Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Benefits
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
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 Conflict of Interest
 This policy defines the principles governing the identification and reporting of conflicts of interest that involve employees of the College. An actual or perceived conflict of interest occurs when there is a divergence between one's private interest and his/her obligations to the College such that an independent observer might reasonably question whether the individual's actions or decisions are determined by considerations of personal gain or avoidance of loss on the part of the individual (or members of his/her immediate family) that may relate to College programs, research, use of facilities,or use of external or internal funds. In general, no employee may use his/her position with Connecticut College for personal profit or other personal advantage, participate in an decision that might affect any personal interest of the employee, or pursue any personal interest the promotion of which is fundamentally inconsistent with the best interests of the College. An employee shall be considered to have a conflict of interest if:
 
  1. The employee has existing or potential financial or other interests which impair or might reasonably appear to impair an independent, unbiased judgment in the discharge of his or her responsibilities to the College; or
  2. The employee is aware that a member of his or her family (which for purposes of this paragraph shall be a spouse, domestic partner, parent, sibling, child, any other relative if the latter resides in the same household as the employee, and/or any person to whom the employee is providing substantial financial support) or any organization in which the employee (or member of his or her family) is an officer, director, employee, member, partner, trustee, or controlling stockholder, or has such existing or potential financial or other interests.
 Employees shall neither solicit nor accept gratuities, favors or anything of monetary value from vendors doing business with the College or vendors having the potential to do businees with the College. Monetary value is defined as any gift (including but not limited to meals, lodging, travel expenses, etc.) or collection of gifts with value of $50 or more received during any twelve-month period from an individual or entity or associated group of individuals or entities. Employees may accept food or refreshments of nominal value provided or paid for by a vendor at a meeting, conference or seminar related to their professional development or training. They may also attend such gatherings at which the registration fee for all attendees is paid by a vendor provided such fee is limited to covering the costs associated soley with the education or training component of the program.
 No employee, officer, or agent shall participate in the selection, award or administration of a contract in which Federal funds are used in which, to the employee's knowledge, the employee, the employee's immediate family member, partner(s), or an organization in which the employee, the employee's immediate family member or partner(s) has a financial interest, or is negotiating or has any arrangement concerning prospective employment.
 All conflicts should be avoided and if they arise, should be disclosed promptly in writing to a supervisor or senior administrator. Should an employee have any doubt about a potential conflict, the employee should disclose such potential conflict as described above. Failure to Disclose: If the supervisor or senior administrator has reasonable cause to believe that an employee has failed to disclose an interest that could present or give rise to a conflict,he/she shall inform the employee of the basis for that belief and give the employee an opportunity to explain the alleged failure to disclose. If, after hearing the response of the employee and making such further investigation as may be warranted in the circumstances, the supervisor or senior administrator determines that the employee has in fact failed to disclose such an interest, the supervisor or senior administrator shall take appropriate action which could include suspension or termination.