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Staff Policy on Conflicts of Interest and Conflicts of Commitment

Policy owned by: Human Resources

Last reviewed date: July 25, 2024

Last updated date: July 25, 2024

Next review date: July 25, 2027

 

Introduction

The University of Michigan updated its policies as they relate to conflicts of interest and conflicts of commitment in 2005.  The University’s update of the Standard Practice Guide (SPG 201.65-1) requires the deans of the schools or colleges and the directors of administrative units to articulate and disseminate implementation policies that apply to faculty and/or staff within those units. The implementation policy and procedures for Dearborn staff are provided below. This policy and its procedures apply to all full-time staff, whether permanent or temporary, and to all permanent part-time staff in the unit. The University expects all staff to be familiar with the contents of SPG 201.65-1 and with the applicable set of unit implementation procedures.

A. Statement of Principles for University of Michigan-Dearborn’s Policy

The policy section of SPG 201.65-1 outlines a set of key principles relevant to conflicts of interest and conflicts of commitment, including the principles stated below.

All staff members are to act with honesty, integrity, and in the best interest of the University when performing their duties, and to abide by the highest standards of research, educational, professional, and fiscal conduct. Outside activities should not interfere with an individual’s University obligations. Staff must not use their official University positions or influence to further gain or advancement for themselves, parents, siblings, spouse or partner, children, dependent relatives, or other personal associates, at the expense of the University. In accordance with its mission, however, the University of
Michigan allows and encourages staff to engage in outside activities and relationships that enhance the mission of the University. As a result, potential conflicts of interest and commitment are inevitable, but these potential conflicts are not necessarily problematic. Rather, the essential point is that faculty and staff must disclose these potential conflicts of interest so that they can be evaluated and, if necessary, managed or eliminated. 

* When implementing SPG 201.65-1, academic and administrative units must also consider both particular rules of conduct within the University and rules that govern outside activities applicable to the staff of the Dearborn campus. These include: 

  • Regents’ Bylaw 5.13, related to governmental elective/appointed service;
  • SPG 201.12, related to misconduct and discipline;
  • SPG 201.23, related to hiring of relatives or those with a close personal
    relationship; and
  • SPG 201.85, related to work performed for other University units. 

The specific definitions for a potential conflict of interest and potential conflict of commitment in Section II.A of SPG 201.65-1 also apply to the procedures described below. Broadly defined, a potential conflict of interest encompasses external ties that may or may appear to improperly bias a staff member’s judgment in performing their University job responsibilities. A potential conflict of commitment, broadly defined, encompasses situations in which a staff member’s external relationships or activities may or may appear to interfere or compete with the University’s mission, or with the staff member’s ability or willingness to perform their job responsibilities.

 

B.  Disclosing, Evaluating, and Managing Potential Conflicts of Interest and Conflicts of Commitment

1. Disclosing potential conflicts of interest and conflicts of commitment

When a potential conflict of interest or conflict of commitment exists for a staff member, They must promptly disclose it, in writing, to their supervisor and Dearborn Human Resources. (SPG 201.65-1, Section III.A.3.) UM-Dearborn staff members should follow the policy and procedures outlined in the UM-Dearborn Staff Conflicts of Interest and Conflicts of Commitment Policy document. UM-faculty should refer to the Faculty Conflicts of Interest and Commitment webpage for detailed policy and procedures. 

 

Examples of potential conflicts include (but are not limited to):

  • Performing work for other University departments or units for additional pay;
  • Participating in decisions or deliberations where your own personal financial interests are or could be affected;
  • Participating in decisions or deliberations where a family member is or could be affected, financially or otherwise (Note: As stated in SPG 201.65-1, family members include parents, siblings, a spouse or partner, children, and dependent relatives);
  • Performing activities for non-University entities for pay;
  • Accepting gifts, entertainment, or other items of value from vendors or other third parties that have or might have business with the University (also see below);
  • Accepting an incentive or benefit to gain access to a staff member’s supervisor;

Gifts

A potential conflict exists when a vendor, current or potential, gives a gift or a benefit to a staff member. General University policy prohibits employees from accepting any gift of substantial value from vendors or students (Regents’ Bylaw 2.16).

 

2.  Evaluating disclosures of potential conflicts of interest or conflicts of commitment 

The supervisor in partnership with Dearborn Human Resources shall evaluate all
disclosed potential conflicts of interest or conflicts of commitment. They may require the staff member to provide additional information or documentation that may be relevant to evaluating the potential conflict of interest or conflict of commitment.

As needed, they will consult with appropriate central administrative offices ((e.g., Office of the Vice President for Research, Office of the Vice President and General Counsel). (See also Section B.4, below.) 

 

3. Developing plans to manage potential conflicts of interest and conflicts of commitment

When the supervisor and Dearborn HR has determined that a potential conflict of interest or conflict of commitment exists that must be managed or eliminated, the supervisor and Dearborn HR must develop, in consultation with the employee, a recommended plan for managing the potential conflict. The supervisor will then provide the plan to the unit’s senior leader, who has authority for approving it, along with Dearborn HR. The supervisor will provide the employee with a copy of the approved conflict management plan and will discuss any related ambiguities or issues that arise.

 

4.  Involving other University individuals or offices, as required

Purchasing

When a potential conflict involves the purchase of goods or services, the supervisor must also disclose the conflict to the appropriate staff person in the University’s Office of Procurement Services, and also to the unit staff member responsible for handling unit purchases.  If the supervisor determines that a conflict exists that must be managed or eliminated, they will consult with these individuals in developing a plan to manage the conflict.  

Research

When a potential conflict involves work performed for a research project, the supervisor must inform the head of the research project. If the supervisor determines that a conflict exists that must be further disclosed, managed, or eliminated, it is their responsibility to ensure, in consultation with the head of the research project, that the conflict management plan does not conflict with requirements related to the research or to research funding. 

 

C.  Administering the Policy

1.  Record-Keeping and Issues of Confidentiality and Privacy

When personal financial or associational documents are provided to the supervisor, the documents shall be placed in a secure file accessible only to the supervisor and Dearborn Human Resources. Where any other staff member has a legitimate business reason to access the documentation, then the supervisor or Dearborn HR may authorize access to the file and provide either copies and/or information, as may be required for the stated business purpose. If copies are provided to a staff member, he or she must also ask that staff member to maintain the same level of confidentiality for the copied information as applies to the original information or documents.  

Documentation of the staff member’s disclosure and action taken shall be included within the secure file. The documentation may be as simple as identifying the disclosure and, when no further action was required, including a notation to that effect on the disclosure description. The COI/COC manager should ensure that the unit purges the documentation from the staff member's file three years after the potential conflict no longer exists, except where University record retention policies require the unit to retain the records for a longer period (e.g., as specified in SPG 201.46).

In some circumstances, the University is required to disclose potential conflicts to people within or outside the University. For example, if a conflict exists within the context of a federally sponsored project, the University is required both to disclose the existence of that conflict to the federal government and to indicate whether it has managed the conflict.  Also, the University may be legally required to disclose information in response to requests made under the Michigan Freedom of Information Act (FOIA).  In addition to the people listed above, should any other individual have a legitimate educational or business reason to access the confidential records, whether in the context of a federally sponsored project, a FOIA request, or otherwise, the supervisor may authorize access to the file, provide copies, or provide oral or written summaries of the information in the file. Where possible, the individual to whom the supervisor authorizes disclosure shall be required to maintain at least the same level of confidentiality as applies to the original information.     

Administrators of this policy will make every reasonable effort to preserve confidentiality and protect the privacy of all parties in the course of investigating a potential conflict of interest or commitment and, as applicable, in developing a plan to manage the conflict. (See Regents’ Bylaw 14.07 Privacy and Access to Information and SPG 201.46 Personnel Records – Collection, Retention and Release.)

Any faculty or staff member who becomes aware of an individual who has provided or may have provided unwarranted access to conflict documentation or information, as defined in this policy,  should inform the Dearborn Human Resources Office. To follow up, the Chancellor will investigate the allegation and, where appropriate, take personnel action.

 

2. Resolving Disputes

When a staff member disputes any action or decision related to a potential conflict of interest or conflict of commitment, the staff member should first ask that the action or decision be reviewed by his or her supervisor.

If, following the above review, the staff member remains unsatisfied with the action or decision, the staff member may initiate existing University policies and procedures for handling disputes, when available, including, where applicable, collective bargaining agreement grievance procedures.


3.  Conducting Education and Training

Upon hiring into or transferring into the unit, every staff member shall be provided with the Dearborn campus COI/COC policy.

 

4.  Violations

Any violation of SPG 201.65-1 or this implementing policy may be a cause for disciplinary action. In the first instance, the employee’s supervisor shall evaluate the violation and take appropriate action, if needed, all in accordance with existing University policies and procedures. Consultation with the employee’s Human Resources representative may be appropriate. The outcome of the supervisor’s review and any actions taken shall be documented and included within the secure file maintained by the supervisor and Dearborn HR. If appropriate, all relevant documentation may also be included within the employee’s personnel file maintained as provided under SPG 201.46.

 

5. Policy Review and Revision

The supervisor shall regularly review all potential conflict disclosures and actions taken with the unit leader to ensure a consistent approach to potential conflicts within the unit. The unit leader shall similarly regularly consult and review potential conflict management issues with the applicable senior leader for the unit. If the senior leader determines that any of the changes he or she would like to adopt will materially change the policy, the senior leader will contact Dearborn Human Resources for further review and approval to the Chancellor for final approval. 

 

D. Other Governing Policies

This policy implements SPG 201.65-1, Conflicts of Interest and Conflicts of Commitment, incorporates SPG 201.65-1 in its entirety, and includes all elements required under that SPG. Implementation of SPG 201.65-1 within the Dearborn campus requires compliance with other University policies and procedures, including all Regents’ Bylaws and SPGs, as well as with any relevant external rules of professional conduct and applicable law.  Relevant policies, procedures, rules, and law include (but are not limited to) the following:  

  • Regents’ Bylaw 2.16, regarding gifts to University employees; 
  • Regents’ Bylaw 5.13, regarding governmental elected or appointed service; 
  • Regents’ Bylaw 5.14, regarding leaves of absence; 
  • SPG 201.12, regarding misconduct and discipline;
  • SPG 201.23, regarding appointment of individuals with close personal or external business relationships;
  • SPG 201.65, regarding employment outside the University;
  • SPG 201.85, regarding special stipends for work performed for other University units, the payment of honoraria, and the payment of travel expenses;
  • SPG 500.01, 601.28, and 601.11, in particular to the extent that they address appropriate use of University resources, such as the libraries, office space, computers, secretarial and administrative support staff, and supplies; 
  • Office of Vice President for Research (OVPR) Policy on Conflict of Interest in Sponsored Research and Technology Transfer Agreements;
  • Michigan Compiled Laws § 15.321 et seq., regarding contracts of public employees with their employers; and
  • Where applicable, the current collective bargaining agreement for the staff member.