This policy applies to all First Nations University of Canada full-time, part-time and contract employees and any other person acting in the capacity of an employee on behalf of or at the request of the University.
The University’s goals are to (a) minimize the occurrence of conflicts of interest, (b) manage them in a clear and consistent way when they occur, and (c) resolve them in a manner acceptable to the person and the University.
This policy protects the University and employees and helps employees identify and address conflicts of interest, real and perceived.
When a conflict of interest or potential conflict of interest exists, this policy is used along with related First Nations University of Canada policies and collective agreements.
Exists when an employee is or may be in a position to use authority, influence, knowledge or research for personal gain or to benefit a family member or close associate
Examples of conflict of interest include, but are not limited to, situations where the employee:
Any full or part-time permanent, term or casual faculty or staff member and any person who teaches, conducts research, or works at or on behalf of the University.
Includes, but is not limited to, student employees, adjunct and sessional faculty members, librarians, program directors, post-doctoral fellows, emeriti, and visiting professors.
Any stock, stock option, or similar ownership interest, excluding any interest arising solely from investment in the business by a mutual fund, pension fund, or other institutional investment fund over which the employee does not exercise control.
Receiving or the right or expectation to receive any benefit from the business in the form of a fee, honorarium, commission, salary, allowance, forbearance, forgiveness, interest in real or personal property, dividend, royalty derived from the licensing of technology, rent, capital gain, or any other form of compensation.
An interest as a director, officer, employee, trustee, or agent.
The personal, private, or financial interest of a University member or a closely associated person.
University employees may not participate in discussions,activities or decisions that constitute a real or potential conflict of interest for them in the performance of their duties for the University.
Employees are expected to complete the University’s Conflict of Interest Form when they are hired, at their annual performance reviews, and whenever they are appointed to new roles or positions with the University.
Employees must disclose a real or potential conflict of interest as soon they are aware of the conflict. They must remove themselves from the decision, discussion or activity until the matter is resolved or their supervisor authorizes their participation.
Conflict of interest disclosures are confidential. If it becomes necessary to give someone in or outside the University information about a disclosure, the University / will inform the employee involved.
Failure to disclose a potential or existing conflict of interest or commitment or to comply with this policy may result in disciplinary action up to and including termination of employment according to the applicable collective agreement and/or disciplinary process.