POLICY OF ETHICAL PRACTICE

1. Introduction
2. Purpose
3. Ethical Behavior
4. Conflicts of Interest
5. Disclosures
6. Officer and Key Employee Conflicts of Interest
7. Financial Integrity, Disclosure and Other Reporting
8Confidentiality
9. Protection and Proper Use of Robert Morris University's Assets
10. Reporting Responsibility and Mechanisms
11. Handling of Reported Concerns
12. Acting in Good Faith
13. No Retaliation
Frequently Asked Questions (FAQs)
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FACULTY/STAFF > UNIVERSITY > POLICY OF ETHICAL PRACTICE > CONFLICTS OF INTEREST
4. Conflicts of Interest

A "conflict of interest" exists when an employee's private interests interfere with, or even appear to interfere with, the interests of Robert Morris University. As an employee, one must be free of any actual or apparent conflicts of interest to assure the ability to exercise independent judgment with regard to Robert Morris University's best interests. No employee shall engage in conduct, or allow a situation to exist, in which the employee's personal interests conflict with his/her responsibility for honesty and fair dealings with Robert Morris University. Examples of a conflict of interest include but are not limited to:
  • When an employee takes actions or has interests with a vendor or other entity that impairs hi
    s/her objectivity as it relates to Robert Morris University;
  • When an employee, or a member of his/her family, receives improper personal benefits as a result of his/her position with Robert Morris University;
  • When an employee conducts Robert Morris University business with a relative or significant other, or with a business with which a relative or significant other is associated in any significant role, without full disclosure to and approval by Robert Morris University; or
  • When an employee serves as a director of any organization that competes with Robert Morris University, except as otherwise approved by Robert Morris University.
Conflicts of interest may not always be clear-cut. If an employee has a question, he/she should consult with his/her immediate supervisor, departmental vice president or senior vice president, or the Human Resources Department.

Employees should review and be familiar with Robert Morris University's policies related to accepting gifts. No one working on behalf of Robert Morris University shall offer or accept meals, entertainment or travel that can reasonably be interpreted as an attempt to improperly influence the recipient. Meals, entertainment or travel may never be solicited for individual benefit. Further, one may never give or accept them where it would be unlawful to do so or it would knowingly violate the policy of the other party's employer. If an employee becomes aware of an actual or potential conflict of interest, he/she should follow the reporting mechanisms in section 10 of this Policy.