Peel District School Board      

POLICIES AND REGULATION                                                                                             Policy #8  

Conflict of Interest POLICY

 

 

Statement of Policy

 

The Peel District School Board ("Peel Board") is committed to safeguarding the public interest and trust in public education. Peel Board employees and volunteers are expected to uphold the public trust and demonstrate integrity in all of their dealings.

 

Conflicts of interest, whether actual, possible or perceived, may impact on the integrity and public image of the Peel Board and public education generally.

 

Employees and volunteers are responsible and accountable for identifying and avoiding any situations which may present a potential or actual conflict of interest or be perceived to be a conflict of interest as between their personal interests and their official duties and responsibilities as a Peel Board employee or volunteer.

 

Employees and volunteers are required to disclose any potential or actual conflicts of interest that could compromise, or be perceived to compromise, their objectivity and judgement to their immediate supervisor and/or direct report immediately upon becoming aware of the actual or potential conflict of interest.

 

If a conflict arises between the personal or financial interests of an employee, volunteer and the official duties and responsibilities of that person, the conflict shall be resolved in favour of the latter.

 

Employees and volunteers may be required to excuse themselves from any duty or transaction where they have, or may appear to have, a conflict of interest that could compromise, or be perceived to compromise, their objectivity and judgement.

 

Scope

 

This policy applies to Peel Board employees and volunteers (including student teacher and other volunteer student placements at Peel Board).

 

This policy does not apply to Trustees as they are subject to the policy on conflict of interest set out in the Code of Conduct.

 

This policy shall in no way relieve any employee or volunteer from complying with any laws, statutes, regulations, rules, or applicable standards of professional conduct or practice.

 

 

Purpose

 

The purpose of this policy is to define conflicts of interest and to advise individuals how to avoid and resolve actual, possible or perceived conflict of interest situations.

 

This policy is aimed at enhancing the standards of integrity and professionalism of all Peel Board employees and volunteers and at building a positive climate for learning and working together.

 

Definition of Conflict of Interest

 

For the purposes of this policy, a conflict of interest is any situation in which an individual has a personal or financial interest that may:

·         affect his/her judgement and/or the performance of his/her duties or responsibilities to the Peel Board; and/or

·         cause him/her to act, or appear to act, in a way that is not in the best interests of the Peel Board; and/or

·         negatively affect the reputation of the Peel Board in the community.

 

An individual is in a conflict of interest when he/she gets, or hopes to get, personal gain by using his/her position, influence, Peel Board time, resources, facilities and/or student or staff information.

 

Personal gain does not just mean something that an individual gains for him/herself. Personal gain from a conflict of interest could include something gained for a friend, family member or a business associate.

 

An individual should not have, or be involved in, any direct or indirect personal or financial interest that would, or could, negatively affect the reputation of the Peel Board, and/or interfere with his/her independent exercise of judgment on behalf of the Peel Board.

 

Without limiting the generality of the foregoing, conflicts of interest may include, but are not limited to, circumstances whereby a Peel Board employee or volunteer:

 

·         is involved in a hiring or staff allocation decision when he/she has a close personal relationship with the applicant or affected staff member

·         supervises or manages employees with whom he/she has, or has had, a close personal relationship

·         is responsible for any student to whom he/she is related

·         is involved in any business or other outside activity or interest that interferes with his/her regular duties and responsibilities at, and for, the Peel Board, or uses Peel Board work time for anything other than Peel Board work

·         uses Peel Board’s equipment, resources, materials, or facilities in any form whatsoever, in the pursuit of outside employment, including paid private practice

·         is involved in purchasing or other supply chain–related activities and accepts gifts or favours or provides preferential treatment to any bidders or suppliers and/or publicly endorses suppliers or products

·         is involved in any business or other outside activity or interest that could create an actual, possible or perceived conflict of interest, or could adversely affect the reputation of Peel Board in the community.

See Conflict of Interest Operating Procedures (HRSS#43) for further information and guidance regarding specific and possible conflicts of interest and defined terms.

 

Duty to Disclose

 

Peel Board employees and volunteers must report any actual, possible or perceived conflict of interest that they have, or may have, to their immediate supervisor and/or direct report at the Peel Board, as soon as they become aware of the conflict.

 

 

Third-Party Disclosures

 

This policy is not intended in any way to encourage or condone rumour mongering.

 

 

Confidentiality

Any personal information disclosed under this policy, will be treated confidentially, consistent with the principles expressed in the Municipal Freedom of Information and Protection of Privacy Act.Any personal information collected, relevant to a particular conflict of interest, will be used by the Peel Board for purposes of evaluating the risk of the conflict of interest and for fashioning an appropriate remedy and for no other purpose.

 

In order to adequately address any disclosed or possible conflicts of interest, it may be necessary for the immediate supervisor to seek direction and guidance from other members of management and/or members of staff associations, and or bargaining agents.  If such consultation or further discussion is necessary, the supervisor will advise the affected individual accordingly.

 

 

No Reprisal or Threat of Reprisal

 

Any reprisal, including a threat of reprisal, is not acceptable to the Peel Board.  Any complaint of reprisal will be investigated.  Committing a reprisal (or threatening to do so) may result in disciplinary action, up to and including, termination of employment.

 

 

Consequences of Breach 

 

Anyone who engages in activities that contravene this policy, including failing to disclose a conflict of interest, may be subject to disciplinary action up to and including termination of employment, and/or other appropriate sanctions.

 

The Conflict of Interest Policy is aligned with and supports the principles and expectations of the Board Human Rights policy ( #51 ) and Equity and Inclusive Education policy ( # 54). The Conflict of Interest Policy and related policies and procedures reflect the Peel District School Board’s philosophies and framework, as outlined in The Report Card for Student Success, Climate for Learning and Working and The Future We Want; Manifesting, Encouraging and Respectful Environments (MERE). The Conflict of Interest Policy incorporates guidelines and specific practices that, because of their importance, must be administered uniformly throughout the Peel District School Board.

 

 

 

 

 

 

Approved May 8, 1973

Revised December 1974

Revised July, 1985

Revised September 22, 1987

Revised April 9, 1991

Revised January 1, 1998 (to reflect change in Board name)

Reviewed January 2000

February 2003

Approved October 25, 2011 (replaces former policy # 8 -  Conflict of Interest and Policy #20 – Hiring of Relatives)