Boston University has several personnel policies that, for the purposes of this manual, are categorized as General Policies. They include policies that govern and establish guidelines for employee conduct in several areas. The policies are listed below, and the specific provisions are presented in the individual policy statements.

401 UNIVERSITY RULES OF CONDUCT

401.1 Professional Standards of Conduct

All Boston University employees, while on University premises or while representing the University, are required to conform to professional standards of conduct. Professional standards of conduct presume that employees will not engage in conduct inimical to the interests of the University or that interfere improperly with the rights of other persons, their property, or the property of the University. Failure to adhere to professional standards of conduct or engaging in unacceptable behavior may be subject to disciplinary action, including discharge.

Outlined below are specific examples of unacceptable employee conduct that have a direct bearing on the work environment and the general interests of the University.

1. Unauthorized access, use, or release of confidential data.
2. Unauthorized use of University-owned or leased property for the conduct of personal business.
3. Any action that would place the interests of an employee in conflict with the interests of Boston University, including accepting or offering a gift to influence any matter in which the University has an interest.
4. Illegal use, possession, or sale of controlled substances.
5. Possession or use of a weapon or firearm (except for duly licensed law enforcement personnel).
6. Violent behavior in any form, including threats.
7. Theft of University property, including data or intellectual property.
8. Harassing behavior of any kind toward staff, faculty, students, applicants, visitors, or other persons having official business at Boston University.
9. Misrepresentation or falsification of University documents or information provided to the University.

For emphasis, the above items are specific examples of unacceptable employee conduct. The list is not intended to be comprehensive, and other actions of similarly serious nature will be deemed to be unacceptable employee conduct.

401.2 Sexual Harassment Policy

Boston University is committed to the principle that no employee, student, or applicant for employment or admission should be subject to sexual harassment. The University strives to provide workplaces and learning environments that promote equal opportunity and are free from illegal discriminatory practices, including sexual harassment.

Sexual harassment is a violation of federal and state laws and University policy, as is retaliation against any individual who in good faith files a complaint of sexual harassment or cooperates in the investigation of such a complaint. Upon receipt of a complaint of sexual harassment or retaliation, Boston University will undertake a fair and thorough investigation, with due regard for the rights of all parties. Every reasonable effort will be made to protect the confidentiality of the parties during the investigation. After an investigation, any person who is found to have sexually harassed or retaliated against another will be subject to discipline, up to and including termination of employment and, if a student, expulsion from Boston University.

Definition of Sexual Harassment

Sexual harassment is defined as sexual advances, requests for sexual favors, and any other verbal or physical conduct of a sexual nature, whether intentional or unintentional, in which:

• an individual's submission to or rejection of the conduct is made, either explicitly or implicitly, a term or condition of employment or of status in a course, program or activity, or is used as a basis for an employment or academic decision; or,
• the conduct has the purpose or effect of unreasonably interfering with an individual's work performance, academic performance, or educational experience, or of creating an intimidating, hostile, humiliating or offensive working, educational, or living environment.

Examples of Conduct That May Constitute Sexual Harassment

It is not possible to list all circumstances that might constitute sexual harassment. In general, sexual harassment encompasses any sexually related conduct that causes others discomfort, embarrassment, or humiliation, and any harassing conduct, sexually related or otherwise, directed toward an individual because of that individual's sex. Such conduct is subject to this policy whenever it occurs in a context related to the employment or academic environments, or if it is imposed upon an individual by virtue of an employment or academic relationship.

A determination of whether conduct constitutes sexual harassment is dependent upon the totality of the circumstances, including the pervasiveness or severity of the conduct. The Massachusetts Commission Against Discrimination lists the following as examples of conduct that may constitute sexual harassment:

• Unwelcome sexual advances-whether they involve physical touching or not
• Sexual epithets, jokes, written or oral references to sexual conduct; gossip regarding one's sex life; comment on an individual's body, comment about an individual's sexual activity, deficiencies, or prowess
• Displaying sexually suggestive objects, pictures, or cartoons
• Unwelcome leering, whistling, brushing against the body, sexual gestures, or suggestive or insulting comments
• Inquiries into one's sexual experiences
• Discussion of one's sexual activities

In order to constitute sexual harassment, conduct must be unwelcome. Conduct is unwelcome when the person being harassed does not solicit or invite it and regards it as undesirable or offensive. The fact that a person may accept the conduct does not mean that he or she welcomes it.

As a university, Boston University, its employees and students also must be aware of the need for freedom of inquiry and openness of discussion in its educational and research programs, and must strive to create and maintain an atmosphere of intellectual seriousness and mutual tolerance in which these essential features of academic life can thrive. No university can or should guarantee that every idea expressed in its classrooms or laboratories will be inoffensive to all; pursued seriously, education and scholarship necessarily entail raising questions about received opinions and conventional interpretations. Boston University does guarantee, however, that credible accusations of inappropriate sexual remarks or actions will be investigated promptly, thoroughly, and fairly.

Complaints

If you have questions or concerns about sexual harassment, or if you wish to file a complaint of sexual harassment, you are strongly encouraged to contact immediately the appropriate person listed below:

Faculty, staff, or applicants for employment: Contact the Equal Opportunity Officer in the Office of Equal Opportunity, 25 Buick Street, 617/353-9286. Medical Campus employees and applicants may also contact the Director of Personnel at the Medical Campus Personnel Office, 560 Harrison Avenue, Room 401, 617/638-4610.

Students: Contact the Director of Judicial Affairs and Student Safety Programs in the Office of the Dean of Students, 19 Deerfield St, Third Floor, 617/358-0700. Students living in campus residences may also contact their local hall or area office.

Applicants for admission: Contact the Equal Opportunity Officer in the Office of Equal Opportunity, 25 Buick Street, 617/353-9286.

Employees covered by a collective bargaining agreement: Specific provisions of the agreement may provide additional options for addressing a sexual harassment complaint.

Some of the Schools and Colleges at Boston University have also established their own procedures for handling issues of sexual harassment. Faculty, students, and staff who are members of academic units may contact the office of their dean to determine whether to use these complaint procedures.

Nothing in this policy is intended to limit the authority of Boston University to take appropriate disciplinary action against any individual who violates University rules or policies, whether or not the conduct constitutes sexual harassment under law or University policy.

State and Federal Agencies

In addition to the above, you may file a formal complaint with the government agencies listed below.

Faculty, staff, applicants for employment, or students:

Massachusetts Commission Against Discrimination
One Ashburton Place, Room 601
Boston, Massachusetts 02108
617/727-3990

Faculty, staff or applicants for employment:

United States Equal Employment Opportunity Commission
One Congress Street, 10th floor
Boston, Massachusetts 02114
617/565-3200

Students, applicants for admission, faculty, staff, or applicants for employment:

Office for Civil Rights
U. S. Department of Education, Region I
J. W. McCormack Post Office and Courthouse, Room 222
Post Office Square
Boston, Massachusetts 02109
617/223-9662

401.3 Related Policies

204 Termination Notices
206 Employee Grievance Process

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402 CONFLICT OF INTEREST

402.1 General Policy

Boston University employees covered by this manual are required to avoid ethical, legal, financial, or other conflicts of interest and to ensure that their activities and interests do not conflict with their obligations to the University or its welfare. A conflict of interest may exist if you or a member of your immediate family has a financial interest that conflicts with the interests of the University.

An employee who encounters a personal interest that may have the potential of conflicting with the interests of the University is required to discuss immediately the matter with his or her supervisor. Supervisors are responsible for notifying the University's Office of General Counsel of conflict-of-interest situations.

Designated employees are required to comply with additional policies adopted by the Trustees of Boston University.

402.2 Consulting, Outside Employment, and Financial Interests

Boston University employees covered by this manual may not engage in any outside consulting or employment that conflicts with the interests of the University. Employees are required to fulfill successfully the responsibilities of their position, and any external employment activity that results in neglect of the employee's job responsibilities is inappropriate.

Employees covered by this manual must obtain written approval from their Department Head to engage in any outside consulting activity or employment that may involve a conflict of interest. Boston University reserves the right to require employees to submit an external activity report covering any outside employment activity. Key employees may be required to disclose specific information on outside activities that may involve a conflict of interest.

402.3 Additional Employment with Boston University

Boston University employees will not be offered additional employment with the University without written approval of both the employee's Vice President or Provost and the Office of Human Resources. This policy applies to full- and part-time employees wishing to hold a second job with the University, including the teaching of University courses for additional compensation. Such cases have to be reviewed carefully to ensure compliance with the provisions of the Fair Labor Standards Act. For example, non-exempt employees cannot be regularly scheduled to work in excess of forty hours per week without prior authorization.

402.4 Policy on Solicitation and Acceptance of Personal Gifts and Relationships with Vendors

Boston University is committed to the highest standards of honesty, integrity, and fairness in both actuality and appearance. Consistent with this commitment, University employees and members of their immediate families are prohibited from soliciting any personal gift, gratuity, favor, service, or other benefit (collectively, a "gift") from individuals or companies seeking any advantageous action by, or relationship with, the University.

The acceptance of a personal gift, even if unsolicited, is also prohibited in most instances. A gift valued in excess of $50 or of undetermined value, unless employed for a University purpose or shared widely within the University or a unit thereof, must be declined or returned immediately. Multiple gifts from a single source in any calendar year are prohibited. Gifts of promotional items without significant value that are routinely distributed by vendors to clients, and courtesy copies of professional printed matter, may be accepted. However, employees are prohibited from accepting gifts of money or their equivalent, regardless of the amount, at any time.

Employees are prohibited from accepting a vendor's offer to pay for travel to and/or attendance at a conference, business meeting, or similar function without the prior written approval of the president, provost, or executive vice president.

Customary business dealings involving payment for a meal or local entertainment are acceptable, provided that they are not excessive in frequency or amount and do not otherwise create the appearance of impropriety.

Employees involved in awarding or administering grants or contracts using federal or other government funds are prohibited by law from soliciting or receiving gratuities, favors, or anything of monetary value from current or potential contractors or sub-contractors.

Supervisors are responsible for ensuring that this policy is communicated to and understood by the employees in their unit and that it is effectively enforced. Any employee who receives an unsolicited gift from an individual or company seeking any advantageous action by, or relationship with, the University should immediately submit a written report to his or her supervisor specifying the date the gift was received, the donor, the estimated value, and other relevant information.

Any employee who violates this policy will be subject to disciplinary action.
disciplinary action.

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403 PATENT POLICY

403.1 Charles River Campus

The Patent Policy and Patent Agreement for the Charles River Campus is presented below. It defines the University's policy concerning patentable inventions and indicates the terms on which the Trustees provide support that may lead to patentable inventions. An individual's acceptance of employment at Boston University is sufficient to make the terms of the policy applicable without further agreement. New employees will be required to sign the Patent Agreement simply to ensure that they have had an opportunity to become aware of the details of the policy and its administration.

BOSTON UNIVERSITY PATENT POLICY AND AGREEMENT
CHARLES RIVER CAMPUS

PREAMBLE
The patent policy outlined herein is the Policy of the Trustees of Boston University (the "University"). The University recognizes that patentable inventions may be made in the course of research sponsored by the University and/or by others through the University. It is the policy of the University to maximize the benefits to the individual who makes such patentable inventions, to the University and to the general public, and thus, to stimulate initiative in the faculty, staff, and employees of the University. The University recognizes that this may best be accomplished through patenting and licensing such inventions in a manner consistent with the public interest, and for such purpose the University hereby establishes the patent policy set forth herein. This Policy supersedes all prior patent policies and amendments thereto applicable to the Charles River Campus.

1. PATENT POLICY
A. In order to protect the public good and the University, and in order to fulfill obligations to research sponsors, the University shall claim equity in all discoveries and its right to acquire the title to and control of such discoveries where the discoveries are made by faculty, staff, employees, or students (including all types of trainees or postgraduate fellows) working on or arising from programs supported in whole or in part by funds, space, personnel, or facilities provided by the University.

B. When a discovery is made by an inventor outside of any program conducted by the University, and the inventor can demonstrate that the University did not provide or administer significant funds, space, personnel, or facilities for work leading to the discovery, the discovery shall remain the exclusive property of the inventor or his/her sponsor. The University shall not ordinarily consider provision of office, classroom, or library facilities as constituting significant use of University funds, space, personnel, or facilities. For purposes of this Policy, the term "Inventor" shall include all individuals who participated in and signed a disclosure statement respecting a discovery or invention.

C. When necessary, the University Committee on Inventions and Discoveries ("Committee") shall decide whether an invention or discovery should be classified under Paragraph A or Paragraph B of this Paragraph 1. Persons or entities claiming a right to receive royalty interests under the provisions of the Patent Administrative section below may appeal the decision of the Committee to the President of the University. The President shall recommend final action to the Trustees, whose decision shall be final.

2. ROYALTIES
Where the University is entitled to equity in a discovery, the Inventor shall receive 30 percent of the net royalties accruing therefrom unless the University recommends a lesser share, which shall not be less than 15 percent, based upon relevant circumstances relating to the discovery. In the event that the University determines that such lesser share is appropriate, the University shall in its sole discretion designate the recipient or recipients of the percentage share by which the Inventor's share has been reduced. The Community Technology Foundation (CTF) of Boston University, exclusive agent for the administration of patents or discoveries made within the University, shall receive 45 percent of the net royalties (see Paragraph 4). The remaining royalties from, and equities in, the invention shall be distributed to the School of the Inventor, or in the absence of a School's being involved, the primary unit or entity of the University with which the Inventor works or is affiliated. Net royalties are defined as gross royalties less amounts granted by the University specifically for the invention or discovery process, and the costs of securing, protecting, preserving, and maintaining patents, and of licensing and marketing of the patent rights, or other costs or fees directly attributable to the invention's being licensed.

3. DISCLOSURES
Because the securing of rights in discoveries and inventions depends on prompt and efficient patent application and administration, all faculty, staff, students, and employees of the University who make inventions or discoveries shall immediately disclose said inventions or discoveries to the CTF Patent Administrator and to the inventor's supervisor. This disclosure obligation shall apply to all inventions and discoveries without regard to whether they fall under Paragraph A or B above.

4. PATENT ADMINISTRATION
CTF shall be the exclusive agent of Boston University for the administration of inventions and discoveries made within the University and covered under Paragraph 1A. CTF shall present the disclosures to the Committee. Such report shall state whether CTF has determined that an invention or discovery will be developed by the University. The Committee shall consist of eleven voting members, at least a majority of whom shall be faculty members from the Schools and Colleges of the University. The members of the Committee and the Chairman of the Committee shall be designated by the President of the University. CTF shall render a written semiannual report to the Chairman of the Committee on the disposition and status of all inventions and discoveries submitted. CTF shall, as promptly as practicable, determine whether an invention or discovery shall be pursued by the University. If the Committee determines that CTF has not filed a patent application within one year after it has received a disclosure in respect of which the University is entitled to claim an interest, the Committee, in consultation with the Inventor, shall determine what other disposition, if any, shall be made of the invention or discovery and of its development.

5. COVERAGE
The Policy shall cover only discoveries and inventions that are patentable as the term is defined in the United States Code, as amended, or the laws of other countries where applications are filed.

6. TRUSTEE REVIEW
Any disputes that arise under this policy that are not resolved by the Committee shall be referred to the President of the University, who shall recommend final action to the Trustees. The decision of the Trustees shall be final with respect to all disputes.

7. EMPLOYMENT AGREEMENTS
An appropriate form shall be signed by all faculty, staff, employees, and students working at the University providing for specific acceptance of the terms of this policy. Rights and obligations under this agreement shall survive any termination of enrollment or employment at the University. Nothing herein contained is intended to grant or dispose of any right, title, and interest to any disclosure, idea, improvement, or invention, whether patentable or not, which has been supported or funded by outside parties who acquire rights to such disclosure, idea, improvement, and invention.

8. CONSULTING AGREEMENTS
The rights of the University under this policy, and the interests of sponsors under research grants or contracts, may not be abrogated or limited by consulting agreements or other contracts entered into between University students or employees and outside organizations or employers. University students and employees should inform outside employers of their obligations and commitments to the University under this policy. Such students and employees should ascertain that patent clauses in their agreements are not in conflict with their obligations to the University or this Policy Statement. Each student and employee should make his/her obligations to the University clear to those with whom such agreements may be made, and should ensure that they are provided with a current statement of University policy. Upon request, the University will provide a standard clause that may be inserted in a student's or employee's consulting agreement. This clause will put third parties on notice as to the University's rights under this policy with respect to inventions and discoveries. In cases of conflict of interest, the University reserves the ultimate right to determine the final disposition of the rights and interests involved.

PATENT AGREEMENT
I affirm that I have received and have read the Boston University Patent Policy/Charles River Campus.

For and in consideration of the provision by Boston University of support in the form of funds, space, personnel, facilities, instruction, supervision or other assistance, I hereby accept the aforesaid Patent Policy as determinative of my rights and obligations in relation to any discoveries or patentable inventions.

Signature: _______________________

Name: __________________________

Date: ___________________________

403.2 Medical Campus

The Patent Policy and Patent Agreement for the Medical Campus is presented on the following pages. It defines the University's policy concerning patentable inventions and indicates the terms on which the Trustees provide support that may lead to patentable inventions. An individual's acceptance of employment at Boston University is sufficient to make the terms of the policy applicable without further agreement. New employees will be required to sign the Patent Agreement simply to ensure that they have had an opportunity to become aware of the details of the policy and its administration.

PATENT POLICY AND AGREEMENT
BOSTON UNIVERSITY MEDICAL CENTER CAMPUS

PREAMBLE
The patent policy outlined herein is the Policy of the Boston University Medical Center, whose constituent members are Boston University School of Medicine, Goldman School of Dental Medicine and Boston Medical Center Corporation (collectively referred to hereafter as the "Medical Center"). The Medical Center recognizes that patentable inventions may be made in the course of research sponsored by the Medical Center and/or by others through the Medical Center. It is the desire of the Medical Center to maximize the benefits to the individual who makes such patentable inventions, to the Medical Center and to the general public, and, thus, to stimulate initiative in the faculty, staff, and employees of the Medical Center. The Medical Center recognizes that this may best be accomplished through patenting and licensing such inventions in a manner consistent with the public interest and for such purpose the Medical Center hereby establishes the patent policy set forth herein. This Policy supersedes the policy as issued March 1, 1963 and amended November 23, 1981 by the predecessor constituent members of the Medical Center, namely, Boston University School of Medicine, Goldman School of Graduate Dentistry and University Hospital, Inc., and all other patent policies and amendments therein applicable to the Medical Center.

1. PATENT POLICY
A. In order to protect the public good and the Medical Center, and in order to fulfill obligations to research sponsors, the Medical Center shall claim equity in all discoveries and its right to acquire the title to and control of such discoveries where the discoveries are made by faculty, staff, employees, or students (including all types of trainees or postgraduate residents or fellows) working on or arising from programs supported in whole or in part by funds, space, personnel, or facilities provided by the Medical Center.

B. Where a discovery is made by an inventor outside of any program conducted by the Medical Center, and the inventor can demonstrate that the Medical Center did not provide or administer significant funds, space, personnel, or facilities for work leading to the discovery, the discovery shall remain the exclusive property of the inventor or his/her sponsor. The Medical Center shall not ordinarily consider provision of office, classroom, or library facilities as constituting significant use of Medical Center funds, space, personnel or facilities.

C. When necessary, the Medical Center Patent Committee shall decide whether an invention or discovery should be classified under Paragraph 1A or 1B. The decision of the Committee is appealable to the Medical Campus Provost and the President of Boston Medical Center Corporation, who shall jointly render a decision.

2. ROYALTIES
Where the Medical Center is entitled to equity in a discovery, any "Net Royalties" (as defined below) that are earned from the invention shall be allocated among the inventor(s) and constituent members of the Medical Center in accordance with this Paragraph. "Net Royalties" are defined as gross royalties less amounts granted by the Medical Center specifically for the invention or discovery process, and the costs of securing, protecting, preserving, and maintaining patents, and of licensing and marketing of the patent rights, or other costs or fees directly attributable to the inventions being licensed. The Boston University Community Technology Fund ("CTF"), when it acts as agent for the administration of patents or discoveries made within the Medical Center, shall receive the percentage set forth below of the Net Royalties. The remaining Net Royalties shall be divided among the inventor(s) and constituent members of the Medical Center, including any shares to be allocated to the department or division of the inventor(s), in the following proportions depending upon which constituent member of the Medical Center provided the resources that permitted the invention to be made:

Ordinarily, CTF will be responsible for determining which constituent member's resources permitted the invention to be made and reporting these decisions regularly in writing to the Medical Center Patent Committee. The principal resources to be considered in making this decision are external grant support awarded to an institution, internal support provided by an institution and space provided by an institution to support the work leading to the invention. If more than one constituent member has provided resources, the institutional shares shall reflect the proportion of total resources provided by each constituent member. In the event that one or more of the constituent members do not agree with the decision of CTF (or in the event that CTF is not acting as the administrative agent for the invention), then the decision shall be made jointly by the Medical Campus Provost and the President of Boston Medical Center Corporation.

The allocation of Net Royalties set forth above may be varied upon the written consent of the inventor(s), the President of Boston Medical Center Corporation and the Medical Campus Provost.

3. DISCLOSURES
Because the securing of rights in discoveries and inventions depends on prompt and efficient patent application and administration, all faculty, staff, students, and employees of the Medical Center who make inventions or discoveries shall immediately disclose said inventions or discoveries to the Director of the Office of Technology Transfer of CTF, and to the inventor's supervisor. This disclosure obligation shall apply to all inventions and discoveries without regard to whether they fall under Paragraph 1A or 1B above. The Director of the Office of Technology Transfer shall refer requests for classification under Paragraph 1B to the Medical Center Patent Committee for decision, and shall communicate the Committee's decision to the inventor(s).

4. PATENT ADMINISTRATION
The Boston University Community Technology Fund shall ordinarily be the agent of the Medical Center for the administration of inventions and discoveries covered under Paragraph 1A subject to the terms herein. The Medical Center Patent Committee shall consist of an equal number of representatives appointed by Boston University and by Boston Medical Center Corporation. The members of the Committee, and its Chairman, shall be designated by the Medical Campus Provost and the President of Boston Medical Center Corporation. CTF shall render a written semiannual report to the Provost of the Medical Campus, the President of Boston Medical Center Corporation and the Patent Committee on the disposition and status of all inventions and discoveries submitted.

In the absence of a Medical Campus Provost, the President of Boston University shall perform all of the duties of such Provost under this Policy.

5. COVERAGE
This Policy shall cover only discoveries and inventions that are patentable as the term is defined in the United States Code, as amended, or the laws of other countries where applications are filed.

6. DISPUTE RESOLUTION
Any disputes that arise under this Policy that are not resolved by the Medical Campus Patent Committee shall be referred to the Medical Campus Provost and the President of Boston Medical Center Corporation for resolution by joint decision.

7. ACKNOWLEDGMENT AGREEMENT
An appropriate form shall be signed by all faculty, staff, employees and students working at the Medical Center providing for specific acceptance of the terms of this Policy. Rights and obligations under this agreement shall survive any termination of enrollment, appointment or employment at the Medical Center.

Nothing herein contained is intended to grant or dispose of any right, title, or interest to any disclosure, idea, improvement, or invention, whether patentable or not, which has been supported or funded by outside parties who acquire rights to such disclosure, idea, improvement or invention.

8. CONSULTING AGREEMENTS
The rights of the Medical Center under this Policy, and the interests of sponsors under research grants or contracts, may not be abrogated or limited by consulting agreements or other contracts entered into between Medical Center students, trainees, medical staff members, faculty or employees and outside organizations or employers. Medical Center students, trainees, medical staff members, faculty and employees should inform outside employers of their obligations and commitments to the Medical Center under this Policy. Such students, trainees, medical staff members, faculty and employees should ascertain that patent clauses in their agreements are not in conflict with their obligations to the Medical Center under this Policy. Each student, trainee, medical staff member, faculty member and employee should make his/her obligations to the Medical Center clear to those with whom such agreements may be made, and should ensure that they are provided with a current statement of this Policy. Upon request, the Office of Technology Transfer will provide a standard clause which may be inserted in a student's, faculty member's or employee's consulting agreement. This clause will put third parties on notice as to the Medical Center's rights under this Policy with respect to inventions and discoveries. In cases of conflict over disposition of rights, the Medical Center reserves the ultimate right to determine the final disposition of the rights and interests involved.

9. ADOPTION AND EFFECTIVE DATE
The above Policy is adopted on behalf of the Boston University Medical Center by the Trustees of Boston University and Boston Medical Center Corporation, effective as of August 1, 2000 ("Effective Date").

10. TERM
This Policy shall continue in effect until termination by the Trustees of Boston University or by Boston Medical Center Corporation, by written notice from one to the other. The Policy shall cover any and all inventions and discoveries which are disclosed or occur after the Effective Date and which are disclosed prior to termination.

PATENT AGREEMENT

I affirm that I have received and have read the Boston University Patent Policy/Medical Center Campus. For and in consideration of the provisions by Boston University Medical Center of support in the form of funds, space, personnel, facilities, instruction, supervision or other assistance, I hereby accept, and will abide by, and fully comply with the aforesaid Patent Policy as determinative of my rights and obligations in relation to any discoveries or patentable inventions.

______________________________________________________
Signature & Date

______________________________________________________
Name (please type or print) & Department

______________________________________________________
Institution

Keep one copy for your files and return signed copy in enclosed envelope.

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404 COPYRIGHT POLICY

Boston University employees are required to comply with the provisions of the United States Copyright Law, which regulates the reproduction of copyrighted material. Boston University as an institution, and individual Boston University employees, may be held liable for infringements of the Copyright Law.

A summary of the Copyright Law has been distributed to Dean, Directors and Department Heads by the Vice President for Arts, Publications and Media. In part, the University requires that a warning poster (see following page) be placed on or near every copying machine. Supervisory personnel must ensure that every employee under their supervision who has occasion to either reproduce copyrighted material or order its reproduction is familiar with and abides by the copyright guidelines set forth in the summary of the Copyright Law.

Questions concerning the Copyright Law should be directed to the Office of Publications Production.

Boston University
Warning Concerning
Copyright Restrictions

The copyright law of the United States (Title 17, United States Code) governs the making of photocopies or other reproductions of copyrighted material.
Under certain conditions specified in the law, libraries and archives are authorized to furnish a photocopy or other reproduction. One of these specified conditions is that the photocopy or reproduction is not to be "used for any purpose other than private study, scholarship, or research." If a user makes a request for, or later uses, a photocopy or reproduction for purposes in excess of "fair use," that user may be liable for copyright infringement.
Boston University reserves the right to refuse to accept a copying order if, in its judgment, fulfillment of the order would involve violation of copyright law.

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405 SOLICITATIONS AND DISTRIBUTION

405.1 University Employees

Employees may not distribute written materials to other employees on University premises unless such distribution is made in non-working areas during the non-working time of the employees involved.

Employees may not engage in solicitation on University premises during working time. Working time does not include breaks or meal periods.

The above policy provisions do not apply to employees who are assigned by Boston University to distribute literature or solicit, as in United Way campaigns.

405.2 Non-University Employees

Persons not employed by Boston University may not solicit employees or distribute literature on the premises of Boston University at any time.

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