A. Management.
1. If a Memorandum of Understanding is
signed by the University and the Employee,
the Executive Head of the Unit will determine
an appropriate method to monitor the situation
to ensure compliance with the Memorandum
of Understanding.
2. If the Conflict of Interest involves
an Employee who is compensated from or has
spending authority over funds derived from
extramural funding, prior to expending any
funds, and if required to do so by funding
agency policy, the Vice President for Research
and Economic Development or his/her designee
will notify the funding agency of the existence
of the Conflict of Interest and provide
written assurance that the Conflict of Interest
is being managed, reduced, or eliminated
in accordance with agency requirements.
3. The University of North Dakota will
maintain records of all financial disclosures
and of all actions taken to resolve conflicts
of interest for ten years after: the termination
of the award, completion of the award, or
the resolution of any government action
involving those records.
B. Enforcement
The Appropriate Vice President or his/her
designee is responsible for:
1. ensuring that Executive Heads of all
units obtain annual Conflict of Interest
documentation from each Employee,
2. enforcing compliance with this Conflict
of Interest Policy, and
3. providing the Purchasing Office, on
a monthly basis, with lists of those Employees
who, under a Memorandum of Understanding,
have limits placed on their ability to direct
the expenditure of University funds and
those Employees who have failed to file
their annual Conflict of Interest documentation.
C. Employment Conditions
Each Employee must comply with the terms
of any Memorandum of understanding entered
into between the University and the Employee
and/or by the terms of any final decision
under Sections IV, V or VI. Any Employee who
does not comply may be subject to employment
conditions including, but not limited to:
1. administrative supervision of funded
research,
2. administrative supervision of the use
of University facilities and properties,
3. freezing or loss of research funds or
accounts,
4. loss of privileges in the use of University
facilities and property,
5. rescission of contracts with entities
or Employees, and
6. criminal or civil legal action.
7. termination of employment.
