Ethics Policy

THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THE DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT.

Departmental Responsibility: Office of Human Resources
Topic: Ethics
Policy: Ethics
Effective:
Last Revised Date: November 09, 2011

Ethics

Clemson University expects that its employees will consistently render loyal and efficient service in accordance with all federal and state regulations as well as University policies. Moreover, it is expected that employee conduct will not reflect unfavorably on the University. Some of the basic responsibilities which are common to all positions include being reliable in attendance, returning promptly from lunch and rest periods, and notifying the supervisor immediately when unable to be at work.

Confidentiality of Information:

Except as specifically authorized to do so, employees will not disclose any official information of which they have knowledge, which is of a confidential nature, which represents a matter of trust, and/or which comes into their possession as a result of their employment with Clemson.

Conflicts of Interest:

Conflict of interest is defined as any action or situation in which an individual's personal or financial interest or that of a member of his household might conflict with the public interest. Per SC HR Regulation 19-701.06 – Ethics Act - No employee may accept any work or compensation that could be reasonably construed as a conflict of interest. Acceptance without proper prior approval of work assignment or compensation that is found to be a conflict of interest may be grounds for disciplinary action or termination. The propriety of an employment situation or compensation for services rendered shall be considered by all parties concerned. Review by Clemson University’s General Counsel, Counsel from the Office of the Attorney General or the State Ethics Commission may be necessary to make such determinations.

Nepotism:

Per SC HR Regulation 19-701.06 – Ethics Act- No public official, public member, or public employee may cause the employment, appointment, promotion, reassignment, transfer, or advancement of a family member to a State or local office or position in which the public official, public member, or public employee supervises or manages. Family member means an individual who is (a) the spouse, parent, brother, sister, child, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparent, or grandchild, or (b) a member of the individual's immediate family. Immediate family is defined as follows:

• A child residing in a candidate's, public official's, public member's, or public employee's household;
• A spouse of a candidate, public official, public member, or public employee; or
• An individual claimed by the candidate, public official, public member, or public employee or the candidate's, public official's, or public employee's spouse as a dependent for income tax purposes.
• A public official, public member, or public employee may not participate in an action relating to the discipline of the public official's, public member's, or public employee's family member.

Related Documents:

State HR Regulations: 19-701.06: Ethics Act

SC Code of Laws Title 8 Chapter 13: Ethics, Government Accountability, and Campaign Reform