GBCA-R: Conflict of Interest

Classification: 
G: Personnel
Code: 
GBCA-R

Policy GBCA - Conflict of Interest - applies to all employees of the Board of School Trustees (the “Board”).  Failure to meet the Board’s requirements in relation to conflict of interest is considered to be a serious breach of the employee’s obligations that may result in discipline or dismissal. 

Guidelines 

 Without limiting in any way policy GBCA, the following guidelines are set out as a means of illustration: 

  • An employee must not engage in any outside work, be involved in any business or undertaking, including a relationship of ownership or employment or consanguinity or marriage to an owner, officer, employee, and/or consultant, or hold any property of interest, either personally or through a company or agent, that may or will be in conflict, or give a perception of conflict, with the employee’s duties to the Board.The Board normally will not conduct business relationships with an employee with external business interests, unless there is no other source for the required product or service.  Exceptions will require the approval of the Secretary-Treasurer.
  • An employee must not accept any consideration or gratuity whatsoever for advice given, service provided, or materials prepared in connection with any application, submission, or proposal made to the Board or be a party to, or have an interest, direct or indirect, in any transaction or contract (other than a union agreement) to which the Board or any board or commission is a party.  An employee may participate in Board programs open to the public and may purchase Board property or goods offered through a broker of the Board for public sale.
  • An employee must not place him/herself in a position where he or she is, or may be, under an obligation to any person who has a business or other dealings with the Board and would benefit from special consideration or treatment by that employee.
  • An employee shall not, in the performance of his/her duties, grant any special consideration or treatment to any person or company unless authorized to do so by the Board or the supervisor or department head or unless the action constitutes a reasonable exercise of a discretion that is assigned to the duties of the employee’s position.
  • An employee shall not accept any money, property, position, or favour of any kind whether to be received at the present or in the future, from a person having, or seeking to have, dealings with the Board, save for appropriate refreshments or meals.  An employee shall immediately report to their supervisor or department head any offer received of any such money, property, position, or favour.
  • An employee shall not, except on his/her own behalf or on behalf of a charitable or non-profit organization or as part of their duties to the Board, represent any private interest or interests before the trustees or any of the Board’s committees.
  • Where an employee has an interest in a matter they are dealing with as a result of a membership in a club or organization, the employee should exclude him/herself from making critical decisions or granting approvals. Employees must ensure that their private interests do not prejudice their effectiveness in their position or compromise or embarrass the Board.

DMT Responsibility: AS-HR

Adopted Date: 
Monday November 02, 1998