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II.
SEVEN GUIDING PRINCIPLES
Seven principles
guide the identification, disclosure, review,
and management of real or potential conflicts
of interest. The Principles are not intended
as a set of rigid rules, rather they represent
an attempt to define a set of parameters by
which conflict of interest situations can be
managed.
| Principle
1: Commitment to the University |
|
All
employees are expected to fulfill their
professional commitment to the University
in good faith. |
|
|
| Principle
2: Honesty in Disclosure and Management |
|
All employees are expected to provide
honest and thoughtful disclosure and management
of any real or potential conflicts of
interest. |
|
|
| Principle
3: Equitable Review and Management |
|
The University strives
toward an equitable review and management
of non-University activities and commitments
of all employees. The decisions made about
real or potential conflicts of interest
aim to balance the interests of the University
and the interests of the individual employee,
while maintaining the integrity of both
the University and the individual employee.
To this end, the University is expected
to provide a fair and unbiased review
of conflict of interest disclosures and
a means of collaborative management of
real or potential conflicts. |
| |
| Principle
4: Confidentiality |
|
The University is subject
to the North Dakota Open Records Law;
however, to the extent allowed by state
and federal law, the University will maintain
a commitment of confidentiality in conflict
of interest disclosures. |
| |
| Principle
5: Integrity in Scholarly Behavior |
|
Non-University commitments
and activities must not impede, bias,
or restrict the subject matter, scholarly
creativity, scientific strategy, or dissemination
of information in a manner that undermines
or compromises scholarly independence. |
| |
| Principle
6: Preserving the Reputation and Best Interest
of the University |
|
Non-University commitments
and activities must not undermine, compromise,
or misrepresent the scholarly mission,
reputation, and/or best interest of the
University. It is the responsibility of
the employee to inform external entities
of these obligations. |
| |
| Principle
7: Appropriate Use of University Resources |
|
The University must
be adequately compensated for the significant
use of University facilities, supplies,
equipment, or personnel for non-University
commitments and activities. If an employee
wishes to make use of significant use
University resources for non-University
commitments, the employee must obtain
prior written permission from the Executive
Head for such use. |
|
