Human Resources Manual
| Policy No.: | 5-4 | This policy applies to: | |
| Policy Name: | Conflict of Interest |  |
Non-exempt staff |
| Effective Date: | 08/01/04 | |
Exempt staff |
| Revised: | |
Faculty | |
Policy
A conflict of interest exists when an employee’s commitments or obligations to Loyola University New Orleans may be compromised by his/her other interests or commitments (especially economic), particularly if those interests or commitments are not disclosed. Although not all conflicting interests are impermissible, those involving the employee’s self-gain or gain by a third party to whom the employee is related may serve to compromise the employee’s primary obligation to the University.
Employees who belong to outside professional organizations should ensure that association with the organization, its conduct or membership, does not negatively impact on the individual's ability to perform the duties of his or her job.
Employees are prohibited from accepting or exchanging gifts or services of more than a nominal value from vendors, contractors, donors, parents of Loyola students, or consultants who do business with the University. In situations where the employee unsure of the appropriateness of a gift or service, the Division Vice President will determine and advise.
Certain Federal agencies have regulations concerning conflicts of interest in connection with grants. For more information, see Office of Grants and Research policies.
Procedure
Full and timely disclosure of potential or actual conflicts of interest will sensitize the entire University community to these issues and will promote resolution of actual conflicts. Each employee is expected to discuss with his/her supervisor any affiliation, interest or other matter that presents a real, apparent or potential conflict of interest.
