8.3 Policy

The decision to manage a conflict of interest in employment rather than avoid it must be based on a sound institutional reason. The collegiate or other major unit officer(s) (typically a dean or vice president, or designee) having primary responsibility for approval of employment-status decisions regarding the related individuals also has/have the responsibility of determining whether such a reason exists. If such a reason exists, related individuals can be employed, or can continue to be employed, by the University only if a management plan is developed as described in III-8.6 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 is limited to routine approvals and the individual plays no role involving the exercise of any discretion in the decision-making processes. The collegiate or other major unit officer(s) (typically a dean or vice president, or designee) having primary responsibility for approval of employment-status decisions regarding the related individuals also has/have 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 on Conflict of Interest in Employment ("Committee") should be consulted for its consideration and recommendation (see III-8.9 below).