RISD is committed to operating lawfully, ethically, and professionally in everything it does. Accordingly, we expect employees to comply with all applicable laws, regulations, and RISD policies; to act ethically, honestly, and with integrity; to treat each other, other members of the RISD community, and members of the public with courtesy, civility, and respect; and to conduct themselves in a manner befitting the good name and reputation of RISD.
Included within the generally accepted standards of employee behavior is the further expectation that employees will act in RISD’s best interests by avoiding conflicts of interest and conflicts of commitment in the course of their RISD work and activities. A potential conflict of interest exists when an individual has a personal, outside interest that could influence the individual to make decisions or undertake actions on behalf of RISD for purposes of personal gain. A conflict of commitment exists when an individual’s outside activities and responsibilities are so substantial that they unduly interfere with the individual’s responsibilities at RISD.
While RISD generally does not regulate off-campus and off-duty behavior, it may take appropriate action when such behavior has the potential to affect an individual’s ability to perform their RISD functions, campus security or safety.
Anyone who has questions or concerns about the application of this standard to a particular situation should contact a supervisor or Human Resources for clarification. In addition, anyone who believes that a RISD employee has engaged in illegal or unethical conduct should report the belief to any of the following:
- Immediate Supervisor
- The Vice President of Human Resources
- The Office of General Counsel
- The President
- The college official with compliance oversight responsibility for the particular policy
Such reports may be made anonymously if desired through the RISD/EthicsPoint web page: Ethics Point or dial the toll-free EthicsPoint phone number 1-866-877-5386.
Retaliation against anyone who makes good faith reports of perceived wrongdoing is prohibited.
This policy was last reviewed/modified on: 11/26/2013
Next scheduled review will be on the following date or as needed: 11/26/2022
Vice President for Human Resources
Individuals/offices required for review and changes
Director of Employment and Employee Development
Office of the General Counsel