OUTSIDE EMPLOYMENT and additional services


The University of Dayton recognizes that there are opportunities for professional and academic enrichment from the experience and contacts acquired by activities both on and off campus.  Many factors, however, should be examined when considering opportunities for outside consulting, outside employment, or additional services inside the university but outside of the employee’s primary work assignment.  All such opportunities need to be evaluated as to their appropriateness based on the best interests of the university and its mission, the professional advancement of the individual, and the public service that might be rendered.  Each full-time employee will use the following guidelines and will seek the input and approval of the direct supervisor.  The Outside Employment and Additional Services approval form can be found at http://campus.udayton.edu/~hr/hrwebsite/Forms/Forms.htm

1.    Outside consulting, outside employment, or additional services work for other departments shall not compromise the reputation of the university, regardless of the quality of the performance by the UD employee.

2.    Outside consulting, outside employment, or additional services work for other departments should not infringe upon the proper and complete performance of the employee’s primary assignment for the university, whether these duties are definite or implied, regularly scheduled, or performed when convenient.  The absence from the university should not cause colleagues additional work, for example, in committee participation or student advising, nor should it limit accessibility to students.  Specific time limitations can be set by individual units within the university and depend on individual circumstances; customarily the time should not exceed the equivalent of eight hours per week.  Staff positions by their nature require that these activities occur outside of the regular work hours.  Faculty positions can offer more flexibility, but attention to university responsibilities must be the primary consideration.

3.    Under normal circumstances, outside activities of a professional or consultative nature for which a person receives compensation should not involve use of university facilities, clerical support, or other resources.  In cases where a person would like to use university resources such as space or equipment, prior written approval must be granted from the appropriate dean or vice president.  The dean or vice president will consider all affected parties and evaluate any potential liability, and consult with appropriate university personnel before the use is authorized.  In no cases should this activity limit access for UD students or operations, and in most cases, adequate compensation should be paid to the University for their use.  The university reserves the right to deny this use at any point without regard to any prior approvals.

4.    Outside consulting and other services are not to be performed for individuals or organizations including institutions of higher education which compete with the university, or for an organization which competes with another organization for which the university is already performing the same services or pursuing the same research.  This would involve a “conflict of interest” for the university and the staff member. 

5.   Outside consulting, employment, and business ventures are private endeavors and the distinction from the university must be clear.  For example, university letterheads or university computer resources are not to be used, nor should the university be identified in any other way in outside employment.  The name of the university is not to be used in publicity or promotion of a product or service without the express written authorization of the responsible officials of the university.

6.    Extra compensation is sometimes permitted for personnel who give service within UD, but beyond the normal expectations of their job.  Most often this compensation should be made to the department, to provide funds to be directed by that person or for released time to perform the service.  Whether paid to the department or to the employee, arrangements for this additional compensation must always be approved through the direct supervisor and at least one additional level for the employee.

7.    Full-time UD employees who are employed for less than 12 months per year are free to work independently in outside activities during non-working periods as long as it does not violate the Conflict of Interest Policy nor damage the university or its reputation, and complies with this policy as written.

See also the “Conflict of Interest in Research and Outside Employment Policy,” Faculty Handbook, Section III.F.

Policies & Procedures Handbook for Professional & Support Staff

Alphabetic Index

General Information

   Historical Background

   Mission of the University

   Office of Human Resources

Employment

   Dignity of Persons Within the University Community & Standards of Behavior

   Affirmative Action & Equal Employment Opportunity

   Affirmative Action & Employment of Persons with Disabilities & Veterans

   Employment of Members of the Sponsoring Religious Communities

   Americans With Disabilities Act (ADA)

   Management Prerogatives

   Employment Records

   Employment Process

   Background Check Policy

   Identification Cards

   Promotion & Transfer Opportunities

   Promotion Policy - Professional & Support Staff

   Nepotism

   Duration of Employment

   Separation from Service

   Reduction in Workforce Policy

   Exit Procedures, Interview & Return of University Materials

   Telecommuting

   Government Security Program

Compensation Management

   Wage & Salary Administration

   Categories of Appointment and Pay Ranges

   Wage & Pay Changes

   Pay Procedures

   Overtime

   Payroll Deductions

   Hours of Work

   Lunch Period

   Rest Periods

   Procedures for Reporting Illness & Absence

Performance Management

Benefits

Learning & Development

Conduct & Ethics

Dispute Resolution

   Employee Grievance Procedure

   Sexual Harassment Policy

Human Resources Advisory Council

Personal Appearance & Attire

Confidentiality & Security of University Property

Conflict of Interest Policy

Intellectual Property Policy

Misconduct in Research & Scholarship

Outside Employment

Policy on Ethical, Legal, & Secure Use of Electronic Resources

Responsibilities Associated with Access to Electronic Records & the Administrative Computing System

University & Personal Property

Workplace Environment

AIDS - Position Statement & Guidelines

Alcohol - Serving of

Distribution or Sale of Materials & Solicitation of or by Employees

Drug-Free Workplace Position Statement

Environmental Safety, Hazardous Materials Management & Risk Management

Procedures to be Observed

   Ambulance Service

   Campus Safety

   Emergency Blue Light Phone

   Emergencies

      Automobile Accident

      Facilities Problems

      Fire Emergency

      Labor Disputes

      Weather Emergency

      Weather-Related Campus Closing

   Escort Service

   Illness/Injury During Work Hours

   Investigative Services

   Maintenance & Repair of Office Equipment

   Reporting Theft, Damage, or Accident/Injury

   Use of Offices Before or After Working Hours

Parking

   Permits for Persons with Disabilities

Public Service

Tobacco Policy

Violence in the Workplace

 


This site is maintained by the Office of Human Resources.  Direct questions to Stefanie.Rich@notes.udayton.edu.

University of Dayton
St. Mary's Hall Room 118
300 College Park
Dayton, OH 45469-1614