Use Of An Employees Association With The University For Financial Gain Or For Private Interest - Northern Michigan University

Purpose:

To establish a policy whereby NMU employees do not use his/her association with the University for financial gain or private interest.

Applicability:

All Faculty and Staff

USE OF AN EMPLOYEE'S ASSOCIATION WITH THE UNIVERSITY FOR FINANCIAL GAIN OR FOR PRIVATE INTEREST

POLICY

Endorsements

 No publication, statement, or activity, either on behalf of the University or by an individual in official capacity, shall for financial gain endorse any commercial product or service, either directly or by implication except as an appropriate part of the individual’s professional activity. The exception to this is when an employee speaks or acts as a private person and clearly avoids creating the impression that the employee speaks or acts on behalf of Northern Michigan University in any matter.

Requiring One’s Own Textbook, other Teaching Materials, or a Patented Product

 The receipt of royalties or similar profits by a faculty member for having written a textbook or other copyrighted or patented products to be used at Northern Michigan University is not prohibited.  A faculty member producing a textbook, other teaching materials, whether or not copyrighted, or other copyrighted or patented products prepared and designed for the use of any compulsory purchase by the students of Northern Michigan University shall subject the materials to normal departmental procedures.

Accepting or Granting Gratuities or Special Favors

 No employee of the University should accept gratuities or special favors from organizations with which the University may conduct business, under circumstances that might reasonably be interpreted as an attempt to influence the employee’s conduct within the scope of employment.  Also, no employee of the University should offer or give gratuities or special favors to employees of organizations with which the University may conduct business, under circumstances which might reasonably be interpreted as an attempt to influence the recipient’s conduct within the scope of employment.