Faculty Code of Conduct

As academic professionals, ethics, integrity and honesty characterize our actions, we actively participate in the advancement of knowledge through teaching, research and service. While we carry out our obligations within legal regulations and internal policies of the College, we realize that our behavior must also be governed by reasonable expectations of our students, colleagues, and the community that we serve. In particular:

For Students
The primary responsibility is to educate students and to prepare them for lifelong learning, which is imperative for a successful career. Thus, we: 1) Provide them with a class environment free from bias and cultural prejudice, 2) Interact with them professionally; assess them in a non-capricious manner, 3) Provide them with prompt feedback on their achievements, 4) Serve as role models of professional conduct.

For Colleagues
The colleagues including administrative support staff are essential to institute development and mission. Thus, we: 1) Treat each other with respect, 2) Value and protect intellectual work, 3) Encourage all our colleagues to engage in positive and respectful behavior toward one another, 4) Refrain from malicious gossip about our colleagues, 5) Support a professional work environment for our colleagues. We support the administrators who are committed to our lifelong professional and personal development. Thus, we: 1) Provide prompt and honest feedback to their initiatives, 2) Work with them to accomplish the Colleges mission and goals, 3) Treat them with professionalism, 4) Evaluate their performance in a fair and non-capricious manner.

For Community
We support our community-at-large. Thus, we: 1) Provide them with programs that are relevant, accessible and high quality, 2) Promote good citizenship by participating in volunteer work.

Code of Professional Practice This Code of Professional Practice promotes professional behaviour for Members of The College. Central to the Code are respect for the individuality of the learner, and recognition of the collaborative nature of the profession of learning and teaching. Members of The College of Teachers agree to abide by The College's Code of Professional Practice by which they will: 1. Conduct themselves at all times with integrity in the discharge of their duties according to law and this clause overrides all others, so that where there is conflict, this clause shall prevail; 2. Maintain high standards of personal behaviour at all times and to do nothing to bring themselves, The College or the profession into disrepute; 3. Take personal responsibility for the establishment and maintenance of good relations with other professional, public and private bodies; 4. Maintain the integrity of the profession in public and in the media; 5. Take no improper action which might injure or malign the reputation of other professionals; 6. Respect the rights of the individual; 7. Respect the wishes and aspirations of parents, guardians and careers of pupils and students; 8. Maintain the strict confidentiality of personal information; 9. Ensure, as far as is possible, that individual pupils and students, and groups of pupils and students, achieve their full educational potential; 10. . Exercise professional judgment in furthering the resolution of educational problems; 11. . Refrain from any acts that may cause teachers and pupils harm; 12. . Take no advantage of a position of authority with a pupil or student for personal, political or other purposes; 13. . Further the development of professional skills, knowledge and attitudes in themselves and colleagues; and 14. . Ensure positive collaboration with those in educational and other institutions, authorities, examination boards and other specialist bodies.

Faculty and Academic Professional Staff Code of Conduct

Recognize and accept our responsibility as advisers, teachers, and mentors. Maintain excellence in teaching, research, and service. Provide accurate and complete academic and career guidance to our academic advisees. Provide updated and timely knowledge to students. Model the behavior and attitudes we want from our students. Encourage positive student-faculty communication. Acknowledge and value the contributions students make to the college. Accommodate reasonable requests by students with varying academic and professional needs.

With respect to colleagues, we will...

Work collaboratively and cooperatively to help the college accomplish its mission. Respect differences in research, teaching, and opinion. Support colleagues in their academic endeavors. Communicate with colleagues in a professional manner.

With respect to the college, we will...

Recognize and accept our responsibilities as members of the College of Business. Teach coursesold and newthat meet our departments curricular needs. Promote our departments, college, university, and disciplines to others. Engage in scholarly activity at the level necessary to maintain our professional AACSB qualification. Be on-campus during the workweek for meetings with colleagues and students. Represent the College of Business in a positive manner to others.

With respect to community, we will...

Contribute time and talent to the university, and our local and professional communities. Bring the community and students together.

The Code of Conduct outlines principles, policies and some of the laws that govern the activities of the college and to which our employees (faculty, staff and students) and others who represent the college must adhere. The Code provides guidance for professional conduct. The success and reputation of the college in fulfilling its mission depends on the ethical behavior, honesty, integrity and good judgment of each member of the community. All employees (faculty, staff, and students) and other individuals representing the college are expected to inform themselves about and comply with college policies and regulations pertaining to them. Sources include, for employees, the Administrative Staff Handbook and relevant union agreements and for faculty, the Code of Faculty Legislation and Administrative Practice, the Policy of Appointment, Reappointment, Promotion and Tenure and the document on Funding for Faculty Development.

Accuracy of Records and Reporting Antitrust Compliance with Laws and Regulations Compliance with Contractual, Grant and Other Obligation Computer Use and Copyright Conflicts of Interest Confidential Information Consequences of Violations Drug-Free Workplace Ethical Conduct Fair Employment Practices and Diversity Gifts and Gratuities Harassment and Intimidation Internal Controls Lobbying Nepotism Obligation to Report Suspected Violations Safeguarding/Protecting Assets Safety in the Workplace

Accuracy of Records and Reporting The records, data and information owned, used and managed by the college must be accurate and complete. The accuracy and reliability of financial reports is of vital importance to the business operations of the college. Therefore, all employees and individuals representing the college must record, allocate, and charge revenues and costs accurately and maintain supporting documentation as required by established policies and procedures. See also the Travel and Entertainment Expense Policy. Antitrust

Faculty and staff may not share information with other entities (e.g., higher education institutions) in matters affecting the financial or administrative decisions of the college for the purpose of encouraging joint decision-making which may violate antitrust laws. Compliance with Laws and Regulations Employees and individuals representing the college must transact college business in compliance with all federal, state, and local laws and regulations related to their positions and areas of responsibility. All employees and individuals representing the college should recognize that noncompliance may have adverse financial and other consequences for them and for the college. Individuals are responsible for keeping current with changes in applicable laws and regulations, and managers and supervisors are responsible for monitoring compliance in their areas. Compliance with Contractual, Grant, and Other Obligations The college frequently enters into contractual and other formal obligations with outside entities. These obligations may include, but are not limited to, research and other grants and contracts, commercial contracts, software licenses, gift indentures, and memoranda of understanding. All employees and individuals representing the college are expected to act in good faith and adhere to all obligations assumed by the college. See the Contracting Guidelines and the Policy on Signature Authority on the web site of the General Counsel and the Code of Conduct for Smith College Vendors and Institutional Purchasers on the web site of the College Council on Community Policy. Computer Use and Copyright The college provides computer resources, including office computers, individual computer accounts, electronic mail, and remote access to administrative information systems, to faculty and staff for their use while engaged in college business. The college has established policies for the use of these resources and expects community members to be familiar with and abide by them. Community members are required by the college to comply with the copyright law as it applies to print and electronic materials and be familiar with the principle of fair use. See the Copyright Policy, Policy on the Acceptable Use of Computer Resources, Electronic Mail Policy, and the Remote Access Policy for Administrative Information Systems. Conflict of Interest All employees and individuals representing the college should strive to avoid the perception of or actual conflicts of interest that might compromise their

integrity and objectivity. Conflicts, including those of a financial, personal, or professional nature, must be disclosed. Members of the community should strive to eliminate or manage such conflicts in an appropriate manner. See the Conflicts of Interest Policy in Section 105 the Staff Handbook. Note: Members of the colleges Board of Trustees and investment committee as well as officers of the college must disclose any and all conflicts. Confidential Information Members of the college community (including former employees) may be privy to confidential information. Such information may relate to students, job applicants, employees, finances, intellectual property, research sponsors or future planning. All confidential information should be protected by safeguarding it when in use, storing it properly when not in use, and discussing it only with those who have a legitimate business need to know. An employee should never release any confidential information without clearance from her or his department head. Questions regarding the release of confidential information should be directed to the department head or the Office of Human Resources. Consequences of Violation Material violations of this Code, of federal, state, or local laws and regulations, or of related college policies and procedures may carry disciplinary consequences up to and including dismissal. Drug-Free Workplace The college is committed to providing a healthy and productive work environment for all members of the community. See Alcohol and Drug Problems in Section 211 of the Staff Handbook, the College Policy on Alcoholic Beverages, the Smoking Policy and the Policy on Substance Abuse and Substance Use. Substance Abuse and Substance Use Policy Ethical Conduct All employees and individuals representing the college should conduct themselves ethically, honestly and with integrity. They should act with due recognition of their positions of trust and loyalty to the college and its students. When in doubt about the propriety of a proposed course of action, they should seek counsel from colleagues, supervisors, or administrators who

can assist in determining the right and appropriate course. Also, see the Whistle-blower Policy. Whistle-blower Policy Fair Employment Practices and Diversity The college believes that diversity in our faculty and staff is critical to our success as a global institution, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. Advancement at the college is based on performance. We are fully committed to equal employment opportunity and compliance with the full range of fair employment practices and nondiscrimination laws. In addition, retaliation against individuals for raising claims of discrimination is prohibited. Gifts and Gratuities To avoid undue influence in decisions related to contractual relationships with vendors or others, all employees and individuals representing the college should not personally accept any material gift, gratuity, or other payment, in cash or goods, of $25 or greater, from a vendor currently doing business with the college or seeking to do so. If questions arise about the materiality of a proposed gift or gratuity, the proposed recipient should seek advice from the Controller or General Counsel. Note: Members of the colleges Board of Trustees and investment committee as well as officers of the college comply with a similar policy. Harassment and Intimidation The college prohibits sexual or any other kind of harassment or intimidation, whether committed by or against a student, faculty member, supervisor, coworker, vendor or visitor. Harassment has no place in our community, whether based on a persons race, sex, color, creed, religion, national/ethnic origin, age, handicap, sexual orientation or disabled veteran/Vietnam-era veteran status. See also the Policy on Sexual Harassment in Section 104 of the Administrative Staff Handbook and the Statement of Principle on Sexual Relationships between Faculty and Students in the Code of Faculty Legislation and Administrative Practice. Internal Controls Internal controls are a keystone of sound business practices. These controls include adequate segregation of duties, diligent application of preventive and detective control systems, and conscientious compliance with authorization, reporting, and other established practices. Internal controls are critical to

ensure efficient operations, strong fiscal management, accurate financial reporting, asset protection, and compliance with laws and regulations. All employees and individuals representing the college are expected to maintain and support the colleges internal control structures. Lobbying Smith encourages every employee to take an active interest in government processes. Any participation in a political process, however, is to be undertaken as an individual not as a representative of Smith. Employees must be specifically authorized to undertake any lobbying activities on behalf of Smith, including attempts to influence the passage or defeat of legislation. See also the Political and Campaign Activities Policy on the Web site of the College Council on Community Policy and the Solicitation Policy in Section 108 of the Staff Handbook. Nepotism The college does not prohibit the employment of individuals with significant relationships within the college community. It does, however, prohibit the supervision of an employee by an individual with a significant relationship who has or may have the ability to influence wages, promotion, work assignments or other working conditions. See the Conflict of Interest, Employment of Relatives Policy in Section 105 of the Administrative Staff Handbook and the Policy of Appointment, Reappointment, Promotion and Tenure. Obligation to Report Suspected Violations Faculty, staff and students are strongly encouraged to promptly report suspected violations of these standards, of laws and regulations, or of related college policies and procedures, to their supervisor, the Associate VP of Human Resources and Administrative Services, the Provost/Dean of the Faculty, the Director of Institutional Diversity, the Controller, or the Secretary to the Board of Trustees, depending upon the nature of the violation. Individuals who supervise others should ensure that their direct reports have received adequate instruction with respect to their obligations under this Code. Also see the Whistle-blower Policy. Whistle-blower Policy Safeguarding/Protecting Assets All employees and individuals representing the college are responsible for safeguarding the tangible and intangible assets of the college under their control. College assets, including those from the government and donors, must

not be used for personal benefit. Assets include cash, securities, business plans, customer information, vendor information, intellectual property, and physical property. Employee actions in the course of their work should reflect and be consistent with the colleges tax-exempt status. Safety in the Workplace The safety of people in the workplace is a primary concern of the college. The college must conduct its activities with all of the necessary permits, approvals, and controls, especially in regards to the handling and disposal of hazardous and regulated materials and waste. All employees and individuals representing the college who work with or around these materials must be familiar with all rules, regulations, and policies that apply to them. See the Campus Pet Policy on the Web site of the Cross-Campus Safety Committee.