FACULTY HANDBOOK July 2009 - Morgan State University

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PAGE 48 * Morgan State University Faculty Handbook2.15. Use of University ResourcesUniversity resources shall not be used in rendering consulting services unless therehave been prior arrangements with the responsible administrator for reimbursement.There must be a written identification of the costs, and agreement specifying whenthe costs will be reimbursed.I. Conflict of Interest and Conflict of CommitmentA. DefinitionA conflict of interest arises when a faculty member influences, or is in aposition to influence, the institution's decisions for personal financial gain orbenefit. A conflict of commitment situation arises when outside activitiessubstantially interfere with the person's obligation to students, colleagues, orthe institution.B. Procedures for Resolving Issues of Conflict of InterestAny faculty member or professional staff member engaged or seeking to beengaged in consulting work who has reason to believe that there may be aconflict of interest, or the appearance of a conflict of interest, should:1. Inform the Department Chair or responsible administrator of thepossible conflict;2. Consult the State Ethics Commission for an official opinion. The StateEthics Commission has the sole authority to interpret the State EthicsLaw.3. The Department Chair or responsible administrator may suspendconsulting work pending an opinion by the State Ethics Commission.2.16 Limitation on Outside EmploymentThe University reserves the right to limit outside employment where a supervisor imposessuch a limitation as part of a plan to remediate employee job performance deficiencies, orwhere the President’s designee determines that an employee’s outside activities constitutea conflict of interest or conflict of commitment. A waiver may be granted by the Presidentin unusual or exceptional circumstances. A written request for a waiver should be made tothe Department Chair, the Dean, the VPAA and to President or President's designee forfinal review and approval. The request should contain a detailed explanation of services tobe rendered and an explanation of the unusual circumstances which may warrant a waiverof the normal policy.2.17 Endorsement of the UniversityA faculty member or professional staff member shall not convey through hisor her outside work an endorsement by the University of the recommendations or results.The faculty member must include a statement in any document which reports the results orrecommendations of the consulting activities that the contents of the report orrecommendation are not those of Morgan State University.A. No individual shall enter into an agreement for consulting services whichconflicts with the University's policies on intellectual property without theexpress written consent of the President.
PAGE 49 * Morgan State University Faculty Handbook2.18 External Teaching. See Policy on Teaching Outside the Home Institution by Full-time Faculty, page 158.Approved by the Board of Regents March 20, 19962.19 Policy on Compensation for Assigned Administrative Duties2.20 LeaveWhen a faculty member takes on responsibilities of an administrative nature,he/she may be compensated at a higher level for such administrative duties.However, when the individual is no longer performing the additionaladministrative responsibilities and returns to his/her previous duties, the salaryshall be adjusted accordingly, commensurate with increases that may haveoccurred had the faculty member remained in the teaching position. In otherwords, when a faculty member no longer performs the assigned administrativeresponsibilities, his/her salary may be adjusted accordingly.2.20.1 Annual LeaveA faculty member having 9½- and 10- month appointments shall not beeligible for annual leave.2.20.2 Sick LeaveTen month faculty earn 12.5 days of sick leave during the academic year; 9½monthfaculty earn 11.87 days per year. Sick leave balances are maintained inthe Office of Human Resources. Faculty are required to submit a bi-weeklyabsence report which indicates attendance and use of sick leave. Absence reportsmust be submitted in order to earn sick leave credit. The use of three (3) ormore consecutive days of sick leave requires medical documentation..University employees are required to notify their supervisors of absences due toillness. Daily notification is required unless an employee has informed thesupervisor in advance that sick leave will be used for a set period of time.Employees who become ill while on approved leave must provide medicaldocumentation to support the use of any sick leave. Otherwise, the leave willremain as requested.Pursuant to the Family or Medical Leave Act, employees may take a maximumof 12 weeks sick leave if they are ill or caring for chronically ill family members.Unused sick leave is forfeited at the end of employment at the University, unlessthere is a transfer to another Maryland State government agency, in which casethe sick leave balance transfers or if they retire and in system they will get creditfor it. . If a faculty member belongs to the Maryland State Teachers RetirementSystem or the Maryland State Pension System and retires under one of thesesystems immediately upon leaving State service, unused sick leave is creditedtoward retirement which in turn increases the individual’s retirement benefit.Unused sick leave, however, cannot be utilized to retire early.
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FACULTY HANDBOOK July 2009 - Morgan State University

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