not mobile

Human Resources

Human Resources Administrative Practice Manual:
Employee Relations

Print friendly Modified July 31, 2012

Conflict of Interest

Citation Reference  
Official Title Policy on Conflict of Interest
Abbreviated Title Grievance
Volume Human Resources
Responsible Office Human Resources
Originally issued July 1983
Revised December 2007

Policy Statement

An employee of the University System of Georgia shall make every reasonable effort to avoid even the appearance of a conflict of interest. This includes avoiding actual or apparent conflict of interests between his or her college or university obligations and his or her outside activities. (See BOR Policy Manual regarding Outside Activities Policy.)

Occupational

  1. An employee of the University System shall not engage in any occupation, pursuit, or endeavor which will interfere with the regular and punctual discharge of official duties.
  2. All full-time faculty, administrators, and other professional staff members employed by an institution of the University System are expected to give full professional effort to their assignments of teaching, research, and service.
  3. Professional employees are encouraged to participate in professional activity that does not interfere with the regular and punctual discharge of official duties provided the activity meets one of the following criteria: (1) is a means of personal professional development; (2) serves the community, state or nation; or (3) is consistent with the objectives of the institution.
  4. For all activities, except single-occasion activities, the employee shall report in writing through official channels the proposed arrangements and secure the approval of the President or his/her designee prior to engaging in the activities. Such activities include consulting, teaching, speaking, and participating in business or service enterprises.

Consulting

Recognizing that teaching, research, and public service are the primary responsibilities of faculty members in the University System of Georgia, it shall be considered reasonable and desirable for faculty members to engage in consulting activities, which are defined for purposes of this policy as any additional activity beyond duties assigned by the institution, professional in nature and based in the appropriate discipline for which the individual receives additional compensation during the contract year. Each institution of the University System shall adopt guidelines governing consulting activities of faculty members which shall include the following:

  1. A plan for reimbursing the institution for use of the institution’s employees, facilities, equipment and/or materials consistent with rates charged outside groups or persons.
  2. A procedure for obtaining prior approval of the President or his/her designee.
  3. A procedure for defining and prohibiting conflicts of interest.

Political

As responsible and interested citizens in a democratic society, employees of the University System are encouraged to fulfill their civic obligations and otherwise engage in the normal political processes of society. Nevertheless, it is inappropriate for System employees to manage or enter political campaigns while on duty to perform services for the System or to hold elective political office at the state or federal level while employed by the System. Therefore, the following policies governing political activities are hereby adopted:

  1. Employees may not manage or take an active part in a political campaign which interferes with the performance of duties or services for which he or she receives compensation from the System.
  2. Employees may not hold elective political office at the state or federal level.
  3. A candidate for or holder of an elective political office at the state or federal level may not be employed or hold a faculty, staff, or other position at an institution of the System, with or without compensation.
  4. Employees seeking elective political office at the state or federal level must first request a leave of absence without pay beginning prior to qualification as a candidate in a primary or general election and ending after the general or final election. If elected to state or federal office such person must resign prior to assuming office.
  5. Employees may seek and hold elective office at other than the state or federal level, or appointive office, when such candidacy for or holding of the office does not conflict or interfere with the employee’s duties and responsibilities to the institution or the System.

Reason for Policy

This policy ensures employees are advised of the expectation to avoid actual and apparent conflicts of interest.

Entities Affected By This Policy

All units of the University System of Georgia are covered by this policy.

Who Should Read This Policy

All Human Resources personnel within the University System of Georgia should be aware of this policy.

Contacts

Contact Phone Email/URL
Office of Human Resources 404-962-3235 usg-hr@usg.edu
Institution Chief Human Resources Officers See University System HR Officer Listing at http://www.usg.edu/hr/officers/
Institution Chief Legal Affairs and USG Legal Affairs USG: 404-962-3255
Institutions: refer to directory
USG: burns.newsome@usg.edu
Institutions: refer to directory
Institution Chief Audit Officer and USG Audit Office USG: 404-962-3025
Institutions: refer to directory
USG: john.fuchko@usg.edu
Institutions: refer to directory

Website Address for This Policy

None

Related Documents/Resources

Definitions

These definitions apply to these terms as they are used in this policy:

  • Board of Regents: The governing body of the University System of Georgia

Overview

Employees shall make every reasonable effort to avoid even the appearance of a conflict of interest. An appearance of conflict exists when a reasonable person will conclude from the circumstances that the employee’s ability to protect the public interest, or perform public duties, is compromised by personal interest. An appearance of conflict can exist even in the absence of a legal conflict of interest. Employees are referred to State Conflict of Interest Statutes O.C.G.A. §45-10-20 through §45-10-70 and Board of Regents Policies 8.2.15 through 8.2.15.3 and institutional policies governing professional and Conflict of Interest. For full policy statement see BOR Policy Manual regarding Outside Activities Policy.

Responsibilities

The responsibilities each party has in connection with the Policy on Conflicts of Interest are:

Party Responsibility
Vice Chancellor for Human Resources, USG To maintain policy, provide advice and guidance to campuses with regard to policy interpretation and application, provide updates as necessary
Institution Chief Human Resources Officers To ensure policy is communicated to employees and that compliance occurs.
Institution Chief Legal Affairs and USG To respond to policy questions and to ensure compliance occurs.
Chief Audit Officer and USG To audit compliance with policy.

Forms

None

Appendices

None


« PREV
Gratuity