Code of Professional Conduct for Students:
As a student at the University of Texas Southwestern School of Medicine, I understand that it is a great privilege to study medicine. Over the course of my training, I will assume extraordinary responsibility for the health and well being of others. This undertaking requires that I uphold the highest standards of ethical and compassionate behavior. Accordingly, I have adopted the following statement of principles to guide me throughout my academic, clinical, and research work. I will strive to uphold both the spirit and the letter of this code in my years at UT Southwestern and throughout my medical career.

Honesty
I will maintain the highest standards of academic honesty.

I will neither give nor receive aid in examinations or assignments unless the instructor expressly permits such cooperation.

I will be truthful with patients and will report accurately all historical and physical findings, test results, and other information pertinent to the care of the patient.

I will conduct research in an unbiased manner, report results truthfully, and credit ideas developed and work done by others.

Confidentiality

I will regard confidentiality as a central obligation of patient care.

I will limit discussions of patients to members of the health care team in settings removed from the public ear (e.g., not in elevators, hallways, cafeterias).

I will be truthful with patients and will report accurately all historical and physical findings, test results, and other information pertinent to the care of the patient according to the patient’s wishes.

Respect For Others

I will uphold a classroom atmosphere conducive to learning.

I will treat patients and their families with respect and dignity both in their presence and in discussions with other members of the health care team.

I will interact with patients in a way that ensures their privacy and respects their modesty.

I will interact with all members of the health care team in a considerate and cooperative manner.

I will not tolerate discrimination on the basis of race, gender, religion, sexual orientation, age, disability, or socioeconomic status.

I will judge my colleagues fairly and attempt to resolve conflicts in a manner that respects the dignity of every person involved.

Responsibility

I will set patient care as the highest priority in the clinical setting.

I will recognize my own limitations and will seek help when my level of experience is inadequate to handle a situation on my own.

I will conduct myself professionally – in my demeanor, use of language, reliability, and appearance – in the presence of patients, in the classroom, and in health care settings.

I will not use alcohol or drugs in any way that could interfere with my clinical responsibilities.

I will not use my professional position to engage in romantic or sexual relationships with patients or members of their families.

Expectations of Faculty, Residents, and Fellows

I have the right to request clarification regarding assignments and examinations, as well as to raise concerns regarding the appropriateness of a testing environment pursuant to student grievance procedures.

I cannot be compelled to perform procedures or examinations which are unethical or beyond the level of my training and I have the right to raise such concerns or complaints pursuant to student grievance procedures.

I have the right not to be harassed and not to be subjected to romantic or sexual overtures from those who are supervising my work and to utilize university policy to address any such concern or complaints.

I have the right to be challenged to learn, but not to be abused and to raise concerns/complaints pursuant to student grievance procedures.

1.4.1  Appropriate Treatment in Medicine

7 February 2001
Jim Wagner, MD, Chair
Patricia Bergen, MD
Susan Cox, MD
Shalini Reddy, MD
John Sadler, MD
Joel Steinberg, MD
Cristen Wall, MD
Rhoda Brosnan, MD, Chief Resident
Nick Nicholson, MD, Chief Resident
Andrea Kim, MS2 class co-president
Jeff Zavaleta, MS3 class co-president

The Association of American Medical Colleges has identified an alarming trend through their Graduation Questionnaire: medical students are increasingly perceiving mistreatment in the teacher-learner relationship. To address this issue, Dean Robert Alpern, MD appointed this ad hoc committee on 10/10/2000. This document defines the standards of conduct in the teacher-learner relationship, the adjudication process for claims of inappropriate conduct, and the process of educating the campus community about this policy.

I. Standards of Conduct in the Teacher-Learner Relationship

Medical professionals are held to a high standard by society. Physicians are expected to be dedicated, have a superior intellect, and behave professionally. Elements of professional behavior include altruism, accountability, duty, integrity, and respect for others. Medical schools have the responsibility to foster these qualities in students upon whom they will confer the degree of medical doctor. Therefore, medical schools have an obligation to promote an educational environment that nurtures these elements and faculty have an obligation to model these elements.

The nature of professionalism in the context of patient care is well defined and evaluated in the student through their education. However, the nature of professionalism in the context of the teacher-learner relationship is less well defined. The purpose of this document is to provide a standard for appropriate conduct in the teacher-learner relationship through a general definition and more specific examples of inappropriate conduct.

A. General Definition

The teacher-learner relationship must be based on a foundation of mutual respect. Respect, in this context, is reflected in honesty, professionalism, and the prudent handling of the teacher’s power over the learner. Moreover, the teacher-learner relationship is defined and limited by the educational mission and learning objectives of the school. A teacher may be a faculty member, a resident, an intern, hospital staff, or a fellow student.

B. Examples of Inappropriate Conduct

1. Sexual harassment is an exploitative sexual relationship. That is, a person in a position of power uses such power to excuse or enable sexually offensive behavior or sexual advances. Moreover, the learning environment is not the place for consenting romantic or sexual activities. UT Southwestern has a sexual harassment policy that provides more details. Specific examples include:
1. A teacher who offers preferential treatment in exchange for sexual favors.
2. Unwanted sexual advances
3. Offensive sexually-oriented remarks by the teacher.
2. Discrimination for any reason. Again, UT Southwestern has a discrimination policy that provides more details. For example, discrimination based on age, race, gender, religious affiliation, or physical disability manifested by:
1. Denied opportunities.
2. Offensive remarks.
3. Lower evaluations.
3. Abuse of power, manifested by the teacher:
1. Requiring the performance of personal services (e.g. shopping, baby sitting).
2. Requiring the performance of professional services unrelated to the educational experience (e.g. research, teaching).
3. Belittling or humiliating the student.
4. Causing or threatening the student physical harm.
5. Threatening a lower grade for reasons other than student scholastic and/or professional performance.
4. Requiring clinical duties which are unethical or beyond the student’s level of training.
5. Any other behavior that is contrary to the spirit of learning and/or violates the trust between teacher and learner.

II. Adjudication Process for Handling Claims of Mistreatment

Students who believe they have been mistreated must have access to a process for registering a grievance that is fair and minimizes the possibility of retaliation. Some grievances may be resolved informally, while others may require a more formal process. The UT Southwestern Sexual harassment and Sexual Misconduct Policy applies to student allegations of sexual harassment and discrimination. Students asserting complaints of sexual harassment and discrimination should contact the UT Southwestern Office of Equal opportunity and Minority Affairs. Students asserting other grievances of mistreatment should follow the procedure detailed below.

A. Attempt Informal Resolution

Students who believe they have been mistreated are encouraged to informally resolve the situation. Speaking with the offender directly and in a timely manner will often uncover a misunderstanding and prompt an immediate resolution. Alternatively, speaking with the offender’s superior is another method of resolving the situation informally. Grievances not resolvable in this manner may need to be registered formally.

B. Adjudication of a Formal Grievance

The format of a formal grievance is a written documentation that is signed by the claimant. Formal grievances should be filed with either a course director or an associate dean for student affairs within 30 days after the end of the course in which the incident of alleged mistreatment occurred. The person with whom the formal grievance was filed will act as a "grievance officer".

The grievance officer (GO) is responsible for maintaining confidentiality to the degree reasonably practicable under the circumstances. Students should be informed that retaliation for grievances is not tolerated. The GO reviews the case to decide whether further review is appropriate. If further review is appropriate, the GO must forward the grievance to the accused and requires a written response within 10 working days. This response will be shared with the claimant for a response within another 10 working days.

Following the receipt of all documents, the GO may gather more facts as necessary to make a judgment on the case. The judgment is provided in writing to the claimant and accused. Either party may appeal the judgment to an ad hoc "grievance committee" appointed by the dean, and ultimately to the dean. All appeals must be made within 10 working days of the written submission of the judgment.

Should the Grievance Officer believe that a grievance has been made maliciously or in bad faith, the GO should refer the matter to Student Affairs for further investigation. Upon investigation, a finding that a grievance has been made maliciously or in bad faith may subject the complainant to disciplinary proceedings pursuant to the Student Conduct and Discipline Policy.

Copies of all formal grievances eventually should be reviewed by and stored in the student affairs office to allow recognition of patterns of repeat offenses.

C. Exceptions to this policy

Claims of mistreatment that allege a violation of the law, like sexual harassment or certain forms of discrimination, are exempt from this policy. These matters are handled via the Sexual Harassment and Discrimination Policies.

1.5     Drug Use and Possession

Drug and alcohol abuse is one of the most significant problems facing our society. As a prospective physician, you are well aware of the physical and emotional devastation that results from substance abuse.

The possession of illegal drugs on the UT Southwestern Campus will not be tolerated. Furthermore, consumption of alcoholic beverages on the prohibited. The university does not view lightly violations of either of these laws and will act promptly and in accordance with Regents Rules and Regulations should they occur. Copies of those Rules and Regulations and appropriate state law which mandates explicit minimum penalties are available in the Office of Associate Vice President for Student and Alumni Affairs or at www.utsystem.edu/bor/tocrrr.htm.

Help with substance abuse is available. See Section 6.9. 

The demands of the medical school curriculum generally preclude employment while in school. Part-time campus employment requires the permission of the Associate Dean for Student Affairs. Limits to the number of hours per week may vary depending on circumstances and can never exceed 19 hours per week while enrolled as a student.

Often the Skillern Student Union has part-time positions available for students eligible for work-study. Check with Suzi Smith in the SUB for more information.

1.7     Faculty Acceptance of Money from Students

Faculty members may not, without prior and special approval from the UT System Board of Regents, through the President of UT Southwestern, collect from students any fees or charges to be expended for institutional purposes and shall not sell to students books, notes, or similar student supplies.

A member of the faculty of the rank of instructor or above may not accept pay for extra instruction of students registered at UT Southwestern.

With written approval of the department chair or center director, and the dean, instructional employees below the rank of instructor, may accept pay from students for extra instruction or coaching, but only in courses or sections of courses with which the employee has no instructional connection.

1.8     Family Educational Rights and Privacy Act

Each respective UT Southwestern school catalogue provides a detailed description of the Family Educational Rights and Privacy Act (FERPA) including the release of student information, access to student information, challenges to student records, acquiring copies of student records, and complaints.

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