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be discussed, but that if the code is adopted today or in the future, it will bind the University to
not having several levels of benefits.

       President Todd said he was not sure that this was intended by this paragraph.

       Dr. Plattner clarified that when she referred to the topic of payment, it included the
provision of benefits and that it is her opinion that the inclusion of this language means that the
payments would be issued for the good of that employee and that this would be done in a like
and evenhanded manner. She went on to say that her point was equitable distribution. She asked
if the policy was inclusive or not? Her reading is that it is inclusive and that she simply wanted
the record to reflect her interpretation of the non-discrimination policy.

       Mr. Williams asked Dr. Plattner if her intent was to emphasize that the passage of this
code would bind the University ethically to certain principles but not in a legal or administrative
manner. He further stated that the code sets forth an ethical principle of equity when it comes to
the treatment of employees and their families.

       Dr. Plattner thanked Mr. Williams for his clarification and that indeed she felt the legal
determination would be made by those dealing with the legality, but the moral principle is what
she has assumed the academic world is built upon. The foundation is a moral principle. Dr.
Plattner further stated that she is simply stating that under the non-discrimination policy, we need
to live up to it and that she does not intend to bind the University in a legal way.

       Ms. Tobin asked who is to enforce these codes. And to whom are the reports of
violations sent? She also stated that it is one thing for the Board of trustees to expect a high level
of ethical conduct but at what juncture is this to be enforced or is it just hanging out there?

       Mr. Siemer said that it is the Office of Legal Counsel that is supposed to make the
determination. He went on to say that the existing administrative processes would work to
identify the actions that do or could occur and that probably as an outcome of that, a small
committee would be formed to deal with these issues as they come forward and by this process
they would assess if the University is in fact in compliance with the policy.

       Ms. Tobin stated that anyone reading this would like to know a little more definitively the
process.

       Ms. May used the example of her, an employee or the President accepting a gift of over
$200 and how this code would tie back to the committee that Mr. Siemer mentioned. She
supported Ms. Tobin's question about the process for enforcement and penalties.

       Mr. Siemer indicated that there was not a quick answer for that question. Internally there
have been discussions about identification of violations and assessment of compliance, but the
issue of penalties had not been discussed at great length.

       Mr. Williams asked Mr. Siemer if it would be helpful for Mr. T. Lynn Williamson,
Human Resource Director, to address the question.