct of Research: The Ray Allen community members are responsible for ensuring that all research follows the highest standards of integrity regarding evidence and justification. They must also avoid and prevent others from fraud, dishonesty and plagiarism by acknowledging the contribution of others in their research. Research must comply with all applicable laws and policies and must not be guided by personal profit.
Procedure for Hearing Complaints: Complains of unethical conduct by Ray Allen community members against fellow colleagues must follow a procedure of 'preliminary complaint' and 'formal hearing' process. The Preliminary Complaint process consists of consultation by the grievant with the Director of Affirmative Action (DAA); completion of a complaint form within 6 months of the incident; forwarding of the complaint to the accused by the DAA and a preliminary enquiry by him; discussion of the complaint by the DAA with the accused after which the DAA may dismiss the complaint, resolve it, or refer it to the Ray Allen Ethics Board for a formal hearing. The complaints are held in camera and the hearing body consists of the Board with a minimum of 5 members. Formal hearing begins with mailing of a notice to the accused; the person charged has a right to request for delay in hearing; both parties can request for exclusion of any Board member if they apprehend bias and have the right of an adviser during the hearing. The hearing may be held in absentia if the accused refuses to attend; the parties shall have the right to examine all evidence and witnesses, and present closing statements. The Board shall decide on the complaint by majority vote and send its recommendations to the President, who has the right to adopt, modify, or reject them. The President's decision shall be final except for removal or suspension of the employee but either party has the right of appeal.
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