Potential Outcomes from Disclosures

The identification of a potential or actual conflict of interest or conflict of commitment through the disclosure process does not imply wrongdoing. While there may be circumstances in which the university determines that a conflict cannot be managed, the university makes every effort to help employees manage and mitigate potential, actual, or perceived conflicts of interest.

Increasingly, industry and government rely on contributions from higher education institutions. Such contributions allow employees to use their knowledge and talents constructively, to strengthen their competence through a greater variety of professional experiences, to enhance the employees and the university’s reputation, and to serve the public interest. Outside professional activities and interests that comply with university codes and policies, support the university’s academic interests and commitment to a robust and innovative community, and maintain the highest ethical standards are generally acceptable but may necessitate employee guidance or management of potential or actual conflicts.

The following are potential outcomes as a result of identifying a potential, perceived, or actual conflict.

Guidance

Guidance is distributed, typically via email, in response to the identification of a potential conflict. The email outlines the circumstances or affiliations that could be a potential conflict and the steps that are to be taken by the employee to ensure that the matter does not become an actual or perceived conflict. Issued guidance also outlines the employee’s responsibility to work with their supervisor to ensure that the steps are followed and that the conflict is avoided. General examples of guidance can be found here.

Management Plan

A management plan is developed and implemented as a response to the identification of an actual or perceived conflict that the university has determined can be managed. The plan describes the circumstances that resulted in the conflict and the steps that will be taken by the employee to actively manage, reduce, or mitigate it. The plan also establishes the responsibilities of the supervisor to monitor ongoing compliance with the plan and the employee’s responsibility to inform the supervisor of any changes in the situation that caused the conflict.

Termination Letter

In rare cases, it may be decided that the disclosed outside professional activity or interest cannot be managed and the circumstances causing the conflict must be removed. In such cases, a termination of interest or activity letter will be issued.