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Basic Definitions

Basic Definitions (cont'd). Definition of AY generally based on PBS and payroll schedulePBS states AY appointments will receive no pay during June, July

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Basic Definitions

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    1. Basic Definitions Academic Year (AY) Have some ambiguity when defining AY The July 2001 “Boulder Campus Policy on Additional Pay to Regular & Research Faculty says AY=August to May (i.e., Aug 15-May 15) [called UCB 2001 Policy] UCB’s FTE Policy (Feb 2004) defines AY as Mid-August through Mid-May However, The Graduate Student Appointment Manual says AY=Sept 1 – May 31 PBS (Payroll) says AY appointments are generally made on a contract basis for Sept through May and the appointments are paid from Sept through May

    2. Basic Definitions (cont’d) Definition of AY generally based on PBS and payroll schedule PBS states AY appointments will receive no pay during June, July & August ePER system driven by monthly payroll, not term dates ePER system divides year into 3 semesters based on full months Fall (Sept-Dec) Spring (Jan-May) Summer (June-Aug) Summer salary allocated to May (50% of monthly) will report as Spring wages on ePER

    3. Compensation AY Salary = Base Salary Base salary determines what amounts can be earned during summer & what can be charged to sponsored projects OMB Circular A-21: “Charges for work performed …during the AY will be based on…regular compensation for the continuous period which…constitutes the basis of his salary. Charges for work performed…during all or any portion of such period are allowable at the base salary rate.” UCB 2001 Policy: AY salary is the sum paid in consideration of normal services rendered during AY, described as 9/9th of an AY faculty member’s salary AY base salaries may be supplemented by variety of stipends & adjustments but that doesn’t increase base amount (need permission of Dean)

    4. Compensation Limits During AY UCB 2001 Policy: Prohibits AY faculty from supplementing their 9/9ths salary with grant funds or other university research salary during AY May substitute some base salary with grant dollars if workload is adjusted Needs permission of Dean course buyout reduces university-paid salary monthly base salary remains unchanged

    5. Compensation Limits During AY OMB Circular A-21: “In no event will charges to sponsored agreements…exceed the proportionate share of the base salary for that period.” Intra university consulting is….a university obligation requiring no additional compensation to base salary “However, in unusual cases where consultation is across departmental lines or involves a separate or remote operation, & the work performed by the consultant is in addition to his regular departmental load, any….extra compensation above base salary is allowable provided….specifically provided for in the agreement or approved in writing by sponsoring agency.”

    6. Compensation Limits (cont’d) Summer Salary Limitations UCB 2001 Policy: Allows a maximum of additional 3/9ths to be earned in salary for activities conducted in summer months, not to exceed 1/9th per month Exceptions to maximum require prior approval of Dean’s office and Office of Faculty Affairs 3/9ths for summer salary includes: Any salary paid from sponsored projects Summer teaching for either summer school or continuing ed Maymester is summer teaching, not AY overload Administrative stipends (i.e., Dept Chairs and Faculty Directors) This additional 3/9ths is calculated from the base salary, not on total compensation

    7. Compensation Limits (cont’d) Summer Salary Limitations OMB Circular A-21: Charges for work performed by faculty members on sponsored projects during the summer will be at the monthly rate of the base salary [for AY, generally 1/9th] Doesn’t govern summer teaching or consulting: Teaching during summer or other periods not included in base salary will be based on university policy governing such compensation Non-institutional activities must follow the institution-wide policies & practices governing the permissible extent of such professional services

    8. Allowable Additional Compensation Not included in base salary UCB 2001 Policy: Overload teaching during AY – those activities in excess of teaching activities expected as part of the defined workload formula Service that includes responsibility when it is not a regular and ongoing component of normal workload Monetary awards for exceptional service, teaching, research, or other contributions Compensation for consulting activities with entities not associated with the university Dollar amount not restricted Amount of time faculty can devote to consulting during AY is restricted to 1/6 of total time and effort

    9. Additional Compensation (cont’d) External Salary Caps Federal: Some federal agencies require salary cap for employees working on projects they fund Current NIH cap (through 12/31/07) is $186,600 NSF will pay only 2 months summer effort Private Agencies: Some private agencies also set salary limits, such as American Cancer Society To know if there are limits, look at the Additional Terms and Conditions Attachment of the Notice of Grant Award

    10. Effects of Policy ePER (effort report) reflects 100% of semester salary earned Total salary always represents 100% (not 100% plus overload %) Total can be distributed among various position numbers (AY pay & effort, summer pay & effort, chair, etc) Spring ePER can also include ˝ month summer salary and effort in total semester pay NOTE: 2001 UCB Policy on Additional Pay to Regular and Research Faculty Directed to faculty on 100% AY or FY appointments Faculty on less than 100% may take on additional duties and compensation equivalent to 100% FTE, as defined in their letter of appointment or reappointment

    11. Basic Definitions Academic Year (AY) Have some ambiguity when defining AY The July 2001 “Boulder Campus Policy on Additional Pay to Regular & Research Faculty says AY=August to May (i.e., Aug 15-May 15) [called UCB 2001 Policy] UCB’s FTE Policy (Feb 2004) defines AY as Mid-August through Mid-May However, The Graduate Student Appointment Manual says AY=Sept 1 – May 31 PBS (Payroll) says AY appointments are generally made on a contract basis for Sept through May and the appointments are paid from Sept through May

    12. Basic Definitions (cont’d) Definition of AY generally based on PBS and payroll schedule PBS states AY appointments will receive no pay during June, July & August ePER system driven by monthly payroll, not term dates ePER system divides year into 3 semesters based on full months Fall (Sept-Dec) Spring (Jan-May) Summer (June-Aug) Summer salary allocated to May (50% of monthly) will report as Spring wages on ePER

    13. Compensation AY Salary = Base Salary Base salary determines what amounts can be earned during summer & what can be charged to sponsored projects OMB Circular A-21: “Charges for work performed …during the AY will be based on…regular compensation for the continuous period which…constitutes the basis of his salary. Charges for work performed…during all or any portion of such period are allowable at the base salary rate.” UCB 2001 Policy: AY salary is the sum paid in consideration of normal services rendered during AY, described as 9/9th of an AY faculty member’s salary AY base salaries may be supplemented by variety of stipends & adjustments but that doesn’t increase base amount (need permission of Dean)

    14. Compensation Limits During AY UCB 2001 Policy: Prohibits AY faculty from supplementing their 9/9ths salary with grant funds or other university research salary during AY May substitute some base salary with grant dollars if workload is adjusted Needs permission of Dean course buyout reduces university-paid salary monthly base salary remains unchanged

    15. Compensation Limits During AY OMB Circular A-21: “In no event will charges to sponsored agreements…exceed the proportionate share of the base salary for that period.” Intra university consulting is….a university obligation requiring no additional compensation to base salary “However, in unusual cases where consultation is across departmental lines or involves a separate or remote operation, & the work performed by the consultant is in addition to his regular departmental load, any….extra compensation above base salary is allowable provided….specifically provided for in the agreement or approved in writing by sponsoring agency.”

    16. Compensation Limits (cont’d) Summer Salary Limitations UCB 2001 Policy: Allows a maximum of additional 3/9ths to be earned in salary for activities conducted in summer months, not to exceed 1/9th per month Exceptions to maximum require prior approval of Dean’s office and Office of Faculty Affairs 3/9ths for summer salary includes: Any salary paid from sponsored projects Summer teaching for either summer school or continuing ed Maymester is summer teaching, not AY overload Administrative stipends (i.e., Dept Chairs and Faculty Directors) This additional 3/9ths is calculated from the base salary, not on total compensation

    17. Compensation Limits (cont’d) Summer Salary Limitations OMB Circular A-21: Charges for work performed by faculty members on sponsored projects during the summer will be at the monthly rate of the base salary [for AY, generally 1/9th] Doesn’t govern summer teaching or consulting: Teaching during summer or other periods not included in base salary will be based on university policy governing such compensation Non-institutional activities must follow the institution-wide policies & practices governing the permissible extent of such professional services

    18. Allowable Additional Compensation Not included in base salary UCB 2001 Policy: Overload teaching during AY – those activities in excess of teaching activities expected as part of the defined workload formula Service that includes responsibility when it is not a regular and ongoing component of normal workload Monetary awards for exceptional service, teaching, research, or other contributions Compensation for consulting activities with entities not associated with the university Dollar amount not restricted Amount of time faculty can devote to consulting during AY is restricted to 1/6 of total time and effort

    19. Additional Compensation (cont’d) External Salary Caps Federal: Some federal agencies require salary cap for employees working on projects they fund Current NIH cap (through 12/31/07) is $186,600 NSF will pay only 2 months summer effort Private Agencies: Some private agencies also set salary limits, such as American Cancer Society To know if there are limits, look at the Additional Terms and Conditions Attachment of the Notice of Grant Award

    20. Effects of Policy ePER (effort report) reflects 100% of semester salary earned Total salary always represents 100% (not 100% plus overload %) Total can be distributed among various position numbers (AY pay & effort, summer pay & effort, chair, etc) Spring ePER can also include ˝ month summer salary and effort in total semester pay NOTE: 2001 UCB Policy on Additional Pay to Regular and Research Faculty Directed to faculty on 100% AY or FY appointments Faculty on less than 100% may take on additional duties and compensation equivalent to 100% FTE, as defined in their letter of appointment or reappointment

    21. CONFLICTS OF INTEREST & COMMITMENT “Fundamentals of Compliance” Department Administrator Training Office of Contracts and Grants

    22. Conflicts of interest: exist “when an employee’s financial or personal considerations may compromise, or have the appearance of compromising, an employee’s personal judgment in administration, management, instruction, research, and other professional and academic activities.” APS on Conflicts of Interest and Commitment Your CU employment is considered your “primary” employment, and, thus, your primary responsibility and allegiance. Other interests are secondary, when it comes to how you perform your CU job.Your CU employment is considered your “primary” employment, and, thus, your primary responsibility and allegiance. Other interests are secondary, when it comes to how you perform your CU job.

    23. Conflict of commitment: “refers to situations in which outside relationships or activities adversely affect, or have the appearance of adversely affecting, an employee’s commitment to his/her University duties.” APS on Conflicts of Interest and Commitment This is often referred to as the “1/6th rule”, referring to the policy that says that faculty may consult “on University time” up to 1/6th of their time and effort.This is often referred to as the “1/6th rule”, referring to the policy that says that faculty may consult “on University time” up to 1/6th of their time and effort.

    24. Perception is reality Conflict of interest/commitment programs deal with situations in which an employee’s judgment or commitment to the University could be compromised. It is the potential for compromise that is the most likely to cause harm. Often, people think that the only time there actually is a conflict is if they actually act on compromised judgment. In reality, the conflict exists whenever there are two different roles for an employee – as CU employee and as person with financial interests related to CU employment.Often, people think that the only time there actually is a conflict is if they actually act on compromised judgment. In reality, the conflict exists whenever there are two different roles for an employee – as CU employee and as person with financial interests related to CU employment.

    25. What does a CoI/C program do? Identify Manage, reduce, eliminate Notify

    26. Identify Disclosure of External Professional Activities (DEPA) (both CoI and CoC) - Annual - On-line (CU Connect, Academics & Research tab) - Review by CoI/C director Determine no conflict; or, Needs further review Disclosure to OCG and HRC (CoI) Application for Approval of Regular and Periodic Consulting Activities (CoC) (http://www.colorado.edu/facultyaffairs/atoz/ofaindex.html - Review/Approval by Chair, Dean The last one is often called the “1/6th rule” form.The last one is often called the “1/6th rule” form.

    27. Where is the “line” - CoI? Income of >$10,000/year (self, family member) from a business that is related to one’s University activities Equity interests >$10,000 or 5% in a business that is related to one’s University activities Intellectual property rights

    28. Where is the “line” – CoC? Not remunerative scholarship 1/6th rule (generally > 19.5 days/semester) Interference with “paramount obligations to students, colleagues, and the primary missions of the University.” 1. Remunerative scholarship refers to such things as textbook authorship, involvement with professional societies, and participation on review panels, etc. 2. Traditionally, the University has allowed full-time faculty to be employed in remunerative consultative or research capacities when such employment did not involve more than one-sixth of their time and energy. 3. a conflict of commitment arises when professional service or research contracted outside the University, consultations, or other outside activities (e.g., outside teaching or business) interfere with the paramount obligations to students, colleagues, and the primary missions of the University. 1. Remunerative scholarship refers to such things as textbook authorship, involvement with professional societies, and participation on review panels, etc. 2. Traditionally, the University has allowed full-time faculty to be employed in remunerative consultative or research capacities when such employment did not involve more than one-sixth of their time and energy. 3. a conflict of commitment arises when professional service or research contracted outside the University, consultations, or other outside activities (e.g., outside teaching or business) interfere with the paramount obligations to students, colleagues, and the primary missions of the University.

    29. Manage, reduce, eliminate CoI/C director gathers information from discloser Provides analysis to unit head & discloser Is there a conflict, and, if so, why is it a conflict Suggestions of how to manage, reduce, eliminate Unit head determines if conflict, and how to manage Unit head sends to dean Dean makes decision, notifies discloser and CoI/C

    30. Notify NIH notify that conflicts have been identified before submission of proposal notify that conflicts have been managed before funds disbursed NSF notify of any conflicts that institution cannot manage CU administration gets annual report

    31. Examples (generic) Professor Zen receives $15,000/year for consulting for a company that has also given a large gift to support his research program. Several students are supported by that gift. Is this a conflict of interest? - Yes – it involves issues of scientific integrity and relationships with students. How would it be managed? 1. Disclosure to journals and in public presentations where results are presented 2. Disclosure to students and committee members (if applicable). Is this a conflict of commitment? - No - not as presented

    32. Examples #2 (generic) Professor Yang receives >$10,000/year as an editor of a prestigious journal; he spends one day/month on this activity. Is this a conflict of interest? No, this is remunerated scholarship. It does not need to be reported on the DEPA. Is this a conflict of commitment? No, not as reported.

    33. Example #3 (generic) Professor Xavier has a contract to conduct a large survey of satisfaction of hearing aid users for a company in which she owns a substantial share. Is this a conflict of interest? - Yes – it involves issues of scientific integrity, and protection of human subjects. How would it be managed? 1. Disclosure to journals and in public presentations 2. Disclosure to subjects 3. Possible scientific oversight of conduct of project. Is this a conflict of commitment? - No - not as described.

    34. Example #4 (generic) Professor Wren is assisting a small start-up company for free, in an area related to his University work. He is spending approximately 20 hours/week helping to get it up and going. He does most of the work on nights and weekends, but at times needs to be on site for a day or two every week. Is this a conflict of interest? - No. Is this a conflict of commitment? - Yes. His effort exceeds the 1/6th rule. (The 1/6th rule applies 24/7 during the appointment year.) How would it be managed? 1. Leave for some period of time; 2. Reduction of the appointment percentage.

    35. Information and help (https://www.cusys.edu/policies/policies/A_Conflict-of-Interest.html) http://www.colorado.edu/VCResearch/integrity/coic/policy.html http://www.colorado.edu/facultyaffairs/atoz/one-sixth-rule.pdf. Jean Wylie, Compliance Director Jean.Wylie@colorado.edu or 303.492.3024 Russell Moore, Associate VC for Research Russell.Moore@colorado.edu or 303.492.2899

    36. CONFLICTS OF INTEREST & COMMITMENT “Fundamentals of Compliance” Department Administrator Training Office of Contracts and Grants

    37. Conflicts of interest: exist “when an employee’s financial or personal considerations may compromise, or have the appearance of compromising, an employee’s personal judgment in administration, management, instruction, research, and other professional and academic activities.” APS on Conflicts of Interest and Commitment Your CU employment is considered your “primary” employment, and, thus, your primary responsibility and allegiance. Other interests are secondary, when it comes to how you perform your CU job.Your CU employment is considered your “primary” employment, and, thus, your primary responsibility and allegiance. Other interests are secondary, when it comes to how you perform your CU job.

    38. Conflict of commitment: “refers to situations in which outside relationships or activities adversely affect, or have the appearance of adversely affecting, an employee’s commitment to his/her University duties.” APS on Conflicts of Interest and Commitment This is often referred to as the “1/6th rule”, referring to the policy that says that faculty may consult “on University time” up to 1/6th of their time and effort.This is often referred to as the “1/6th rule”, referring to the policy that says that faculty may consult “on University time” up to 1/6th of their time and effort.

    39. Perception is reality Conflict of interest/commitment programs deal with situations in which an employee’s judgment or commitment to the University could be compromised. It is the potential for compromise that is the most likely to cause harm. Often, people think that the only time there actually is a conflict is if they actually act on compromised judgment. In reality, the conflict exists whenever there are two different roles for an employee – as CU employee and as person with financial interests related to CU employment.Often, people think that the only time there actually is a conflict is if they actually act on compromised judgment. In reality, the conflict exists whenever there are two different roles for an employee – as CU employee and as person with financial interests related to CU employment.

    40. What does a CoI/C program do? Identify Manage, reduce, eliminate Notify

    41. Identify Disclosure of External Professional Activities (DEPA) (both CoI and CoC) - Annual - On-line (CU Connect, Academics & Research tab) - Review by CoI/C director Determine no conflict; or, Needs further review Disclosure to OCG and HRC (CoI) Application for Approval of Regular and Periodic Consulting Activities (CoC) (http://www.colorado.edu/facultyaffairs/atoz/ofaindex.html - Review/Approval by Chair, Dean The last one is often called the “1/6th rule” form.The last one is often called the “1/6th rule” form.

    42. Where is the “line” - CoI? Income of >$10,000/year (self, family member) from a business that is related to one’s University activities Equity interests >$10,000 or 5% in a business that is related to one’s University activities Intellectual property rights

    43. Where is the “line” – CoC? Not remunerative scholarship 1/6th rule (generally > 19.5 days/semester) Interference with “paramount obligations to students, colleagues, and the primary missions of the University.” 1. Remunerative scholarship refers to such things as textbook authorship, involvement with professional societies, and participation on review panels, etc. 2. Traditionally, the University has allowed full-time faculty to be employed in remunerative consultative or research capacities when such employment did not involve more than one-sixth of their time and energy. 3. a conflict of commitment arises when professional service or research contracted outside the University, consultations, or other outside activities (e.g., outside teaching or business) interfere with the paramount obligations to students, colleagues, and the primary missions of the University. 1. Remunerative scholarship refers to such things as textbook authorship, involvement with professional societies, and participation on review panels, etc. 2. Traditionally, the University has allowed full-time faculty to be employed in remunerative consultative or research capacities when such employment did not involve more than one-sixth of their time and energy. 3. a conflict of commitment arises when professional service or research contracted outside the University, consultations, or other outside activities (e.g., outside teaching or business) interfere with the paramount obligations to students, colleagues, and the primary missions of the University.

    44. Manage, reduce, eliminate CoI/C director gathers information from discloser Provides analysis to unit head & discloser Is there a conflict, and, if so, why is it a conflict Suggestions of how to manage, reduce, eliminate Unit head determines if conflict, and how to manage Unit head sends to dean Dean makes decision, notifies discloser and CoI/C

    45. Notify NIH notify that conflicts have been identified before submission of proposal notify that conflicts have been managed before funds disbursed NSF notify of any conflicts that institution cannot manage CU administration gets annual report

    46. Examples (generic) Professor Zen receives $15,000/year for consulting for a company that has also given a large gift to support his research program. Several students are supported by that gift. Is this a conflict of interest? - Yes – it involves issues of scientific integrity and relationships with students. How would it be managed? 1. Disclosure to journals and in public presentations where results are presented 2. Disclosure to students and committee members (if applicable). Is this a conflict of commitment? - No - not as presented

    47. Examples #2 (generic) Professor Yang receives >$10,000/year as an editor of a prestigious journal; he spends one day/month on this activity. Is this a conflict of interest? No, this is remunerated scholarship. It does not need to be reported on the DEPA. Is this a conflict of commitment? No, not as reported.

    48. Example #3 (generic) Professor Xavier has a contract to conduct a large survey of satisfaction of hearing aid users for a company in which she owns a substantial share. Is this a conflict of interest? - Yes – it involves issues of scientific integrity, and protection of human subjects. How would it be managed? 1. Disclosure to journals and in public presentations 2. Disclosure to subjects 3. Possible scientific oversight of conduct of project. Is this a conflict of commitment? - No - not as described.

    49. Example #4 (generic) Professor Wren is assisting a small start-up company for free, in an area related to his University work. He is spending approximately 20 hours/week helping to get it up and going. He does most of the work on nights and weekends, but at times needs to be on site for a day or two every week. Is this a conflict of interest? - No. Is this a conflict of commitment? - Yes. His effort exceeds the 1/6th rule. (The 1/6th rule applies 24/7 during the appointment year.) How would it be managed? 1. Leave for some period of time; 2. Reduction of the appointment percentage.

    50. Information and help (https://www.cusys.edu/policies/policies/A_Conflict-of-Interest.html) http://www.colorado.edu/VCResearch/conflictsofinterest.html http://www.colorado.edu/facultyaffairs/atoz/one-sixth-rule.pdf. Jean Wylie, Compliance Director Jean.Wylie@colorado.edu or 303.492.3024 Russell Moore, Associate VC for Research Russell.Moore@colorado.edu or 303.492.2899

    51. Research Oversight

    52. Human Research Responsible for reviewing all research involving human participants to protect rights and welfare of subjects Two committees, one for biomedical research, one for behavioral/social research 33 committee members 3 FTE HRC staff

    53. The Belmont Report Respect for Persons Informed Consent Beneficence Risks are minimized and do not outweigh the benefits Justice Protection of vulnerable persons Belmont report April 18, 1979 The National Commission for the Protection of Human Subjects of Biomedical and Behavioral Research, created by National Research Act of 1974 Belmont report April 18, 1979 The National Commission for the Protection of Human Subjects of Biomedical and Behavioral Research, created by National Research Act of 1974

    54. Human Research What kinds of research must be reviewed by the Human Research Committee? Research involving intervention or interaction with humans Research involving data or specimens gathered from humans

    55. Human Research The HRC reviews all research involving human participants, whether conducted by faculty, staff or students HRC approval is required for all research involving human participants, regardless of funding

    56. Animal Resources Responsible for ensuring proper care and use of animals in research protocols Personnel: Full-time veterinarian .7 FTE administrator 12 committee members

    57. Biosafety Responsible for reviewing safety of research involving: Recombinant DNA Toxins Bloodborne pathogens Personnel: .3 FTE administrator Biosafety coordinator (EH&S) 10 committee members

    58. Export Controls National Security Defense-related technology “Dual-Use” technology National/Foreign Policy Embargoed countries Banned groups or individuals

    59. Export Controls Restrictions Physical exports “Deemed exports” Transfer of knowledge to foreign nationals, even if the transfer occurs in U.S. Via documents, emails, even site visits Collaboration with foreign scientists or students is most common example

    60. Export Controls Restrictions Commerce/travel with embargoed countries Balkans, Belarus, Burma, Cuba, Iran, Iraq, Ivory Coast, Liberia, N. Korea, Sudan, Syria, Zimbabwe Commerce with people/companies on various Denied Parties Lists

    61. Export Controls Implications Exports—physical or “deemed”—may require a license, depending on: Type of technology What the other nation is Whether an exemption applies Fundamental research/public domain Education Bona Fide Employee Where you travel and who you talk with may be restricted Check with Linda Morris to determine

    62. What is Research Misconduct? The Federal Big Three Fabrication* Falsification* Plagiarism Other serious deviations from accepted practices CU adds: Authorship disputes Fabrication: making up data, notes, or other research information and reporting them. Falsification: manipulation of the research process, or altering data, such that reported results are not accurate. Plagiarism: portraying another person's intellectual property as one's own. Not simply wholesale “cut and paste”’; may involve appropriating ideas, concepts, or data without credit and then changing the actual language so as to give the impression that the ideas are one's own, or providing a citation for one particular use, but then making extended future use of the original work without further citation. Discuss why this is important: Public investment in research requires accountability Research is cumulative, researchers generally assume that others’ reports are accurateFabrication: making up data, notes, or other research information and reporting them. Falsification: manipulation of the research process, or altering data, such that reported results are not accurate. Plagiarism: portraying another person's intellectual property as one's own. Not simply wholesale “cut and paste”’; may involve appropriating ideas, concepts, or data without credit and then changing the actual language so as to give the impression that the ideas are one's own, or providing a citation for one particular use, but then making extended future use of the original work without further citation. Discuss why this is important: Public investment in research requires accountability Research is cumulative, researchers generally assume that others’ reports are accurate

    63. What Research Misconduct is NOT Honest error vs. intentional or reckless Honest differences of opinion or interpretation Anything not involved in proposing, conducting, or reporting research Violations of other policies (e.g., fiscal misconduct, conflict of interest)

    64. Investigation of Research Misconduct Written complaint to Standing Committee on Research Misconduct Initial inquiry by SCRM (~60 days) If not dismissed, more detailed investigation by panel of experts (~120 days) If guilty, SCRM recommends corrective actions and sanctions Normally a very confidential process

    65. Radiation Safety Responsible for reviewing safety of research involving: Radioactive Materials (Unsealed & Sealed) Radiation Producing Machines (X-ray) Lasers (Under Development) Personnel: Full-time Radiation Safety Officer (RSO) Full-time Alternate RSO (ARSO) 2.5 FTE Radiation Safety Staff 12 Committee Members (UCB, UCD, UCCS) Unique situation for RAM under one license, UCDHSC under different licenseUnique situation for RAM under one license, UCDHSC under different license

    66. Radiation Safety Physical Safety Protection of personnel, environment, and property License Review, Equipment, Cradle to Grave Administrative Safety Protection from Regulatory Citations Developing/modifying procedures as needed Review of proposed experiments Ensure proper equipment is used (shielding, hoods, refrigerators/freezers, waste containers, etc.) Receipt, Use, and Disposal (order approvals – currently working with PSC, receiving materials daily, weekly waste collections & processing for disposal) Regulatory requirements (control of materials from cradle to grave, security changes)Review of proposed experiments Ensure proper equipment is used (shielding, hoods, refrigerators/freezers, waste containers, etc.) Receipt, Use, and Disposal (order approvals – currently working with PSC, receiving materials daily, weekly waste collections & processing for disposal) Regulatory requirements (control of materials from cradle to grave, security changes)

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