Principles of Ethical Conduct
Conflicts of Interest and Outside Employment
Appropriate outside activity for a faculty member which enhances his or her performance of duties in the teaching staff is encouraged as furthering the interest of both the individual and the University. Consulting, professional performance and other appropriate outside activities can contribute to the effectiveness of the faculty member as a teacher and as a productive scholar, and can meet the institution's obligations of public service. Policies and restrictions regarding external employment are outlined in TAMUS Policy 31.05 and System Regulations 31.05.01, 31.05.02, and 31.05.03.
Faculty carry the prestige of the University with them in all places and at all times, and they have a responsibility to protect and preserve that prestige in all actions and utterances. Exercise of professional integrity by a faculty member includes recognition that the public may judge his or her profession and institution by statements made by the faculty member. Therefore, when speaking or acting as a private person, the faculty member should strive to be accurate, to exercise appropriate restraint, to show respect for the opinion of others, and to avoid creating the impression that he or she speaks or acts for the college or University.
A faculty member desiring to engage in outside activity relevant as described above, whether paid or not, shall, previous to making a firm commitment in this matter, submit a "Plan for Continuing Outside Activity." Unless advised to the contrary in writing, the faculty member may consider the plan operative. If a faculty member intends to receive credit on the Professional Performance Profile for a continuing activity, he or she must have submitted the appropriate "Plan." All authorizations terminate on August 31 of each year.
It is presumed that the professor's presence at assigned classes and at posted office hours is of considerable importance to the University and the students; any serious failure to meet these obligations will adversely affect the performance legitimately expected of a full-time faculty member. As a practical guideline in this matter, however, it is presumed that such additional responsibilities may be approved if the professor's absence from a regular class meeting during a given semester for the purpose of outside public activity (but for which adequate alternative plans are made) does not exceed the number of times that class is scheduled to meet in a week of that semester. The Provost may make exceptions to this rule.
Faculty members should consider that outside public activity in excess of an average ¼ time load may adversely affect professional performance. Outside employment by or consulting work through a firm or company in which the employee is a principal owner is also governed by this policy.
No employee of the University shall use for his or her own personal benefit or pleasure any property of the University, except books from the Library and other such items of well-established usage. Property and equipment of all types, either owned by the University or entrusted to the University by others, are to be used only for official business. Should there be a need to use property or equipment off campus, for official purposes, the off campus property use permit must be completed and approved. Personal telephone calls are not to be charged to official telephones.
All personnel of Texas A&M International University shall conform in every respect to the laws of the state of Texas relative to their employment. Each employee must understand the Standards of Conduct of State Officers and Employees adopted by the Legislature of Texas (outlined below) and of the specific matters of conduct stated in the General Appropriations Act.
The following rules are cited from the Standards of Conduct of State Officers and Employees (Section 572.051 of the Texas Government Code):
"A state officer or employee should not:
(1) accept or solicit any gift, favor, or service that might reasonably tend to influence the office or employee in the discharge of official duties or that the officer or employee knows or should know is being offered to him with the intent to influence the officer's or employee's official conduct;
(2) accept other employment or engage in any business or professional activity that the officer or employee might reasonably expect would require or induce the officer or employee to disclose confidential information acquired by reason of the official position;
(3) accept other employment or compensation that might reasonably be expected to impair the officer's or employee's independence of judgment in the performance of the officer's or employee's official duties;
(4) make personal investments that could reasonably be expected to create a substantial conflict between the officer's or employee's private interest and the public interest; or
(5) intentionally or knowingly solicit, accept, or agree to accept any benefit for having exercised the officer's or employee's official powers or performed the officer's or employee's official duties in favor of another."
The fundamental responsibilities of faculty members as teachers and scholars include maintenance of competence in their field of specialization and the exhibition of professional competence in the classroom, studio, or laboratory, and in the public arena through activities such as discussions, lectures, consulting, performances, exhibitions, publications and participation in professional organizations and meetings. (TAMUS Policy 12.01 Section 2.1).
Faculty members should be professional in their conduct in the classroom and in their relationships with students. They should maintain respect for the student and for the student's posture as a learner and should be appropriately available to students for consultation on course work. (TAMUS Policy 12.01 Section 2.5).
Civil Rights / Title IX
Texas A&M International University (TAMIU) does not discriminate or permit harassment against any individual on the basis of race, color, sex, religion, national origin, age, disability, genetic information, veteran status, sexual orientation, or gender identity in admissions, educational programs, or employment.
Title IX of the Education Amendments of 1972 specifically prohibits discrimination based on sex in educational programs and activities. As such, TAMIU strictly prohibits all forms of sex discrimination, sexual harassment, and related retaliation. Any person (student, faculty, administrator, staff, or guest) who believes that discriminatory practices have been engaged in based on sex may discuss their concerns and file a complaint of possible violations of Title IX with the TAMIU Title IX Coordinator (contact information below) or with the Office of Civil Rights (Dallas Office), U.S. Department of Education, 1999 Bryan Street, Suite 1620, Dallas, TX 75201-6810, (214) 661-9600.
YOUR RESPONSIBILITY TO REPORT: All TAMIU employees and students are responsible for ensuring their work and educational environments are free from sex discrimination, sexual harassment, and related retaliation. When alleged or suspected sex discrimination, sexual harassment, or related retaliation is experienced by, observed by, or made known to an employee, the employee is required to promptly report that information. More information is available in System Policy 08.01, Civil Rights Protections and Compliance and System Regulation 08.01.01, Civil Rights Compliance.
In accordance with System Regulation 07.05.01, Consensual Relationships, TAMIU is committed to maintaining work and educational environments that are free from conflicts of interest, favoritism, and abuse of authority. The following explains requirements regarding consensual relationships. If you have questions or need assistance regarding consensual relationships, please call the Compliance Office at 326-2855.
Employee and Undergraduate Student Relationships – As stipulated in Section 3 of the Regulation, full-time and part-time employees (**see note), including graduate assistants, are prohibited from pursuing or having a consensual relationship with an undergraduate student. (**NOTE: Student workers are excluded. “Student worker” is defined as a part-time employee who is also a currently-enrolled student.) Exemptions may be granted in exceptional circumstances and only by the President. Written documentation is required and is placed in HR file. A consensual relationship in violation of Section 3 may result in disciplinary action against the employee, up to and including dismissal.
Individuals Under Employee’s Authority or Supervision – As stipulated in Section 4 of the Regulation, a consensual relationship is prohibited between an employee and other individual (graduate student, staff, administrator, faculty, third party) who is under the employee’s authority or supervision. Authority or supervision means “authority over any term or condition of the other individual’s employment or academic status; job duties making the employee directly or indirectly responsible for the other individual’s hiring, supervising, evaluating, teaching, coaching, grading, advising, mentoring, or providing benefits to or obtaining benefits from the other individual, including employment.” The employee with the authority or supervision must notify their immediate supervisor to discuss alternate arrangements. The immediate supervisor must report the alternative arrangements to the President. Written documentation is required and is placed in HR file. An employee’s failure to promptly self-report a consensual relationship or to remedy through approved alternative arrangements may result in disciplinary action, up to and including dismissal.
Political Activity
Subject to some restrictions, faculty may seek and hold local elective office and non-elective state and federal office so long as it benefits the state of Texas (or is required by state or federal law) and does not conflict with the faculty member's responsibilities at TAMIU. All employees have the rights of freedom of association and political participation guaranteed by the state and federal constitutions. Employees are allowed time to vote in public elections without losing pay or leave time. The use of official university authority to influence a political campaign is forbidden; use of TAMIU funds and facilities for political activity is extensively restricted. Rights and restrictions concerning political activity are detailed in TAMUS Policy 7.03 and TAMUS Regulation 7.03.01. Faculty wishing to involve themselves in political campaigns are urged to read the policy and the regulation in detail.
External Relations
Except as explicitly stated elsewhere in this document, communications channels are the lines of authority presented in the Organization Chart (see https://www.tamiu.edu/adminis/vpfinance/documents/ OrganizationalChart050815.pdf).
Publicity for Faculty Activities
Using their standard policies and procedures, the Office of Public Information should disseminate publicity for all University activities. All items will be submitted to media outlets, but their use is not guaranteed.
Grant policy is disseminated through the offices of the Deans of the colleges.
Use of Institutional Letterhead, Trademarks, Trade Names
Personal use of institutional letterhead, trademarks, and trade names is not allowed. However, faculty members are entitled to use the institutional letterhead, trademarks, and trade names for professional activities. Only official institutional letterhead, trademarks, and trade names are to be used. Faculty and staff of TAMIU are not authorized to design their own. The resolving authority concerning legitimate use of the institutional letterhead, trademarks, and trade names is the Office of the Vice-President for Institutional Advancement.
Fund raising is encouraged, but it must be coordinated through the Office of the Vice-President for Institutional Advancement.