3.2 Conflict of Interest

List of 10 items.

• Approval of Expenses

  All expense claims made by employees involving funds administered by the School require the signatures of the person to whom the employee reports and the Chief Financial Officer.

• Confidentiality

  All information about an employee gathered under this policy shall be held in strict confidence and not divulged to any other person, except for internal administrative purposes required by policy or under the compulsion of the law, without the written consent of the employee.

• Conflict of Interest for Head/Department Manager

  If the person to whom an employee normally reports has a personal interest in the matter to be discussed, then that individual shall refer the matter to the next higher level of authority.

• Conflict of Interest Resulting from Family or Other Personal Relationships

  Any situation involving the hiring (including casual hiring), supervising, or conferring or denying of any material benefit to any person with whom there exists or has recently existed an intimate personal or family relationship must be discussed by the employee with their Head/Department Manager and the Executive Director of People and Culture (and the Headmaster where necessary). The School will exercise sound business judgement in the assignment of related employees, and situations where a potential or perceived conflict of interest may exist will be avoided. A potential or perceived conflict of interest exists where one such employee comes to be in a position of influence with respect to the other employee by virtue of having the authority to assess performance, resolve disputes, review compensation and/or determine career progression. These situations will not normally be permitted and steps (including reassignment) will be taken to ensure that a conflict of interest does not exist.
  
  

  Where funds involved are administered by the School, no employee may directly or indirectly purchase from or sell to, or confer or deny any financial or commercial benefit on or engage in any commercial transaction with any person or organization with whom the employee has, or recently had an intimate, family or business relationship,

  without the prior approval of the Head/Department Manager. In requesting the approval, the employee shall indicate in writing why the benefit should be conferred on, or the activity should be carried out by the person.

• Giving and Acceptance of Gifts

  The giving and acceptance of gifts or any other material benefit or favour to or from individuals who are associated with the School activities of the employee, such as students, parents/guardians, or their Head/Department Manager, with the exception of gifts as token courtesies, is not normally permitted. A gift should not be given or accepted if there is any intent or perceived intent to influence a student’s performance. If an employee has any doubts about the propriety of giving or accepting a particular gift or favour, the employee should discuss the matter with their Division Head or the Chief People Officer.

• Paid Professional or Commercial Activities

  In some circumstances, employees may engage in professional or commercial activities from which they derive supplementary income. Such activities, if related to the employee’s School responsibilities or if affecting the employee’s School duties and responsibilities, must be fully disclosed to and receive the written approval of the employee’s Head/Department Manager. Where in the opinion of the Head/Department Manager these activities constitute a conflict of interest, the Head/Department Manager may insist on the employee’s withdrawal from engaging in them.

• Political Affiliation

  Employees may make personal political contributions and charitable donations, at their discretion, subject to satisfying themselves that there is no regulatory prohibition or restriction on such contributions. An employee will not commit the School to a political or charitable contribution without prior approval from the School. If an employee holds a position in a political organization which may influence the financial needs of that organization, or if an employee is asked to conduct financial transactions or fundraising on that organization’s behalf, the Chief People Officer may review this relationship to ensure that there is no perception of influence. An employee will not engage in any political activity in the workplace unless authorized by the Chief People Officer.

• Purchases Involving School Funds

  Employees must disclose the nature of their involvement with a company if:

  • an employee has received or is receiving supplementary income from the company, or if the employee or a member of their family, has a significant financial interest in a company or has any transaction with it.
  • an employee is in a position to influence whether or not School funds will be used to purchase goods and services from the company or where the company may otherwise receive some benefit from the School.

• Tutoring

  No teacher may tutor for pay any student who is currently in their class. Full-time teachers may not tutor students during School hours. Part-time teachers who tutor during the School day must obtain permission from the relevant Division Head and the Executive Director of Crescent Student Services.
  
  For greater clarity, this policy does not prevent teachers from offering, on an unpaid basis, office hours or extra help outside of School hours to their students, so long as these opportunities are available to all students currently in their class.

• Use of School Resources

  • Employees are not permitted to carry out an outside professional or commercial activity or work for a voluntary organization on School time or use School resources without prior authorization of the Headmaster or their designate.
  • Curricula, programs or items created by a teacher in the course of their duties, whether new and original or embellished or enhanced or furnished by the School are and shall remain the exclusive property of the School.
  • If an employee has a serious concern about whether s/he may legitimately undertake work that has been assigned, the employee should discuss the request with their Supervisor or Division Head.