Policy Statement

Duke staff are required to ensure that no conflict of interest or a conflict of commitment interferes with their ability to perform their work for the benefit of the Duke community and its patients, students, and customers. It is the responsibility of every staff member to discuss with his or her supervisor or entity/department Human Resources representative and/or department head any activity that might result in a conflict of interest or conflict of commitment before participating in that activity.

Policy Details

Definitions

Duke defines "Conflict of Interest" and "Conflict of Commitment" as follows:

• Conflict of Interest: A "Conflict of Interest" exists when a staff member has a relationship with an outside organization that can potentially bias the staff member in such a way that the staff member (or a member of the staff member’s immediate family) could potentially stand ultimately to benefit financially by his or her relationship to that outside organization.
• Conflict of Commitment: A "Conflict of Commitment" exists when a staff member has a relationship that requires a commitment of time or effort to activities outside of work such that the staff member – either explicitly or implicitly – cannot meet expected work obligations at Duke. Any relationship with an outside organization that requires frequent and/or prolonged absence from Duke may represent a "Conflict of Commitment."

Staff with questions concerning either of these forms of conflict should first approach an immediate supervisor for guidance and then turn to Duke’s Internal Audit (613-7630) for further clarification of these issues.

Staff should not use their positions or knowledge gained from their positions in any way that could cause a material conflict to arise between the interests of Duke and that of the staff member. Any actual or threatened violation of this prohibition should be promptly disclosed.

Staff should not accept any material gifts, favors, or hospitality that might influence their decision-making processes or compromise their judgment in actions affecting Duke. Any actual or threatened violation of this prohibition should be promptly disclosed.

It is considered inappropriate for staff to make use of Duke property or other resources, including time, to advance personal interests or activities during the course of their employment at Duke.

Disclosure and Resolution

It is the responsibility of every staff member to discuss with his or her supervisor or entity/department Human Resources representative and/or department head any activity that might result in a conflict of interest or conflict of commitment before participating in that activity. The staff member will refrain from participation in the activity until it is determined that neither a conflict of interest nor commitment exists. Resolutions may include, for example, ceasing the activity, changing job duties, or changing hours or salary until the questionable activity is confirmed as non-compromising. All disclosures and their resolutions shall be documented and copies of the documentation will remain in the staff member’s department personnel file.