• About
    • Global Strategic Plan
    • SAI Annual Report
  • Foundation
    • Vision, Mission, Values, Goals
    • Code of Ethics
    • Future of Education
    • Foundation Yearbook
  • Planning
    • Andragogical
    • Taxonomy
    • Curriculum
  • Quality
    • Quality Assurance
    • Quality Systems
    • ISO Refrences
  • Structure
    • Serving Officers
    • Officers Duties
    • Organizational Charts
      • Board of Governors
      • Capital Management Services
      • Committee Structures
      • Faculties and Institutions
      • Faculty Support Services
      • Institute Services
      • Pedagogy Development
      • SAI Organization Chart
      • Strategic Financial Management
    • Committees
      • Working
        • WC1 – Finance
        • WC2 – Curriclium
        • WC3 – Faculties
        • WC4 – Honor
      • Ad Hoc
        • Accreditation Council
        • Accreditation Policy
        • Advisory Councils
        • Articles and Bylaws
        • Board Task Force
        • Compensation
        • Continuous Improvement Review
        • Executive
        • Financial Audit
        • Finance and Investment
        • Issues in Management Education
        • Nominating
    • Cost Centers
    • Profit Services
      • Nominating
  • Offices
    • Office of the Bursar
    • Office of the Registrar
  • Procedures
    • Quality Policy Statement
    • Quality Documents and Procedures
    • Policy Manuals
      • Board of Governors
      • Quality Control
    • Management
      • Control of Documents
      • Control of Records
      • Internal Quality Audit
      • Controlling Non-conformities
      • Corrective Action
      • Preventive Action
    • Operations
      • Curriculum Development and Review
      • Teaching
      • Examination
      • Research
      • Outreach
      • Conducting Practicals
      • Post Graduate Admissions
      • Recruitment & Deployment
      • Performance Appraisal
  • Controls
    • Accident Reporting
    • Accreditation Policy
    • Administrative Policies
      • A
        • Accessibility
        • Accident Reporting
        • Anti Discrimination
        • Assistance
        • Attendance
      • B
        • Bereavement Leave
        • Background Check
        • Breaks
        • Breastfeeding
        • Business Dress Code
        • Business Expenses
      • C
        • Cell Phone
        • Classification
        • Code of Conduct
        • Confidentiality
        • Conflict of Interest
        • Company Car
        • Company Data
        • Corporate Email
        • Company Overtime
        • Corporate Social Responsibility
        • Cyber Security
      • D
        • Disciplinary Action
        • Drug Testing
      • E
        • Employment of Relatives
        • Equal Opportunity
        • Exit Interview
      • F
        • Flexible Hours
        • Former Employee Rehire
        • Fraternization
      • G
        • Grievance Procedure
      • H
        • Holiday
        • Hot Desking
        • HR Policy Revision
      • I
        • Internal Job Posting
        • Internet Usage
      • M
        • Maternity Leave
        • Mental Health
        • Moonlighting
      • N
        • New Hire
      • O
        • Occupational / Workplace Health and Safety
        • Open Door
      • P
        • Paid Time Off
        • Parental Leave
        • Paternity Leave
        • Payroll Advance
        • Performance Review
        • Probationary Period
        • Progressive Discipline
        • Promotion
      • R
        • Record Retention
        • Recruitment and Selection
        • Referral Program
        • Remote Work
        • Resignation
        • Retaliation in the Workplace
      • S
        • Sabbatical Leave
        • Short-Term Disability
        • Sick Leave
        • Smoke Free Workplace
        • Social Media
        • Solicitation
        • Substance Abuse
      • T
        • Temporary Layoff
        • Termination / Separation of Employment
        • Training and Development
        • Travel
      • V
        • Violence in the Workplace
      • W
        • Wellness Program
        • Work from Home
        • Workplace Visitor
    • GDPR Compliance
    • Intellectual Property & Publishing
    • Privacy Policy
    • Terms of Service
    • Website Privacy Policy
  • Resources
    • LMS Users Guide
    • Programs Syllabus
    • Permaculture Design Course
      • Lesson 01 – Introduction to Permaculture
      • Lesson 2 – What is Permaculture
      • Lesson 03 – Historical Permaculture
      • Lesson 5 – Bill Mollison’s Obituary
      • Lesson 6 – Permaculture in Landscape and Society
      • Lesson 7 – The Ethical Basis of Permaculture
      • Lesson 8 – Creative Design Process based on Whole-systems
0 Items
Online Permaculture Design Course & Sustainability Courses
  • Login
  • Free Perma-Intro
  • Courses
    • FREE Permaculture Course
    • Permaculture Design Course
    • Mushroom Cultivation Course
    • Homesteading Techniques Course
    • Animal Husbandry Course
    • Natural Building Course
  • Diploma
  • Master’s Degree
  • Financial Aid
  • Credit Hours
  • Contact Us
Select Page

Sustainable Agriculture Institute

 

Sustainable Agriculture Institute Promotes Sustainable Education through Permaculture Design

 

Conflict of Interest Policy

 

Policy brief & purpose

Our company Conflict of Interest Policy refers to any case where an employee’s personal interest might contradict the interest of the company they work for. This is an unwanted circumstance as it may have heavy implications on the employee’s judgment and commitment to the company, and by extension to the realization of its goals.

This policy will outline the rules regarding conflict of interest and the responsibilities of employees and the company in resolving any such discrepancies.

Scope

This company conflict of interest policy applies to all prospective or current employees of the company, as well as independent contractors and persons acting on behalf of the company.

Policy elements

The relationship of the company with its employees should be based on mutual trust. As the company is committed to preserving the interests of people under its employment, it expects them to act only towards its own fundamental interests.

Conflict of interest may occur whenever an employee’s interest in a particular subject may lead them to actions, activities, or relationships that undermine the company and may place it to a disadvantage.

What is an employee conflict of interest?

This situation may take many different forms that include, but are not limited to, conflict of interest examples:

  • Employees’ ability to use their position with the company to their personal advantage
  • Employees engaging in activities that will bring direct or indirect profit to a competitor
  • Employees owning shares of a competitor’s stock
  • Employees using connections obtained through the company for their own private purposes
  • Employees using company equipment or means to support an external business
  • Employees acting in ways that may compromise the company’s legality (e.g. taking bribes or bribing representatives of legal authorities)

The possibility that a conflict of interest may occur can be addressed and resolved before any actual damage is done. Therefore, when an employee understands or suspects that a conflict of interest exists, they should bring this matter to the attention of management so corrective actions may be taken. Supervisors must also keep an eye on the potential conflict of interests of their subordinates.

The responsibility of resolving a conflict of interest starts from the immediate supervisor and may reach senior management. All conflicts of interest will be resolved as fairly as possible. Senior management has the responsibility of the final decision when a solution can not be found.

In general, employees are advised to refrain from letting personal and/or financial interests and external activities come into opposition with the company’s fundamental interests.

Note: The same principles apply to the company in regards to its clients. When applicable, we are committed to not offer services or form partnerships with companies that are in direct competition with one of our existing clients.

Disciplinary Consequences

In cases when a conflict of interest is deliberately concealed or when a solution can not be found, disciplinary action may be invoked up to and including termination.

  • Your Title Goes Here 50% 50%
Login

Lost Your Password?
Sustainable Agriculture Institute - Best online Permaculture Courses and Sustainability Programs