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The
University
of
Dayton
recognizes that there are opportunities for professional and academic
enrichment from the experience and contacts acquired by activities off campus.
When considering the opportunities for outside consulting or employment,
many factors need to be considered. 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 exempt employee will use the following guidelines and will
seek the input and approval of the direct supervisor in cases where there can be
any question about an activity.
- The reputation of the University may rise or fall,
depending upon the performance of the UD employee, even though the
University may not be involved in the personal agreement.
- Outside consulting or other work should not infringe
upon the proper and complete performance of the member’s duties 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, but in no cases can the
time 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.
- 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 any 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.
- 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.
- Outside consulting, employment, and business ventures
are private endeavors and the
distinction from the University must be clear.
For example, University letterheads 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.
- 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.
- Full-time exempt UD employees who are employed for
less than 12 months per year are free to work independently in outside
activities during non-contracted periods as long as it does not violate the
Conflict of Interest Policy nor damage the University or its reputation.
See also the “Conflict of
Interest in Research and Outside Employment Policy,” Faculty Handbook,
Section
III, F.
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