Lamar Institute of Technology (LIT) is committed to the highest standards of ethics and integrity in an effort to provide the public with the utmost level of confidence in our organization, educational services, administrative business processes, and financial data. The Institute is in a position of trust with respect to many external organizations and agencies. Accordingly, all institutional personnel have a responsibility to the government, donors, and parents and students to use the College's funds prudently, ethically, and for the purposes for which they are designated. Ethical conduct has been and continues to be the foundation of our institution. To that end, the Institute has adopted the following Code of Ethics that must be followed by all administrators, faculty, and staff members.

Preamble
Ethics and integrity are the responsibility of each individual. Therefore, every member of the faculty and staff, and any other persons acting on behalf of the College, is responsible for ethical conduct consistent with this Code and the Institute’s policies. College executives and account managers must assume responsibility for ensuring that their conduct, and the conduct of those they supervise, complies with this Code. Business activities undertaken on behalf of the Institute with the public, the government, vendors, students, and one another must reflect the highest standards of honesty, integrity, and fairness. Each individual must be especially careful to avoid even the appearance of misconduct or impropriety.

Integrity
All employees must:
•    Perform their work with honesty, objectivity, diligence, and responsibility.
•    Act with a high level of prudence and due professional care avoiding any real or apparent conflicts of interest.
•    Act in good faith without misrepresenting material facts or allowing their independent judgment to be subordinated.
•    Accord respect to self and others and accept responsibility for all actions.
•    Observe the law and make disclosures expected by the law.
•    Not knowingly be a party to any illegal activity or engage in acts that are discreditable to the Institute.
•    Comply with all institutional policies and procedures.
•    Proactively promote ethical behavior amongst peers, in the work environment, and the community.
•    Exercise responsible use and control over all institutional assets and resources.
•    Respect and contribute to the legitimate and ethical objectives of the Institute.
•    Accept and respect diversity in our community and adherence to the Institute’s Affirmative Action and Nondiscrimination policy.

Gratuities and "Kickbacks"

Institutional personnel shall not use their position to secure special privileges for themselves or their close relatives (see definition below under "Nepotism"). Employees shall not give, offer or promise anything of value to anyone to enhance relations with that individual or their firm, regardless of whether that individual is in a position to influence any decisions with respect to the Institute or its activities. This includes, but is not limited to, entertainment, meals, refreshments, gratuities or gifts, loans, rewards, compensation, or other monetary remuneration. This also applies to all contractors, subcontractors, and/or vendors for the purpose of improperly obtaining or receiving favorable treatment. Nor shall any university personnel solicit or accept anything of value from any government official, contractor, subcontractor, vendor or others for such a purpose.

Conflict of Interest

All employees must ensure that no conflicts of interest exist. The Institute administration has an obligation, in accordance with Board Statutes, to ensure that staff members avoid conflicts of interest and to assure that the activities and interests of its employees do not conflict with their obligations to the institution or its well‑being. A conflict of interest arises when staff members place themselves in a position where they could use their position to create benefits for their private interests or to give improper advantage to others. When a staff member has a significant interest in, or a consulting arrangement with, a private business concern, it is important that they avoid conflicts of interest. Staff members are encouraged to direct inquiries relative to conflict of interest concerns to their unit director and/or division executive officers. In those situations where a possible conflict of interest may occur, management shall take action which may include relieving the employee of the assignment and assigning the matter to another qualified employee who does not have a conflict of interest.

LIT requires all management personnel to complete a "Conflict of Interest Annual Disclosure Report". This questionnaire is to be completed no later than January 31 of each year and submitted to the respective vice president. After review by the vice president, completed questionnaires shall be filed with the President's Office by February 15 of each year. For additional information regarding this policy, please refer to Institute Policy, "Conflict of Interest Disclosure ".

Conflict of Commitment

With the acceptance of a full‑time position at LIT, every employee is expected to accord the Institute their primary professional loyalty and to arrange outside obligations, financial interests, and activities so as not to conflict with their overriding commitment to the Institute. All part-time employees are expected to accord the Institute said loyalty during such times as set forth in respective contracts. Consultants are also expected to arrange their outside obligations and activities so as not to conflict with their contracted commitment to the Institute.

A conflict of commitment occurs when an employee's involvement in external activities adversely affects their capacity to meet their primary obligation to the Institute due to a perceptible reduction of the individual's time and energy devoted to university activities.

Departments may permit certain outside activities, with appropriate notice to and written approval by the appropriate department head, so long as these endeavors do not interfere with an employee's obligations to the Institute.

Nepotism

Blood or marital relationships with other institutional staff members are not regarded as a deterrent to appointment, reassignment or continuance in a present position. Close relatives may not be employed where one is in a position of influence over another. Close relatives include husband or wife, parent or child, sons-in-law, daughters-in-law, brothers or sisters. A position of influence exists in instances where selection for employment and judgments concerning performance, compensation, status, fitness for promotion or discipline/discharge require the action of one person with respect to the other.

Confidentiality

Security and confidentiality of university records are matters of concern for all staff with access to manual or computerized information and files. Each person working with institutional information holds a position of trust and must recognize the responsibilities of preserving the security and confidentiality of the information. Since a person's conduct, either on or off the job, may threaten the security and confidentiality of the information, any employee or person with authorized access to the system is expected:

•    Not to make or permit unauthorized use of any information or files.
•    Not to seek personal benefit or permit others to benefit personally by any confidential information which has come to them through their work assignment.
•    Not to exhibit or divulge the contents of any record or report to any person except in the conduct of their regular work assignment.
•    Not to remove any official record of report (or copy) from the office where it is kept except in performance of regular duties or in cases with prior approval.
•    Not to operate or request others to operate any university data processing equipment for personal business.
•    Not to aid, abet or act in conspiracy with any other person to violate any part of this code; and,
•    To immediately report any violation of this code to management.

Competency

All employees have an obligation to execute their duties and responsibilities with professional care and skill to the best of their knowledge and abilities. To that end, all employees must familiarize themselves with the appropriate university and/or departmental policies and procedures, applicable laws and regulations, and other rules as required in performing their respective jobs. While employees agree to follow all university policies and procedures, they will pay particular attention to and also comply with the following:

Financial Reporting

All institutional accounts, financial reports, tax returns, expense reimbursements, time sheets and other documents, including those submitted to government agencies, must be accurate, clear, timely, and complete. All entries in institutional books and records, including departmental accounts, and individual expense reports, must accurately reflect each transaction. It is unlawful for any employee to take an action to fraudulently influence, coerce, manipulate, or mislead an auditor engaged in the performance of an audit for the purpose of rendering the financial statements materially misleading.

Reporting Code Violations

Employees should report suspected violations of this Code, applicable laws, regulations, and government grant and contract requirements through standard management reporting channels, beginning with the immediate supervisor. Alternatively, employees may go to a higher level of management and may also report suspected violations or problems to the Director of Audits and Compliance. In all instances, violations of laws or regulations should be reported to the Director of Audits and Compliance (880‑8933). Such reports may be made confidentially and/or anonymously although a greater level of information allows for a more thorough investigation. Raising such concerns is a service to the Institute and, consistent with the State of Texas' Whistleblowers' Protection Act, will not jeopardize employment.

All employees should cooperate fully in the investigation of any misconduct.

Consequences of Violations

Each person is responsible for ensuring that their own conduct, and the conduct of anyone reporting to them, fully complies with this Code and with the Institute’s policies. Violations will result in appropriate disciplinary action up to and including discharge from employment. Disciplinary action will be taken in accordance with the procedures applicable to faculty or staff as codified in the respective Personnel Manual. Conduct representing a violation of this Code may, in some circumstances, also subject an individual to civil or criminal charges and penalties.