|Title:||Use of Students in Outside Employment|
|Policy Owner:||Office of Audit Compliance & Ethics|
|Applies to:||Faculty, Staff|
|Effective Date:||July 14, 2015|
|For More Information, Contact||Office of Audit, Compliance & Ethics|
|Contact Information:||(860) 486-2530|
Background and Reasons for the Policy: The Code of Ethics for Public Officials preclude public employees from accepting other employment which will impair the employee’s independence of judgment or otherwise create a conflict of interest.
Purpose of Policy: To provide guidance on the employment of students by faculty and staff for work external to the University.
Expected Institutional Outcome: Compliance with the Code of Ethics.
Applicability of Policy: All employees.
Policy Statement: Pursuant to Connecticut General Statute Section 1-84(b) of the Code of Ethics for Public Officials, a state employee may not accept other employment which will impair his/her independence of judgment as to his/her official duties or employment. Furthermore, in accordance with Connecticut General Statute Section 1-86 and the Regulations of Connecticut State Agencies Section 1-81-29, a state employee with a potential conflict of interest must inform his/her supervisor who shall assign the matter to another who is not subordinate to the individual with the conflict.
Potential conflicts may occur when a University employee hires a student in any non-University supported activity. Therefore, employees who choose to employ students in any non-University activity must obtain written approval from their Department Head/Dean/Director prior to employing the student. Faculty members who wish to hire a graduate student and who teach a course in which the student is enrolled, serve as a member of the student’s thesis or dissertation committee, or serve as the student’s advisor or the director of his or her thesis or dissertation research must also receive written approval from the Dean of the Graduate School. The University requires that each student receive a written offer of employment with a specific scope of work or job description, the rate of compensation and the expected hours of work. In addition, the student should receive a fair market value rate of pay.
Students have on-going recourse to the Provost who will consult with the Dean of the Graduate School (for graduate students) or the Vice Provost for Academic Affairs (for undergraduate students) in order to address any grievances that may arise during the term of the employment.
Failure to comply constitutes a violation of the State ethics code and University policy and is subject to disciplinary procedures of both.
Responsibilities: All employees.
Revised: 07/13/2015; 12/16/2014; 06/23/2008
New Policy: 03/01/2004