2. PROFESSIONAL CONDUCT
All graduate students are expected to act as responsible citizens of the University and the Chemistry Department in the conduct of research, teaching, and use of University facilities.
Stony Brook University has resources that you should familiarize yourself with:
- University Policy Manual
- University Student Conduct Code
- Maintenance of Public Order
- Responsible Conduct of Research and Scholarship
2.1. Misconduct in Science
As agreed by a joint panel of the National Academy of Sciences, the National Academy of Engineering and the Institute of Medicine:
Misconduct in Science is defined as fabrication, falsification, or plagiarism in proposing, performing or reporting research. Misconduct in Science does not include errors of judgment, errors in the recording, selection, or analysis of data; differences in opinions involving the interpretation of data; or, misconduct unrelated to the research process.
(Responsible Science: Ensuring the Integrity of the Research Process, 1992, p 5; see also, Fostering Integrity in Research, 2017).
Stony Brook University policies on research misconduct are described in the Stony Brook Research Misconduct Policy (P210)
2.2. Use of University and Departmental Facilities
(a) University and Departmental resources are not for personal use. Resources include departmental/research instrumentation, chemicals or materials, computers, telephones and fax machines, copying equipment, and electronic services such as computer accounts and internet services. Any use of resources for personal or commercial purposes does not represent an endorsement or expression of support by the University or Department. The University and the Department assume no liability for the unendorsed actions of third parties.
(b) Access to the Chemistry library, including after-hours access and access to the basement library storage area, is a privilege that may be revoked at any time. Actions considered sufficient cause for loss of this privilege include:
- unauthorized removal of library materials from the library, even if only temporarily;
- allowing unauthorized users into the library after-hours;
- eating or drinking in the library;
- defacing or destroying library materials.
2.3. The Workplace
University policies guarantee all employees and students, including graduate students, the right to a workplace free of harassment of any type. Violations of this principle can be reported as documented in the appropriate University Policy:
Equal Opportunity/Affirmative Action (P105)
Sexual Misconduct and Reporting Policy (P106)
2.4. Instructor-Student Conduct
As a consequence of graduate students’ unique situation of being both instructors and students in the University they have a particularly large responsibility with respect to proper professional conduct. The University has an official policy regarding instructor-student relationships summarized below (Please note that word “instructor” can mean either a faculty member or teaching assistant and the word “student” can mean either a graduate student or undergraduate student):
In evaluating and assigning grades for credit, instructors act on behalf of the University faculty and with its authority. Personal relationships with their students that might compromise the objectivity and integrity with which instructors discharge this responsibility are out of place, and use of the student-teacher relation to seek such relationships is an abuse of power and is prohibited. Examples include romantic, sexual, or financial relationships.
2.5. Family Leave
Maternity Leave for New Mothers. An expectant graduate student desiring a paid-leave accommodation if female, may consult with their Research Director and with the Graduate Program Director. The GPD will apply to the Graduate School for a Stony Brook Childbirth Accommodation Policy (SB-CAP) grant that usually provides 12 weeks of support on behalf of a pregnant woman or new mother around the time of childbirth. The graduate student must make the request for assistance in writing to the GPD for this support, ideally 6 months prior to childbirth, but at least by the 24th week of pregnancy. Normally, the leave will begin at childbirth, but it may begin earlier if there are complications with the pregnancy. See http://grad.stonybrook.edu/cost-funding/childbirth_policy.php
Where possible and appropriate, efforts will be made to make accommodations for others caring for newborn infants, including fathers, non-birth mothers, and male and female adoptive and foster parents.