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MSUE Administrative Handbook: Human Resources |
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SUBJECT: |
CONFLICT OF INTEREST |
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POLICY: |
Employees are prohibited from direct or indirect financial or other personal gain that is in conflict with his/her Extension duties, or responsibilities. Employees are to avoid participation in matters in which conflict of interest exists, is perceived to exist, or in situations in which a conflict is likely to arise. |
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APPLIES TO: |
All MSUE Staff |
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TYPES: |
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PROVISIONS/RESTRICTIONS: |
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1. Conflicts of Interest - Financial Interests: The
professional expertise of staff is expected to be devoted principally
to the performance of their work-related obligations to MSUE and the
university. Staff can render valuable service to the outside
community and provide an important ongoing link between the University
and business, industry, professional groups, government and other
public or private organizations. When acting in the role of an
Extension staff member, the employee is not to accept personal
compensation for their delivery of programs or information.
Neither are they to utilize their Extension appointment or
organizational resources to generate extra personal income for
themselves. This does not
preclude an Extension employee from having a financial interest or
engaging in financial transaction to the same extent as a private
citizen not employed by Extension, so long as the interest is not
represented as part of the Extension assignment or utilizes Extension
resources in the conduct of the effort. Extension staff may have
opportunities for consulting and application of their professional
advice beyond what would normally be extended in their roles as a MSUE
staff member. In these cases, the Consulting-for-Pay
Policy should be followed and appropriate request/approval forms
submitted. 2. Conflicts
of
Interest - Employment of Relatives: No employee
shall be assigned to a unit or department under the direct supervision
or control of a "relative" without prior authorization. Preferential
treatment will not be given to "relatives" of employees. Standards for
hiring, promotion, reappointment, evaluation, working conditions,
responsibilities, salary and termination for all employees must be
based on ability, qualifications for the position, and performance. At
least two levels of supervision should separate "relatives" employed in
the same unit. However, more levels of supervision may be necessary if
objectivity is impaired. A "relative" should not approve travel or
expenditures or participate in employee review/evaluation. Employment of
"relatives" in the same unit or department or under the same supervisor
may be authorized only with the prior written approval of the
unit administrator and the Associate Provost for Academic Human
Resources or the Director of Human Resource Services, as appropriate. A
Conflict
of
Interest in Employment form should be completed by the
requesting unit. A relationship
between individuals or "relatives" is defined as a connection between
persons by blood, marriage, adoption, domestic partnership, or other
personal relationship in which objectivity might be impaired. For further
detail, see MSU
Conflict of Interest in Employment. 3. Conflicts of Interest - Partisan and Non-Partisan Public Boards and Committees:
Extension staff are in contact with community-based organizations and
issues on a daily basis. This provides opportunities to serve on
both elected or appointed non-partisan boards and committees. If
this appointment is based on the individual professional competencies
as an Extension staff member and the employee considers this a
work-related effort, the employee is to inform the University of such
involvement (See Boards
and
Committees Participation Policy). Activities are to be
approved by their immediate supervisor. Income from service on
advisory committees or review panels for public entities is not to be
accepted when acting in the Extension staff role. Under no
circumstances should the Extension employee accept personal gratuities,
compensation, or special favors from organizations when representing
the university or Extension on these bodies. Neither should the
staff member use this public position for the extension of gratuities
or special favors to those approaching public boards in manners that
could be interpreted as an attempt to influence the recipients.
There may be times when such participation on a board could be
controversial and be publicly interpreted as a conflict of interest for
Extension involvement. Refer to the Handbook policy on Participation
On
Non-Partisan Boards and Committees for guidance in determining
participation. Also see the MSU Faculty Handbook at Participation
in
Partisan Political Activities. 4. Conflicts of Interest - Endorsement of Commercial Goods, Products or Services: Extension staff are expected to act on behalf of and in the best interest of the citizenry. A conflict of interest arises when a person acts, or appears to act, on behalf of someone other than the citizenry. It is inappropriate for Extension staff to indicate the endorsement of a commercial good, product or service. Extension is to be a resource for unbiased, research-based information. When called upon to suggest products or services during the course of their educational delivery, staff are encouraged to recommend alternatives in the marketplace, as opposed to specific brand recommendations. Disclaimers should be used in print or media presentations to indicate that product or service endorsements are not made or implied. |
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DATE: August 2009 |
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