NAPPN Code of Conduct

Members

(derived from the National Academy of Sciences; http://www.nasonline.org/about-nas/code-of-conduct/December 26, 2018)

The North American Plant Phenotyping Network (NAPPN) was created by founding members as an independent, non-profit, self-perpetuating scientific society. The credibility of NAPPN rests on its reputation, which depends on the reputation of its members. Membership in the NAPPN is a privilege predicated on its members adhering to certain standards of conduct. NAPPN members agree to abide by this Code of Conduct.

  1. NAPPN members shall carry out their scientific research with integrity and the highest standards. NAPPN members shall not commit scientific misconduct, defined as fabrication, falsification, or plagiarism. Scientific error or incorrect interpretation of research data that may occur as part of the scientific process does not constitute scientific misconduct.

  2. NAPPN members shall disclose all relevant relationships, financial or otherwise, that might be perceived to influence the outcome of their research.

  3. NAPPN members shall avoid those detrimental research practices that are clear violations of the fundamental tenets of researchI. Members should be fair and objective peer reviewers, maintain confidentiality when requested, promptly move to correct the literature when errors in their own work are detected, include all deserving authors on publications, and give appropriate credit to prior work in citationsII.

  4. NAPPN members shall treat all individuals in the scientific enterprise collegially and with respect, including supervisors, colleagues, other NAPPN members, students and other early-career colleagues, technical and clerical staff, and interested members of the public. NAPPN members must refrain from all forms of discriminationIII, harassment or assault (including sexual harassment and sexual assault)IV, and bullyingV in their professional encounters, especially when they involve power differentials, as these behaviors have adverse impacts on the careers of scientists and the proper conduct of scienceVI.

  5. NAPPN members should honor established expectations of confidentiality with respect to discussions of candidates for NAPPN electionVII and the deliberations of NAPPN committees.

  6. Members may take positions in their personal capacity and use their NAPPN affiliation, as long as it is clear that in doing so they are not representing the NAPPN. Members may represent a position as being that of the NAPPN only if it has the approval of the NAPPN Executive Board or has been published as a finding or recommendation of the NAPPN.

  7. NAPPN members are expected to adhere to their employers’ codes of conduct or ethics that pertain to research.
    NAPPN members recognize the responsibility of the Executive Board to consider breaches of this Code of Conduct and to recommend appropriate responses. Allegations of violations by an NAPPN member should be addressed to the any member of the NAPPN Executive Board, in writing.

I. National Academies of Sciences, Engineering, and Medicine, “Fostering Integrity in Research,” pp 73-74, 81, National Academies Press, 2017.
II. National Academies of Sciences, Engineering, and Medicine, “Fostering Integrity in Research,” pp 70-90, National Academies Press, 2017.
III. Discrimination is defined as prejudicial treatment of individuals or groups of people based on their race, ethnicity, color, national origin, sex, sexual orientation, gender identity, age, religion, disability, veteran status, or any other characteristic protected by applicable laws.
IV. Sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive environment. Other types of harassment include any verbal or physical conduct directed at individuals or groups of people because of their race, ethnicity, color, national origin, sex, sexual orientation, gender identity, age, religion, disability, veteran status, or any other characteristic protected by applicable laws, that creates an intimidating, hostile, or offensive environment.
V. Bullying is unwelcome, aggressive behavior involving the use of influence, threat, intimidation, or coercion to dominate others in the professional environment.
VI. National Academies of Sciences, Engineering, and Medicine, “Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine,” pp 68-73, National Academies Press, 2018.
VII. NAS Bylaws IV.18.g. All discussions and communications regarding claims and qualifications of persons proposed for membership shall be kept confidential. Remarks and criticism made in this connection may not be communicated to any person who was not a member of the Academy at the time of the discussion.

Meetings

(derived from the American Association for the Advancement of Science; https://meetings.aaas.org/policies/ 4 June 2019)

NAPPN is committed to providing a safe and productive meeting environment that fosters open dialogue and the exchange of scientific ideas, promotes equal opportunities and treatment for all participants, and is free of harassment and discrimination. All participants are expected to treat others with respect and consideration, follow venue rules, and alert staff or security of any dangerous situations or anyone in distress. Speakers are expected to uphold standards of scientific integrity and professional ethics. This includes notifying NAPPN staff in advance of the meeting about any possible conflicts of interest. NAPPN recognizes that there are areas of science that are controversial. The NAPPN General Assembly Meeting can serve as an effective forum to consider and debate science-relevant viewpoints in an orderly, respectful, and fair manner. The policies herein apply to all attendees, speakers, exhibitors, staff, contractors, volunteers, and guests at the Annual Meeting and related events.

NAPPN prohibits any form of harassment, sexual or otherwise. Harassment should be reported immediately to any member of the NAPPN Executive Board.

What is Harassment?

Harassment includes speech or behavior that is not welcome or is personally offensive, whether it is based on ethnicity, gender, religion, age, body size, disability, veteran status, marital status, sexual orientation, gender identity, or any other reason not related to scientific merit. It includes stalking, unnecessary touching, and unwelcome attention.

Behavior that is acceptable to one person may not be acceptable to another, so use discretion to be sure that respect is communicated. Harassment intended in a joking manner still constitutes unacceptable behavior. Retaliation for reporting harassment is also a violation of this policy, as is reporting an incident in bad faith.

Reporting Harassment

NAPPN is committed to supporting a productive and safe working environment for everyone at the meeting. If an individual experiences or witnesses harassment, they should contact any member of the NAPPN Executive Board member, or use a venue phone and ask for security if they feel unsafe. All complaints will be treated seriously and responded to promptly.

If an individual experiences harassment, it is recommended that, in addition to notifying a member of the NAPPN Executive Board, they write down the details, as they may be asked to fill out a report. They are not expected to discuss the incident with the offending party. Their confidentiality will be maintained to the extent that it does not compromise the rights of others.

If an individual wishes to file a formal complaint of harassment:

  • Notify any NAPPN Executive Board member

  • The NAPPN Executive Board will then discuss the details first with the individual filing the complaint, then with the alleged offender; seek counsel if the appropriate course of action is unclear; and report findings to the NAPPN Executive Board.

  • NAPPN will consult with the individual filing the complaint prior to taking any action.

NAPPN reserves the right to remove an individual from NAPPN meetings and gatherings without warning or refund, prohibit attendance at future NAPPN meetings, and notify the individual’s employer.

For any questions about this policy, please contact any member of the NAPPN Executive Board.

Approved by the NAPPN Executive Board - June 5, 2019