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Managing Conflicts of Commitment and Interest at Indiana University HR Summit 2013-2014

The Indiana University HR Summit 2013-2014 addressed crucial issues related to Conflicts of Commitment and Conflicts of Interest among staff and temporary employees. Attendees learned that Conflicts of Commitment are strictly prohibited, ensuring that employees devote themselves fully to university functions and use IU resources appropriately. In contrast, Conflicts of Interest must be managed, requiring employees to disclose any external interests that may affect their work. The summit emphasized the importance of compliance and oversight to protect the integrity of Indiana University.

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Managing Conflicts of Commitment and Interest at Indiana University HR Summit 2013-2014

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  1. HR Summit 2013-2014 • Conflicts of Commitment • and • Conflicts of Interest • (Staff and Temporary Employees) • September 25, 2013 • University Human Resources INDIANA UNIVERSITY

  2. HR Summit 2013-2014 • A distinguishable difference • Conflicts of Commitment --- not allowed • Conflicts of Interest --- to be managed • Examples of each INDIANA UNIVERSITY

  3. HR Summit 2013-2014 • Conflicts of Commitment • To prevent misuse of IU resources • Expected that employees devote IU work activities to IU functions • Expect that the use of IU resources to be used in the best interest of IU INDIANA UNIVERSITY

  4. HR Summit 2013-2014 • Conflicts of Commitment – not allowed • External “activities” INDIANA UNIVERSITY

  5. HR Summit 2013-2014 • Conflicts of Commitment – not allowed • IU Resources - examples INDIANA UNIVERSITY

  6. HR Summit 2013-2014 • Conflicts of Commitment • Employee • Devote University work activities to official functions of the University • Conduct non-university work outside of designated work periods or conduct during periods of leave • Use University resources only in the interest of the University • Supervisor • Ensure employees are informed on the policy • Ensure there is appropriate oversight • Monitor for compliance INDIANA UNIVERSITY

  7. HR Summit 2013-2014 • Conflicts of Interest • Outside interest to be managed • To prevent external activities from adversely impacting IU • To protect employees from undue suspicion (Also Indiana Code 35-44-1-3) INDIANA UNIVERSITY

  8. HR Summit 2013-2014 • Conflicts of Interest • Occurs when an employee or immediate family member receives financial benefit from employee’s IU position • Or the appearance is a detriment to IU’s integrity • Should be avoided or otherwise disclosed and managed by supervisor INDIANA UNIVERSITY

  9. HR Summit 2013-2014 • Conflicts of Interest • Illustration of outside business entities INDIANA UNIVERSITY

  10. HR Summit 2013-2014 • Conflicts of Interest • Employees • Immediately disclose to the unit head any real or potential conflict of interest • Avoid any involvement with related university activity or decision • Consult with supervisor for directions • Supervisor and managers • Ensure employees are informed of policy • Manage any possible conflicts in the best interests of the University; take affirmative steps to monitor • Consult with higher level of management if question about an external activity and how to properly manage INDIANA UNIVERSITY

  11. HR Summit 2013-2014 • A distinguishable difference • Conflicts of Commitment --- not allowed • Conflicts of Interest --- to be managed • Examples of each INDIANA UNIVERSITY

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