Minutes of a Regular Meeting, June 22-23, 2004 - Digital Collections

REGENTS’ POLICY MANUALSECTION 3—GENERAL POLICIESSTAFFThe policy for Norman Campus faculty with twelve-month contracts shall apply to the NormanCampus staff who are on the monthly payroll. Each vice president may stipulate a more restrictive policypertaining to staff within their administrative areas.With prior written approval, such individuals may engage in professional activities for extraremuneration (within the University or from outside sources or in any combination of the two) to amaximum of 25% of their twelve-month full-time professional effort, but they may not receive extracompensation for teaching in summer terms or for performing sponsored research.Norman Campus staff who are on the fixed payroll shall request approval of outside employment on aform, “Request for Permission to Engage in Outside Employment,” available from the Office of HumanResources. All activities performed inside the University for extra compensation must be arranged, asregular assignments are, with the agreement of the appropriate department head, dean where applicable,and Senior Vice President and Provost.GENERALIf this policy creates a demonstrable hardship for a University program or employee, exceptions canbe granted by the President in response to a written request.The base period for the policy is September 1 through August 31.(RM, 6-12-75, pp. 13478-80; 7-12-77, pp. 14537-39; 1-27-2004, p. 28868)3.1.10—NEPOTISMExcept as prohibited by the laws of the State of Oklahoma, relationship by consanguinity (blood) orby affinity (marriage) shall not, in itself, be a bar to appointment, employment, or advancement by theUniversity or, in the case of faculty members, to eligibility for tenure. The University recognizes,however, that there is an inherent conflict of interest when an employee makes hiring, promotion, orsalary decisions about a family member, although there may be extremely rare circumstances when thepotential benefit to the University in having an employee supervise a family member outweighs thepotential harm.Therefore, no two persons who are related by affinity or consanguinity within the third degree shallbe given positions in which either one is directly responsible for making recommendations regardingemployment, promotion, salary, or tenure for the other; nor shall either of two persons so related whohold positions in the same budgetary unit be appointed to an executive or administrative position in thatunit or to a position involving administrative responsibility over it, as long as the other person remains inthe unit, without first receiving a waiver that has been recommended by the Senior Vice President andProvost, or the appropriate vice president, and approved by the Board of Regents. In recommending thewaiver, the Senior Vice President and Provost or the appropriate vice president must make a writtenstatement of the facts that have led him/her to conclude that the benefit to the University in granting thewaiver outweighs the potential harm. In addition, the Senior Vice President and Provost or theappropriate vice president must propose in writing a means by which a qualified, objective person,unrelated to the employee at issue, shall make performance evaluations and recommendations forTHE UNIVERSITY OF OKLAHOMA 175