53 | STEVENS EMPLOYEE MANUAL All employees are covered by Stevens’ Patent and Copyright Policies and must sign documentation confirming their agreement with these policies, either upon hiring, upon commencement of a sponsored research project or at other relevant points in time. Under these Policies, ownership of inventions and copyrights arising in the course of sponsored research and other activities occurring under Stevens’ auspices or with Stevens’ resources is allocated to Stevens. Stevens will not own any “traditional works of scholarship” of faculty, as defined in the Copyright Policy, but may have rights to such works. Stevens will also share with faculty revenues realized from certain uses made by Stevens of inventions and copyrightable material. For more details regarding Stevens’ Patent and Copyright Policies, please refer to Stevens’ Patent Policy in the Policy Library and the Faculty Handbook. 10.11 INTELLECTUAL PROPERTY It also includes information about the university’s suppliers, contractors, business relationships, contracts, finances, transactions, marketing activity, contacts or correspondence. The Family Educational Rights and Privacy Act of 1974 protects the privacy of a student’s education records and affords students certain rights to control access to their education records. Unauthorized dissemination of confidential or proprietary information may result in disciplinary action up to and including termination as well as substantial civil and criminal penalties under federal and state laws. If an employee is unsure whether particular information is subject to this confidentiality obligation, they should contact the Division of Human Resources. Personnel files are the property of Stevens and are maintained by the Division of Human Resources and, in the case of faculty, also by the Office of the Provost. Employees will be granted access to their personnel files to the extent required by and in accordance with applicable law and, where not required by law, at the university’s discretion. In exercising this discretion, Stevens may allow employees to review certain portions of their file, such as performance evaluations or formal correspondence, while protecting confidential information and the privacy of others. Human Resources will determine the appropriate scope of access in each case, consistent with applicable law. It is an employee’s responsibility to promptly inform the Division of Human Resources and update their Workday profile of any changes in their personal information (such as their name, phone number(s), address, marital status, dependents, beneficiary designations, emergency contacts, etc.). Inaccurate information can affect an employee’s withholdings or their benefits or render the university unable to contact the employee or their emergency contact in a crisis. 10.12 PERSONNEL FILES From time to time, Stevens receives requests from potential employers, governmental bodies or lending companies to provide information about current and former employees of the university. All inquiries should be submitted to the Division of Human Resources to ensure accuracy and consistency of information disseminated. Stevens’ general policy is to disclose only the following information about current or former employees: (1) dates of employment and (2) title(s). If an employee or former employee desires that Stevens depart from this general policy and provide a reference which includes additional information, the employee must request and sign a reference release in the form provided by the Division of Human Resources. 10.13 EMPLOYMENT REFERENCES AND VERIFICATIONS
