IARSA Research and Professional Employee Code of Ethics (hereinafter referred to as “Code of Ethics”) sets out the basic ethical requirements for the conduct of the International Association of Research Scholars & Administrators (IARSA) research staff and faculty members in connection with their professional and research activities, especially in the area of education, research and evaluation or specialized activities.
These requirements are presented as the self-evident outcome of universal and commonly recognized moral and formal principles of conduct of individuals and groups in a civilized society with respect to the nature of higher education and research. They have been formulated with regard to the common features of activities performed by research and professional research employees, independent researcher of individual scientific disciplines. They create prerequisites for maintaining desirable moral standards designed to prevent conflict situations among employees, between employees and third parties and conflict of interest while also helping to improve relations between the academic community and the general public.
This document aims to provide a general guideline for the development of similar documents at faculties and other International Association of Research Scholars & Administrators (IARSA) constituent parts, tailored to the needs of specific fields. The Code of Ethics is morally binding for all research and professional International Association of Research Scholars & Administrators (IARSA) employees while maintaining the academic freedoms it proclaims. Due to the moral and social aspects of the position of a research staff or faculty member as a researcher, scientist or development worker or a worker in the area of creative arts, and given the moral and social aspects of the position of a professional employee, arising from his or her performance or participation in the above mentioned activities, the observance of moral conduct standards in the workplace and beyond as formulated in this document constitutes a legitimately anticipated requirement for the proper performance of the position of an academic or professional employee (hereinafter referred to as "research staff or employee").
If appropriate, provisions formulated specifically with research and development in mind shall also apply to artistic activity.
Individual provisions shall also apply to the activities of other International Association of Research Scholars & Administrators (IARSA) research staff which call for their direct involvement in areas whose ethical aspects are subject to this Code of Ethics.
1. A research staff and faculty member's conduct in the workplace and beyond shall adhere to commonly accepted moral principles and standards.
2. An employee shall not use his or her position, whether academic or pertaining to any level of the organisational structure, for the purpose of personal gain or the gain of other persons or for any type of discrimination. Cases of abuse of authority must be opposed, should any arise.
(1) An employee always prefers and promotes the concept of research and development – i.e. its orientation, implementation and application – as a means of elevating the level of public knowledge and as an active self-education resource dedicated to supervising and contributing to the quality of education provided to students and young scientists.
(2) An employee
(3) With regard to his or her own research and development activities and their implementation, an employee accepts personal responsibility for
(1) The moral duty of every employee is to contribute to research results achieved by means of team research while also contributing to the development of all major research and development areas associated with the tasks tackled by his/her team.
(2) As a research team member, an employee acknowledges the mental, material and practical contributions to research team results made by the remaining team members.
(3) An employee considers it self-evident that his/her research activities contribute to achieving a constructive interference effect within the research team, namely by:
(1) In planning educational, research and development projects, an employee is required to:
(1) When publishing research results, an employee is obliged to respect – in addition to all legally binding copyright regulations – the rules of publication and disclosure of research and development results in accordance with established industry standard practices and corporate sector relationships.
(2) An employee observes ethical principles associated with respect for intellectual property, namely by
(3) An employee maintains an objective approach when assessing his/her share of authorship and the shares of others when reporting authorship, especially when assessing creative contributions to the publication of results and evaluating the quality and scope of contributions to the execution of the research itself.
(4) When publishing research results, an employee considers the following to be self-evident:
(1) When participating in evaluative and expert activities, an employee strives to maintain an impartial and unbiased approach to the assessment of project applications, article manuscripts, special-purpose works, reports and other documents in order to provide feedback which:
(2) As an evaluator, an employee respects the confidentiality of information associated with evaluative and expert activities he or she is participating in, refraining from using information contained in evaluated documents for purposes other than producing an expert review (evaluation) and never disclosing such information to a third party.
(3) An employee also
(4) As a member of employee recruitment committees, an employee advocates openness during committee proceedings in an international environment while employing a transparent, impartial and equal approach.
(1) When interacting with colleagues and other IARSA employees, an employee adheres to the principles of collegial conduct, i.e. respecting others, their right to the expression of independent expert opinion and right of independent approach to academic activities, as long as such choices are compatible with standards generally accepted in a given field of study and with this code.
(2) Moral principles governing the conduct IARSA employees include a collegial approach to members, based on respect for
(3) An employee disapproves of all forms of uncollegial conduct, acts of discrimination and coercive conduct derived from functional status. An employee does not adopt a falsely collegial attitude which tolerates violations of key moral principles and rules set out in this code.
(4) An employee adopts a collegial approach to teamwork based on
a) mutual trust and awareness in research and development and the subsequent publication of results,
b) respect for his or her own creative contribution and the creative contributions of others, especially when publishing results as a team.
An employee is loyal to the Association. In this sense, loyalty refers to acknowledging that the credit for research and educational activities results reached by an employee in the secretariat with the aid of the Association technical and human resources is not exclusively his/her own. The transmission of such results to third association/institution or persons for personal gain is considered immoral.
An employee's self-evident mission is to disseminate educational and scientific knowledge, promote general awareness of research and development results among the professional and general public and inform the public about the potential influence of research on the environment and on the material and social well-being of the general population.
(1) An employee, especially one functioning as project investigator or records and database manager, respects the need for personal data protection in compliance with additional rules arising from internal IARSA regulations. Personal employee data is only communicated if so required for the purpose of research and development record-keeping; selected personal data is protected, e.g. birth number and permanent residence address.
(2) An employee treats entrusted data – especially data associated with research and development, study-related data and personal data – in such a way as to minimize any possibility of misuse.
(3) An employee is aware of the fact that IARSA information systems are to be used exclusively in order to improve the quality of academic activities, i.e. not for the private benefit of oneself or others.
(1) Violations of the Code of Ethics are handled in a way which reflects the Association organizational structure; individual cases may be referred to the IARSA Governing Council for consideration at any stage of the proceedings.
(2) In view of their nature as well as with respect to the additional circumstances of an individual case, violations of this Code of Ethics may be assessed as a breach of obligations arising from legislation relating to work performed by an employee or as failure to fulfill the requirements of proper work performance. Relevant employment-related consequences may be derived from the outcome of this assessment.
(1) The IARSA Ethics Board is tasked with resolving violations of general moral principles or rules set out in this code which fall outside of the organizational structure of IARSA or have not been resolved on any such level. IARSA Governing Council is a standing advisory body to the President.
(2) The board chair and members are appointed by the President. IARSA Ethics Board proceedings may call for the appointment of additional ad hoc members as required by the nature and field-specific aspects of a particular case.
(3) IARSA Ethics Board proceedings are governed by rules of procedure proposed by the board chairperson and approved by the President.
(1) IARSA Research Ethics Committee is tasked with addressing the ethical aspects of research conducted at IARSA, including in particular work with human subjects (as well as biological materials of human origin), with the exception of activities covered by other IARSA ethics boards.
(2) IARSA Research Ethics Committee is governed by the IARSA Research Ethics Committee Statutes and rules of procedure.
(1) IARSA Equal Opportunity Panel is a standing advisory body to the President, tasked with supervising the implementation of and compliance with the principles of non-discrimination and equality at IARSA.
(2) The panel chair and members are appointed by the President. When discussing a specific case, the Equal Opportunity Panel may appoint additional ad hoc members.
(3) Proceedings of the IARSA Equal Opportunity Panel are governed by rules of procedure proposed by the panel chairperson and approved by the President.
IARSA is aware of its social responsibility and is convinced that ethical values??Must be protected and developed. The association hereby manifests its will that all members of its academic community and all of its employees identify with the formulated ethical rules and that their activities contribute to developing an environment conducive to compliance with these rules.