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1.3 - Gifts and Gratuities |
To define the practice with regard to the acceptance of personal gifts from vendors.
It is Rensselaer's objective to award business on the basis of such considerations as quality, service, pricing and technical ability; to obtain grants from and contracts with private and governmental agencies based upon mutual intellectual interest; and to avoid the appearance or actuality of impropriety in the receipt of personal gifts, gratuities, favors, and/or kickbacks in connection.
The solicitation or acceptance of personal
gifts, gratuities, favors, or kickbacks by a
This policy is not intended to supersede the appropriate sections of the Handbook for Academic Staff, which deals with developing and maintaining faculty consulting relationships nor the Human Resource Management Policy and Procedure Manual concerning the right of exempt and non-exempt staff to do likewise provided there is no conflict of interest.
This policy is not intended to eliminate ethical activities such as business luncheons or the exchange of token mementos of nominal value. However, such activities should be kept to the minimum level necessary for maintaining effective business relationships.
Gift/Gratuity/Favor:
The use of property or facilities, gift
certificates, entertainment, or other items of value extended to
Kickback:
Any money, fee, commission, credit, gift, gratuity, thing of value, or compensation of any kind that is provided by a supplier, directly or indirectly, to any employee for the purpose of improperly obtaining or rewarding favorable treatment in connection with a procurement. This is consistent with the Anti-Kickback Enforcement Act of 1986.
Every effort should be made to refuse politely all offers of gifts from vendors.
When it might be inappropriate or insulting
to refuse a gift offered, the gift is to be accepted in the name of
Violations of this policy should be reported
to the Human Resources Office, which will work with the Director of Internal
Auditing in investigating. Consistent with Rensselaer policy in the Handbook
for Academic Staff and the Human Resource Management Policy and Procedure
Manual, disciplinary action will depend upon the extent of or potential for
damage to
Questions on this policy interpretation can be addressed to either the Human Resources or the Director of Internal Auditing.
Revised 3/02