Kevin Robinson, AVP for the Office of Audit, Compliance & Privacy (OACP) at Auburn University, discusses conflicts of interest. Robinson explains that having a conflict of interest doesn't necessarily mean someone has done anything illegal or unethical but that conflicts must be disclosed, evaluated, and managed.
In the September 2018 edition of Case in Point: Lessons for the proactive manager, Robinson explains that most higher education conflict of interest situations trend toward research-related conflicts. But he’s seen other areas where conflicts can develop, including:
- Vendor relationships
- Prospective vendor relationships
- Family or friends’ outside business
- Corporate boards
- Outside employment
- Nepotism
Transparency is your friend in conflict of interest situations.
Kevin Robinson
Robinson reminds us that “Transparency is your friend in conflict of interest situations.” In this vein, WSU requires all its employees to submit an annual conflict of interest form even when they do not have a conflict to report.
This requirement prompts periodic reflection about whether you, as an employee, are transparent about relationships requiring disclosure.
3.04 / Commitment of Time, Conflict of Interest, Consulting and Other Employment
Key passages:
Employees must annually report to the University whether or not they or members of their immediate family (spouse and dependent children), personal household, or associate entities (e.g., corporations, partnerships or trusts in which they have a significant interest) have (or may appear to have) consulting arrangements, significant financial or managerial interests, or other employment in an outside entity (“external activities”).
The policy defines “significant financial or managerial interests” as all holdings greater than $5,000 or more than 5% ownership.