8.5 Policy
It is the policy of the University of Iowa that conflicts of interest must be avoided where possible. The decision to manage a conflict of interest in employment rather than avoid it must be based on a sound institutional reason. The university official as defined in III-8.2 has the responsibility of determining whether such a sound institutional reason exists. If such a reason exists, associated individuals can be employed, or can continue to be employed, by the university only if a management plan is developed, approved, and implemented as described in III-8.8 below.
An individual is not deemed to have decision-making responsibility (and therefore no conflict of interest in employment exists) if that individual's participation in employment-related decisions affecting the other associated individual is limited to routine approvals and the individual is not required to exercise discretion in the decision-making processes. The university official as defined in III-8.2 has the responsibility for determining whether a conflict of interest in employment exists. If any question arises whether an individual's participation is greater than is permitted by this section, the Committee should be consulted for its consideration and recommendation (see III-8.3 above).
Where the associated individual with decision-making responsibility is a dean, vice president, other member of the President’s cabinet, or head coach, the Committee must approve the university official’s determination as to whether a conflict of interest in employment exists, and whether a sound institutional reason exists to manage the conflict. Once determined, the Committee must review and approve the proposed management plan as outlined in III-8.8 below.