May 1, 2019
UCalgary revises Code of Conduct to comply with provincial legislation
The University of Calgary has revised the Code of Conduct to comply with provincial legislation. The revised code was approved by the university’s Board of Governors on March 22, 2019 and is effective July 1, 2019.
The Code of Conduct provides a framework to guide ethical conduct, as well as the university’s expectations with respect to the behaviour of employees (including academic staff members, sessionals, postdoctoral scholars, adjuncts and other appointees); students; and volunteer appointees (members of the university’s Board of Governors or a committee of the Board of Governors, a member of the Senate, or a member of the Alumni Association Board of Directors). Members of the University of Calgary community have a responsibility to conduct university activities ethically and to comply with the Code of Conduct.
The most notable revisions to the Code of Conduct relate to concurrent employment and appointments, and to gifts and invitations to events and conferences.
Concurrent employment and appointments
Subject to a number of important exceptions, prior to accepting any concurrent employment or appointment for which an individual is entitled to receive remuneration, an employee (including a student who works for the university) must disclose the concurrent employment or appointment to their Senior Leadership Team (SLT) member. The concurrent employment or appointment will be reviewed by the SLT member to determine if it gives rise to an actual or perceived Conflict of Interest.
There are a number of exceptions to this reporting requirement, including:
- Any concurrent employment and any paid appointment of a student who is an employee of the university does not need to be reported if the concurrent employment or paid appointment is in the retail, hospitality or service industries.
- Any concurrent employment and any paid appointment of an academic staff member who does not hold a full-time position at the university does not need to be reported if:
- their position at the university is unpaid
- their concurrent employment/appointment is with another PSI
- they teach no more than two courses a semester at the university
- their concurrent employment/appointment requires them to be a member of a specified professional association which has a code of conduct and can discipline members for breach
- Any concurrent employment and any paid appointment of another employee (a non-academic staff member and a non-student), does not need to be reported if the concurrent employment/paid appointment requires them to work no more than 20 hours per week and those hours are not scheduled during the employee’s normal working hours at the university.
Volunteer appointees must also report concurrent employment and paid appointments and the person to whom they report is determined by their volunteer appointment.
To learn more about which concurrent employment and appointments must be reported and for a detailed list of exceptions, please see sections 4.12 to 4.22 of the Code of Conduct and associated FAQs.
Gifts and invitations to events and conferences
There are restrictions relating to the value of gifts from third parties (not the university) that may be accepted by employees and volunteer appointees. Restrictions on gifts do not apply to employees or volunteer appointees accepting gifts on behalf of the university. There are also restrictions on the value of invitations to events that may be accepted by employees and volunteer appointees.
The Code of Conduct also places limitations on the total value of transportation costs, registration fees, accommodations and related incidentals that may be gifted to an individual in connection with speaking at a conference.
The restrictions pertaining to gifts and invitations to events and conferences are outlined in sections 4.27 to 4.37 of the Code of Conduct and associated FAQs.
For more information, visit the HR website or contact your SLT member.