The College Handbook is a comprehensive guide to all relevant policies, practices, regulations, and other documents that govern activities and operations at Rhode Island College.  In addition to the College Handbook, there are other important documents which include basic regulations and policies governing the College community.  These include:
• Rhode Island Board of Governors for Higher Education Personnel Policy Manual
• Contract between the Rhode Island Board of Governors for Higher Education and the Rhode Island College Chapter, American Federation of Teachers, AFL-CIO, Local #1819
• Contract between the Rhode Island Board of Governors for Higher Education and the Rhode Island College Staff Association, American Federation of Teachers, AFL-CIO, Local #3302
• Student Handbook
• College Catalog
• Academic Adviser’s Manual

The specific policies describing the expectations of ethical behavior by the administrators, faculty, and students at Rhode Island College are listed below.  In addition to these policies, the School of Management provides courses covering socially responsible and ethical behavior on the part of individuals and organizations.  These courses are also listed below.
 

Code of Student Conduct 
(Located in the Student Handbook  -  http://www2.ric.edu/studentlife/handbook.php)

Student Conduct
Rules governing the conduct of students while on the campus or when representing the College were established by the Committee on Student Regulations (presently the Committee on Student Life), a committee of the Council of Rhode Island College.  Actions of this group, composed of representatives of the student body, faculty and administration, are made within the guidelines established by the council and are subject to the approval of the President.  Details regarding the composition, authority and procedures of the committee are to be found on the College Handbook.

General Principles
Rhode Island College recognizes its obligation to provide each student who enrolls with a maximum amount of freedom for self-development in accordance with the unique objectives and programs of the College.  In a similar fashion, each student is obligated to conduct hi/her affairs without infringement on the rights of other members of the College community and without interference with the program of the College.  In short, all members of the campus community share a responsibility for maintaining and enhancing an environment where the actions of all are guided by mutual respect, high standards of integrity, and reason.

Reasonable guidelines of conduct are essential for maintenance of optimal conditions for student development.

Alleged violations of the rules are adjudicated by the Board of College Discipline or its agent.  Procedural safeguards insure fair play. 

A student who desires clarification of the College policies or has a grievance of College policies or procedures should confer with the staff member primarily involved.  If the outcome of the first level is not satisfactory to the student the student should then bring the matter to the next level of supervision, normally, the director of the service.  Most concerns can be solved at this level.

If the outcome with the supervisor is not satisfactory, the student may pursue the matter with the appropriate college committee, or in the absence of a committee, with the appropriate vice president.

The final procedure is to request a review by the President of the College.  Information regarding academic grievances may be found in this handbook in the section titled College Policies and Procedures.

Honesty
The Rhode Island College community expects all of its members to maintain the highest standards of integrity.  Dishonesty in the classroom (e.g., plagiarism or cheating) or in the conduct of one’s affairs on the campus (e.g., stealing or falsification of records) is cause for disciplinary action.

Expressions of Opinions
All members of the college community are encouraged to express their opinions.  It is expected that such expressions, including debate, picketing or demonstration, will respect the rights of others.  Willful obstruction of college activities (e.g., classes, lectures, meetings or the work of an office), or threats to the safety of person or property are cause for disciplinary action.
 

Academic Honesty
(Located in the College Handbook  -  http://www.ric.edu/president/handbook.html)
An academic community cannot achieve its aims unless its members subscribe to a basic principle of intellectual honesty. The search for truth and the communication of truth demand that the participants have a deep-seated mutual confidence in the integrity of those with whom they work. All members of the Rhode Island College community ought to be sensitive to the need for intellectual honesty, even as a member of the larger community ought to be sensitive to the need for intellectual honesty. As the larger community expects its citizens to refrain from breaching its rules of personal property and rights, so also the academic community expects its members to refrain from breaching its rules.
A student who searches sincerely and honestly for knowledge and truth achieves a meaningful education. Students who willfully violate principles of academic honesty (e.g., by cheating on examinations and assignments, plagiarizing, altering or changing records, etc.) cheat themselves, destroy any presumption of personal integrity, and debase the meaning of education.
Therefore, students, the faculty, and the Administration are expected to strive for academic excellence: the faculty through constant appraisal of their teaching and examining methods and through intellectual challenge to their students; students through constant appraisal of their own needs and desires in the educational process and through honest achievement of their goals; and the Administration through support of the ethical and academic goals of both students and faculty.
When willful violation of intellectual honesty does occur, the effect will be felt throughout the entire academic community. Just as violations of the laws of society are met with certain sanctions, a student who is willfully dishonest academically is subject to a range of consequences, including grading penalties, academic probation, or expulsion from the College depending on the seriousness of the act.
(a) Faculty/Staff Role 
Any member of the faculty or staff of the College who discovers an act of academic dishonesty shall report this act to the Vice President for Academic Affairs. Acts not committed in the classroom, such as alteration of records or breaking into offices, are included. It is especially important that all students understand the nature of plagiarism, for their written work will be judged rigorously for honesty. 
(b) Faculty Role in the Classroom 
The state of academic ethics in a college community is proportional to the cumulative effort of faculty to discourage acts of intellectual dishonesty and to promote high standards of intellectual integrity. In order to obtain a salutary standard of intellectual honesty, the faculty has two clearly defined roles: first, to establish preventive measures; and, second, to ensure that detected instances of academic dishonesty are reported and dealt with appropriately. 
Preventive measures should include a statement to each class by the faculty member outlining expected standards of intellectual honesty and the necessity for such standards. The faculty member should also maintain reasonable security of all examination materials and procedures. Generally, the faculty member should employ any reasonable methods to discourage acts of academic dishonesty.
A faculty member may take action up to and including failing a student accused of academic dishonesty. 

Academic Freedom
(Located in the Contract between the Rhode Island Board of Governors for Higher Education and the Rhode Island College Chapter, American Federation of Teachers, AFL-CIO, Local #1819  -  http://www.ric.edu/ricaft/contract.htm)

Academic Freedom
3.1 Academic freedom consists of a body of rights, not written into law but well established in custom and grounded in traditions of long standing in the colleges and universities of the Western world, designed to protect professional scholars and teachers from hazards that might interfere with the obligations to pursue truth. The justification of academic freedom is that it is indispensable to the scholar in the preservation, extension, and dissemination of knowledge. Though it is a specific kind of freedom peculiar to members of the teaching profession in higher education (and in this respect it is somewhat analogous to the freedom of judges from political control in Anglo-Saxon jurisprudence), its benefits ultimately accrue as much to the public at large as the scholars themselves.

3.2 The body of rights referred to in Section 3.1 above has been defined and codified in a statement of principles that was prepared over a period of years by representatives of the American Association of University Professors and the Association of American Colleges. Adopted by both organizations in 1941 and later endorsed by many other professional and learned societies, it is known to the profession as "The 1940 Statement of Principles on Academic Freedom and Tenure."

The following passages are pertinent as they relate to this Agreement.
a. Institutions of higher education are conducted for the common good and not to further the interest of either the individual teacher or the institution as a whole. The common good depends upon the free search for truth, and its free exposition.
b. Academic freedom is essential to these purposes and applies to both teaching and research. Freedom in research is fundamental to the advancement of truth. Academic freedom in its teaching aspects is fundamental for the protection of the rights of the teacher in teaching and of the student to freedom in learning. It carries with it duties correlative with rights.
c. The teacher is entitled to full freedom in research and in the publication of the results, subject to the adequate performance of his/her other academic duties; but research for pecuniary return should be based upon an understanding with the authorities of the institution.
d. The teacher is entitled to freedom in the classroom in discussing his/her subject, but he/she should be careful not to introduce into his/her teaching controversial matter which has no relation to his/her subject. Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of appointment.
e. The college or university teacher is a citizen, a member of a learned profession, and an officer of an educational institution. When he/she speaks or writes as a citizen, he/she should be free from institutional censorship or discipline, but his/her special position in the community imposes special obligations. As an individual of learning and an education officer, he/she should remember that the public may judge his/her profession and his/her institution by his/her utterances. Hence he/she should at all times be accurate, should exercise appropriate restraint, should show respect for the opinion of others, and should make every effort to indicate that he/she is not an institutional spokesperson.

3.3 Faculty may freely select the persons they wish to invite to the campus as guest speakers. There shall be no restrictions to control the views expressed by speakers other than those imposed by state and national law. Obviously, an invitation to a speaker does not imply approval or sponsorship of his/her views by the College, nor necessarily by the organization inviting him/her. Both students and faculty possess the same rights as other citizens to hear different points of view and to draw their own conclusions.

3.4 Regulations of agencies within the College shall be in accordance with the provisions of Academic Freedom as provided for herein.

3.5 The limits of the confidentiality of faculty members' e-mail communications and computer accounts and files shall be as set forth in "The Policy for Responsible Computing at Rhode Island College," as approved by the Council of Rhode Island College, May 9, 1997.
 

Policy on Equal Opportunity/Affirmative Action
(Located in the College Handbook and online at http://www.ric.edu/president/handbook.html)
Pursuant to the philosophy of the Board of Governors for Higher Education, Rhode Island College does not discriminate on the basis of race, color, creed, national or ethnic origin, gender, religion, disability, age, sexual orientation, gender identity or expression, marital, citizenship status or status as a special disabled veteran, recently separated veteran, Vietnam era veteran, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized (except in those special circumstances permitted or mandated by law).  This nondiscrimination policy encompasses the operation of the College's educational programs and activities including admissions policies, scholarship and loan programs, athletic and other College-administered programs.  It also encompasses the employment of College personnel and contracting by the College for goods and services.  The College is committed to taking affirmative action to employ and advance in employment qualified women and members of minority groups identified in state and federal affirmative action laws and executive orders, persons with disabilities (including qualified special disabled veterans), and veterans of the Vietnam Era.

The College's policy of nondiscrimination is consistent with Title IX of the Educational Amendments of 1972, Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, Executive Order 11246, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans With Disabilities Act, Section 504 of the Rehabilitation Act of 1973, Section 503 of the Rehabilitation Act of 1973, Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, the Immigration Reform and Control Act of 1986, and the relevant Governor's Executive Orders and Rhode Island Gen. Laws § 28-5.1 et seq. Inquires concerning the College's administration of the nondiscrimination laws should be addressed to the Director of Affirmative Action, 314 Roberts Hall, Rhode Island College, Providence, RI 02908-1991, tel. (401) 456-8218. Questions regarding provisions for students with disabilities should be directed to the Office of Student Life, 127 Craig-Lee Hall, Rhode Island College, Providence, RI 02908-1991, tel. (401) 456-8061. Questions regarding provisions of the Americans with Disabilities Act (ADA) should be addressed to the ADA Coordinator, 114 Roberts Hall, Rhode Island College, Providence, RI 02908-1991, tel. (401) 456-9859.    Persons using TTY/TDD devices may contact the above offices via the Rhode Island Relay Services by dialing 1-800-745-5555 TTY/TDD. 
Reasonable accommodation available upon request.
 

Illegal Harassment Policy
(Located in the College Handbook and online at http://www.ric.edu/admin/illegalharassmentpolicy.html)
In accordance with its policy of Nondiscrimination, Rhode Island College prohibits sexual harassment and harassment on the basis of race, color, creed, national or ethnic origin, gender, religion, disability, age, sexual orientation, gender identity or expression, marital, citizenship status or status as a special disabled veteran, recently separated veteran, Vietnam era veteran, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
Complaints about illegal harassment will be responded to promptly.  Retaliation against an individual bringing a complaint of illegal harassment constitutes a violation of College policy as well as state and federal law.  An individual found guilty of illegal harassment or retaliation, or any individual who initiates a fraudulent claim of harassment, shall be subject to disciplinary action.  All persons who believe that they are or may have been victims of illegal harassment are encouraged to seek resolution promptly through the established informal and formal procedures of the College as set forth in the Complaint Resolution Policy (http://www.ric.edu/admin/complaintresolutionpolicy.html).
Individuals seeking information regarding illegal harassment may consult with any of the following offices or individuals for advice and assistance. (A list can be obtained by clicking here.) Those who have been witness to illegal harassment should report their observations as well.
All employees of Rhode Island College are expected to make every effort to ensure that students and fellow employees are not subjected to any form of sexual or other illegal harassment. This effort may be formal or informal, depending on the circumstances.
Students who engage in illegal harassment off College premises at College related activities will be subject to discipline in accordance with the Code of Student Conduct (see page 62 of the Student Handbook).
Confidentiality will be respected during all complaint procedures to the degree the procedure will allow.  However, if an employee or student wishes to bring a complaint and remain anonymous, the ability of the College to respond may be limited.

The Affirmative Action Office has institutional responsibility for monitoring the College's compliance with applicable state and federal laws prohibiting discrimination in the form of illegal harassment.  College officials receiving complaints of illegal harassment should report the same to the Affirmative Action Office so that effective monitoring of illegal harassment incidents can take place.

Students and employees shall retain their right to seek resolution for alleged illegal harassment by filing a complaint with responsible state and federal civil rights agencies.
 

Complaint Resolution Policy
(Located in the College Handbook and online at http://www.ric.edu/admin/complaintresolutionpolicy.html)
Rhode Island College affirms its commitment to ensuring an environment for all students and employees that is fair, humane, and respectful; an environment that supports and rewards students and employees on the basis of relevant considerations, and which is free from discriminatory, inappropriate, and disrespectful conduct or communication.  As an institution of higher education dedicated to fostering and upholding higher order values of human dignity and respect for the individual, Rhode Island College expects standards of professional behavior that exceed those minimally prescribed by law.
In an instance of perceived violation of the College policies, a member of the College community may file a complaint.  In pursuing a complaint, the individual may be accompanied and otherwise assisted by an advisor/advocate from within the College community.  The advisor shall not act as an attorney.  Should any of the parties retain legal counsel, counsel may not be present at any level of the complaint called for by these procedures.  College employees governed by collective bargaining agreements may pursue perceived violations of those agreements according to the grievance procedures set forth in them.
Confidentiality and privacy of those involved will be respected during all complaint procedures to the degree the procedure will allow.  If an individual wishes to bring a complaint of discrimination, including a complaint alleging sexual harassment, and remain anonymous, the College's ability to respond will be limited.  Nevertheless, any individual who believes he or she has been the victim of discrimination is encouraged to discuss the matter with the College's Director of Affirmative Action or any other administrator with whom he/she feels comfortable.  Consultations will be confidential to the full extent permitted by law.
This policy provides two avenues for pursing a complaint: an Informal Resolution Procedure and a Formal Resolution Procedure.  An individual may utilize either or both of these avenues of resolution.  The College will maintain records and monitor all complaints at all levels.  In the case of Affirmative Action complaints, all records are required to be retained for monitoring purposes.
Policy Advising
Individuals seeking information regarding the process of complaint resolution may consult with any of the following offices or individuals for advice and assistance. (A list can be obtained by clicking here.)

Informal Resolution Procedure
Members of the College Community are encouraged normally to seek an informal resolution of their complaints.  This informal procedure is intended to encourage communication between the parties involved, either directly or through an intermediary, in order to facilitate a mutual understanding of what may be different perspectives regarding the complained of action or behavior, and to find a solution.
If the complainant is a student, the complaint shall be handled by the Dean of Students.  Purely academic complaints shall be handled in accordance with the College's academic grievance policies that are outlined in the Student Handbook (see Appendix B, page 75).
If the complainant is an employee, the complaint normally shall be handled by the employee’s immediate supervisor.  If the immediate supervisor is the subject of the complaint, the complainant may file the informal complaint with another person in the administrative chain of command.
Absent extraordinary circumstances, a record of a complaint alleging discrimination shall be reported to the Director of Affirmative Action so that the College may maintain a record of all complaints filed.
If the informal process does not result in the resolution of the complaint to the satisfaction of the complainant, the complainant may utilize the formal complaint procedure.
Formal Resolution Procedure
Any member of the College community may submit a formal complaint alleging a violation of College policy to the appropriate administrator at any time.  However, time limits contained in law or contracts may limit the College's ability to respond fully.
Purely academic complaints shall be handled in accordance with the College's academic grievance policies and are not covered by this policy.  Those policies and procedures may be found in the Student Handbook (see Appendix B, page 75).
FILING A FORMAL COMPLAINT
A formal complaint shall be in writing and shall set forth a statement of the facts, the College policy/policies or practice/practices violated, and the specific remedy sought.
The complaint normally shall be filed as follows:
If the complaint alleges discrimination, including illegal harassment, the complaint shall be filed with the Director of Affirmative Action, Patricia Giammarco, Esq., Roberts Hall 312, telephone # 456-8218, email: pgiammarco@ric.edu.
If the complaint is a non-academic student issue, the complaint shall be filed with the Dean of Students, Scott Kane, Craig-Lee 127, telephone # 456-8061, email: skane@ric.edu.
All other complaints shall be filed with the Director of Human Resources, Robert Tetreault, Roberts Hall 310, telephone # 456-8216, email: rtetreault@ric.edu.
These College offices shall forward the complaint to the appropriate Dean or Director for Step 1 resolution.  They shall also continue to monitor and coordinate its resolution.
If the complaint is against a Dean or Director, Step 1 of the complaint procedure shall be by-passed and the grievance shall be filed with the appropriate Vice President.
If the complaint is against a Vice President, Step 1 and Step 2 of the complaint procedure shall be by-passed and the complaint shall be filed directly with the President.
If the complaint is against the President, Step 1, Step 2, and Step 3 of the complaint procedure shall be by-passed and the complaint shall be filed with the Board of Governors who shall deal with the complaint through an ad hoc procedure.
If the College determines that a complaint is well-founded and that the respondent has engaged in inappropriate conduct, disciplinary action may be imposed (and formally effectuated, as required, by an appointing authority) ranging from an oral reprimand to termination of employment or expulsion from the College.
HEARINGS
Step 1
Absent extraordinary circumstances, the Dean or Director to whom the complaint has been forwarded shall, within seven (7) calendar days of receiving the complaint, conduct a formal conference with the complainant, permitting her or him to provide any necessary relevant information.  The Dean or Director shall also meet with the respondent and conduct such additional investigation as he or she deems necessary.  Absent extraordinary circumstances, a written recommendation shall be rendered within seven (7) calendar days of the first formal conference.  The recommendation shall be sent to the complainant and respondent.  The written recommendation shall state the background information, the rationale for the recommendation, and the recommended remedy (if any).  No transcript or recording of the conference shall be made by either party.  For monitoring purposes, a copy of the recommendation shall be sent to the College officer who received the initial complaint.

Step 2
If the complaint is not resolved at Step 1, the complainant or respondent may, within fourteen (14) calendar days of receipt of the Step 1 recommendation, appeal to the Vice President administratively responsible for the unit of the College in which the alleged policy violation/s occurred.
Absent extraordinary circumstances, the Vice President shall hold a hearing within fourteen (14) calendar days of receipt of the appeal or complaint.  Absent extraordinary circumstances, a written recommendation shall be rendered within fourteen (14) calendar days of such hearing.  The complainant and the respondent shall be afforded the opportunity to testify, to call witnesses and to introduce documentary evidence.  The Vice-President may review any evidence gathered at the Step 1 level, (including the Step 1 recommendation), and shall, if that evidence is deemed relevant and probative, make it available to the parties.  Hearsay evidence, including out-of-hearing statements, if deemed reliable by the Vice President, may be introduced but will normally be accorded less weight than the testimony of live witnesses.  No formal cross examination by the parties shall be permitted.  No transcript or recording shall be made of the hearing.  For monitoring purposes a copy of the recommendation shall be sent to the College officer who received the initial complaint.
Step 3
In the event that the complaint is not resolved at Step 2, the complainant or respondent may file an appeal with the President within fourteen days of the receipt of the Step 2 recommendation.
Absent extraordinary circumstances, the President shall, within seven (7) calendar days, refer the case to the Complaint Hearing Panel.  The Complaint Hearing Panel shall consist of three (3) persons, one of whom shall be designated chair, chosen from a standing panel appointed annually by the President.  The standing panel shall consist of twelve (12) College employees representing administrators, faculty, and staff.  The Complaint Hearing Panel shall be formed as follows: one person shall be appointed by the President and designated chair, one person shall be appointed by the complainant, and one person shall be appointed by the respondent.  Any member of the panel whose term of appointment expires during the course of the hearing shall continue to serve until completion of the hearing and rendering of a recommendation.  The Step 3 hearing shall be held as soon as practicable and normally within twenty-one days of referral by the President.  The complainant and the respondent shall have the right to call witnesses, to testify and to present relevant documentary evidence.  The complainant and the respondent shall have the right to cross-examine all witnesses, subject to the supervision of the Panel.  The Panel may review any evidence gathered at the Step 1 or Step 2 level, (including the Step 1 and 2 recommendation), and may, in its discretion, make that available to the parties.  Hearsay evidence, including out-of-hearing statements, if deemed reliable by the Panel, may be introduced but will normally be accorded less weight than the testimony of live witnesses.  A tape recording of the proceeding shall be made and a copy shall be provided, at cost, to the complainant and to the respondent.  Following the hearing, the Panel shall render a report and recommendation to the President, absent extraordinary circumstances, within twenty-one (21) calendar days following the hearing.  The report shall contain specific findings of fact and recommendations.  Upon consideration of the report and recommendation, the President shall render a decision in writing and communicate the same to the complainant, the respondent, and to the College monitoring officer.  The President’s decision shall be final.
While this procedure is generic and therefore available to address any concerns of members of the College Community, it is intended to be of particular use to those persons seeking to vindicate rights accorded them pursuant to the College's Nondiscrimination and Affirmative Action Policy.  More specifically, this policy constitutes the grievance mechanism called for by the regulations implementing the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, Title IX (barring sex discrimination), Title VI (barring discrimination on the basis of race, color, or national origin); and Title VII (barring discrimination on the basis of race, color, religion, gender, or national origin).
In all cases, a report describing the nature of the dishonesty and the subsequent action taken by the faculty member shall be filed with the Vice President for Academic Affairs. Additionally, the faculty member may recommend that the Board of College Discipline consider further action.
(c) Board of College Discipline 
The Board of College Discipline shall consider cases referred to it and has the option to recommend any of the penalties available to the faculty member. It also may place the student on academic probation or expel that student from the College.
Any student accused of academic dishonesty may appeal action taken by the instructor in a case to the Board of College Discipline.

School of Management Courses Covering Ethical Behavior

MGT 341:  Business, Government, and Society
Focus is on dynamic social, legal, political, economic, and ecological issues that require socially responsible behavior on the part of individuals and organizations. 

Acct 201

Acct 202

Acct 311 

Acct 312

Acct 321 

Acct 331

Acct 441

Acct 543

Ethics considerations are integrated into Acct 310 and Acct 461 mainly through discussions of recent business news involving
fraud and other accounting scandals.  Since this changes based on current events, I didn’t include them in the list above.