General Policies Affecting Officers of Instruction and Research

Rules of University Conduct

The University has adopted a special set of "Rules of University Conduct" to govern demonstrations, rallies, picketing, and the circulation of petitions. These Rules, which have been incorporated into the University Statutes, protect the rights of free expression on campus while ensuring that the University continues to function properly and that all members of the Columbia community can freely use its facilities and programs. The Rules apply not only to students, but also to faculty, other officers, and staff as well.

The "Rules of University Conduct" are University-wide. For students, they replace Dean's Discipline, although a student charged with a violation of the Rules has the option of choosing Dean's Discipline. Faculty and staff may elect to have charges of Rules violations reviewed under the disciplinary procedures to which they are ordinarily subject.

All University faculty, employees, and students are responsible for compliance with the "Rules of University Conduct". The Rules are reprinted in full as Appendix C. Copies are also available in the Office of the University Senate, 406 Low Library, and in the Office of the Vice Provost for Academic Administration, 310 Low Library.

Political Activity

As a center of learning and intellectual inquiry, it is important that Columbia remain a place in which divergent political views can be freely held and expressed. However, as a tax-exempt educational institution, the University is prohibited by the Internal Revenue Code and by other federal and state laws from engaging in partisan political activity in support of or in opposition to political candidates. Any violation of that prohibition could result in fines and place the University's tax-exempt status in jeopardy. The University regulates political activity on campus to ensure that it remains within the bounds of the relevant laws. A 1999 administrative memorandum that restates those policies in light of current conditions may be obtained from the Office of General Counsel.

University Policy on Sexual Harassment

Sexual harassment destroys the trust needed to maintain an academic environment conducive to learning and the free exchange of ideas, threatens the security and sense of well-being of individuals who are harassed, and violates the law. University policy prohibits sexual harassment against any member of the Columbia community and provides for disciplinary action against anyone who violates this prohibition. (See Appendix N for the full text of the University Policy on Sexual Harassment.)

Persons who believe they are being sexually harassed may obtain help and counseling from various offices and individuals within the University. They may take their problem to a member of the Columbia Panel on Sexual Harassment, the Ombuds Officer, or to the Associate Provost for Equal Opportunity and Affirmative Action. They may also file a grievance under the applicable University grievance procedure. Anyone who knows of individuals who are victims of sexual harassment should encourage them to seek help from one of these sources.

The Columbia Panel on Sexual Harassment was established by the University Senate to supplement the University's regular procedures for handling complaints of sexual harassment. The members of the panel do not have formal investigatory powers, nor can they impose disciplinary measures against anyone accused of harassment. Their primary objective is to provide confidential advice and counseling to persons who believe they are victims of sexual harassment and, if those individuals so request, to mediate between them and the alleged harasser. They also can help to file formal complaints of sexual harassment with the proper University authorities.

The members of the panel are selected by the University Senate's Executive Committee and consist of senior faculty, administrators, and staff drawn from throughout the University who have been trained to handle informal complaints. The list of the panel members has been distributed to all academic and administrative offices. It can also be obtained from the University Senate or the Office of Equal Opportunity and Affirmative Action and is available on the latter's Web page at http://www.columbia.edu/cu/vpaa/eoaa.

Romantic Relationships

Columbia's educational mission is promoted by professionalism in its faculty-student and staff-student relationships. Faculty and staff are cautioned that consensual romantic relationships with student members of the University community, while not expressly prohibited, can prove problematic. While some relationships may begin and remain harmonious, they are susceptible to being characterized as nonconsensual and even coercive. This sometimes occurs when such a relationship ends and is exacerbated by the inherent power differential between the parties.

A faculty or staff member involved in a consensual relationship with a student is expected to remove himself or herself from academic or professional decisions concerning the student. This expectation arises because the relationship may impair, or be perceived to impair, a faculty or staff member's ability to make objective judgments about that student.

The Provost has authorized some departments to adopt more restrictive policies, given the special nature of the relationship between their students and faculty or staff. Individuals are, therefore, encouraged to contact their department chair or dean if they have any questions about whether a more restrictive policy applies to them. Departments that wish to establish more restrictive policies should contact the Associate Provost for Equal Opportunity and Affirmative Action before attempting to implement them.

Should a romantic relationship with a student lead to a charge of sexual harassment against a faculty or staff member, the University is obligated to investigate and resolve the charge in accordance with its Sexual Harassment Policy and applicable grievance procedure.

Hazardous Activity in Connection with Initiations and Affiliations

No organization or individual may engage in activities that recklessly or intentionally endanger members of the University community or involve the forced consumption of liquor or drugs as a rite of initiation or as a requirement of affiliation. Further information on the policies covering these activities may be found in FACETS.

Use of the University's Name

Columbia's name and reputation are assets of substantial academic and economic value. The University, therefore, has a compelling interest in ensuring that its name and insignias, such as the Columbia Crown, Columbia Shield, or emblems of individual schools, are used in a manner that furthers its mission and is consistent with its institutional interests. No officer should use the official title of the University, or any of its parts, in whatever form that title may appear, except in connection with legitimate University purposes. Neither the name of the University nor its insignias may be used to advertise or recommend commercial products and services, to promote the activities of outside organizations, or to further social or political causes. Exceptions require the prior approval of the Provost. These policies apply equally to the use of the University name and insignias in any electronic media, including Internet addresses, Web sites, and domain names. In connection with their outside activities, faculty and other officers may identify themselves as holding appointments at Columbia by listing their University titles. They should, however, be careful not to imply that the University supports, sponsors, or endorses those activities.

University's Facilities and Equipment

Officers may not use University materials, supplies, facilities, or personnel to promote outside activities and interests of their own. The University may grant permission to an officer or to an employee of another institution to use University facilities, but only under the following conditions:

• where there is evidence that the work of such officer or employee, supported by University resources, will be of significant benefit to the University;
• where there is supervision of such work by a University faculty member holding a tenured appointment; and
• where the initial period of the work is limited to one year, renewable for not more than two years.

Policy on Smoking

In recognition of the severe health risks associated with smoking, and in compliance with applicable laws, the University has adopted a policy that restricts the right to smoke on its premises. This policy prohibits smoking in most University facilities, including any indoor area and most enclosed work areas, and many outdoor areas as well. These restrictions do not apply to certain areas that are enumerated in the policy that is reprinted as Appendix G.

Policy on Drugs and Alcohol

It is a violation of University policy to unlawfully manufacture, distribute, dispense, possess, or use a controlled substance in a University workplace.

Faculty and staff may not report to work, or remain at work, while under the influence of a controlled substance or alcohol.

Any officer or member of the supporting staff who has been convicted of an offense under any criminal drug statute must so notify the Vice President for Human Resources in writing within five days of the conviction. Within thirty days of notification, the University will determine if disciplinary action is warranted. Such action may include termination or the requirement that the individual participate in a drug assistance or rehabilitation program.

Individuals who violate these policies will be subject to discipline. They may also face criminal prosecution.

The full text of the University's policy on drug and alcohol use may be found in FACETS.

Policy on Firearms

University policy and New York State law prohibit possession of firearms on campus without the University's expressed written consent.