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University Policy Office

Shelly G. Gonzalez, Policy Officer
Administration 208
Warrensburg, MO 64093
Phone: 660.543.4730
Fax: 660.543.8022
sgonzalez@ucmo.edu





Conflict of Interest or Commitment Policy for Employees
Board of Governors Policy 2.1.050
Approved by the Board of Governors on September 15, 2004

I. Purpose

The purpose of the "Conflict of Interest or Commitment Policy for Employees" is to define conditions constituting a conflict of interest or commitment and interpret that definition as it applies to University of Central Missouri employees. See Sections174.220, 105.452 and 105.454, RSMo.

II. Policy

All employees are expected to meet the specific responsibilities, requirements and obligations of their positions and pursue related professional activities in a manner that precludes conflict of interest or commitment. The University of Central Missouri encourages employees to engage in creative activities and public service and to create and disseminate scholarship and research. However, these pursuits must not place the benefit of the individual above the benefit of the institution.

A. Conflict of Interest

Conflict of Interest is defined as any situation in which an employee's judgment or conduct in the performance of his or her official duties for the university, could be influenced, or would give the appearance of being influenced by the employee's familial, personal or business relationship with a third party, or any situation that would be deemed a conflict of interest under the laws of the United States or the laws of the state of Missouri, Section 174.220, RSMo, (no personal interest in purchases or contracts including course materials), Section 105.450 RSMo et. seq., Mo. Const. Art. VII, Section 6. A familial relationship is statutorily defined as within the fourth degree of ancestry or marriage. Such a familial relationship shall be considered the basis of a conflict of interest. Business relationship is statutorily defined as holding a position or serving in the position of officer, director, employee, partner or trustee even if unpaid; or owning more than 10 percent of the outstanding stock or interest in a corporation, limited liability company, limited liability partnership, general or limited partnership, sole proprietorship or any other legal entity organized for profit, not-for-profit, charitable or educational purpose.

B. Conflict of Commitment

Conflict of Commitment is defined as any activity that interferes with an employee's ability to adequately perform at their expected level of job performance. All employees shall obtain prior approval from the appropriate vice president, university director or designee when committing resources beyond the level that is typically available to said employees that will be used for activities that may result in personal financial benefit. UCM resources may not be used for private gain unless in exchange for a benefit to the university. Employees may devote a reasonable amount of time to outside activities provided it will not interfere with the responsibilities of the employee to the university. Outside activities are defined here to be those consulting or similar non-university activities which may be related to the expertise and responsibilities of the employee. Staff will be required to use available leave time when conducting outside activities during university work hours. Faculty members' outside activities shall not exceed 25 percent of their full-time workload.

C. Logo

Employees may not use the name or logo of the university in any letterhead, advertising or other promotion of a personal outside activity in such a manner as to imply university sponsorship.

D. Reimbursement

University services, personnel or facilities may be used in a non-university activity only after permission has been received from the appropriate vice president, university director or designee and arrangements are made to assure benefits to the university.

E. Teaching

During those times that they are under contract or have appointment with the university, full time employees shall obtain written consent of the appropriate vice president, university director or designee prior to accepting outside compensated teaching responsibilities. Such consent must be obtained prior to each occurrence.

III. Procedures

The president of the university is charged with developing procedures to implement this "Conflict of Interest or Commitment Policy for Employees." The president of the university will work with the provost and the university director of administration to develop a model that meets the parameters set forth in the policy.

 

Link to procedure: "Conflict of Interest or Commitment Guidelines"

Approved by the Board of Governors on April 19, 1989
Approved by the Board of Governors on September 15, 2004
Formatting updated August 1, 2007