POLICY OF ETHICAL PRACTICE

1. Introduction
2. Purpose
3. Ethical Behavior
4. Conflicts of Interest
5. Officer and Key Employee
6. Financial Integrity Disclosure and Other Reporting
7. Confidentiality
8. Academic Freedom
9. Protection and Proper Use of University Assets
10. Disclosures
11. Violations - Consequences
12. Reporting Responsibility and Procedures
13. Handling of Reported Violations
14. Acting in Good Faith
Reporting Guidelines
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, area vice president or senior vice president, or the vice president for human resources.

Employees should review and be familiar with Robert Morris University's Accepting Gifts and Behavior/Conduct policies. 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 a conflict or potential conflict, he/she should follow the reporting guidelines in section 12 of this Policy.

Conflicts of interest are prohibited as a matter of Robert Morris University policy, unless the conflict is disclosed and approved as discussed later in this Policy. If a conflict exists and a disclosure has been approved, the employee must also remove him/herself from any decisions being made related to the conflict.