Policies + Procedures — Governance + Compliance — Employment Conflict of Interest

1.4 Employment Conflict of Interest

I. Purpose

It is the objective of Bucks County Community College to employ the best qualified persons as members of the faculty and staff. Our commitment to employment practices which create and maintain working relationships requires safeguards against conflicts of interest, whether real or perceived.

II. Scope

Employment practices at the college shall not preclude the employment of members of an immediate family. However, to avoid a potential conflict of interest and to promote an optimal work environment for all, guidelines have been established which will be considered in all employment decisions including hiring, transfer and promotion.

III. General

The President and the President’s Cabinet are expressly charged with the responsibility of acting to avoid prospective conflicts and to rectify existing conflicts of interest. In previously existing cases, or those arising during the course of employment which do not conform to the established guidelines, the college will make every effort to adhere to these principles and seek resolution when opportunities present themselves within the college. However, the pre-existence of such a relationship shall not be the cause for disciplinary action. In any case where a conflict of interest exists, or may exist, or the appearance of a conflict of interest may exist, it shall be the duty of the person covered by this policy to disclose his/her interest.

IV. Procedures

Immediate family shall be defined to include spouses (including civil union spouses), children, stepchildren, siblings, parents, in-laws, grandparents, grandparents-in-law, grandchildren and significant others involved in a domiciliary relationship, including the immediate family of that significant other. Recognizing that conflict of interest may also exist when there is a romantic or personal relationship in the context of employment, those relationships are subject to the same scrutiny. The guidelines to be followed to limit creation of potential conflicts of interest in employment are:

The Human Resources department shall screen applications for potential conflicts of interest and inform hiring managers of potential conflicts within the hiring pool at the beginning of the search. Termination of employment may occur if the hired applicant fails to disclose personal or familial relationships with current college employees and it is later found that a conflict of interest exists.
Employees of the college shall not engage in the hiring of persons in their immediate families or persons with whom they are involved in a current or former personal relationship, when the applicant would be directly or indirectly supervised by a family member, or the person with whom they are or were involved in a personal relationship.
Immediate family members or persons involved in personal relationships shall not be employed to work in the same department or in positions where, in the judgment of the Provost or area Vice President, working conditions place them in frequent contact. “Division” shall be defined as a unit or group of units whose head reports to an area Vice President or the Provost. Offers of employment in this category may be made only if recommended by the area Vice President or Provost and approved in writing by the President.
Offers of seasonal employment to family members or close personal associates of college staff may be made only if approved by the area Vice President or Provost. The area Vice President or Provost may not approve summer employment for their own family members or close personal associates in any area of his/her responsibility.
Faculty and staff members are not permitted to participate or influence in any way hiring, promotion, termination, salary, performance evaluations or any other decisions concerning the employment of a family member or a close personal associate.
Persons who themselves, in the course of employment at Bucks County Community College, enter into a personal relationship which creates a conflict of interest, or who perceive the existence of a conflict of interest in another relationship, shall make a full disclosure of the facts, circumstances, and relationships as follows. Reports shall be submitted promptly in writing and signed by the person making the disclosure.
- Employees shall report to their immediate supervisors, who shall inform the area Vice President or Provost.
- Faculty members shall report to the Dean, who shall inform the Provost.
- Area Vice Presidents shall report to the President.
- All disclosure reports shall be forwarded to the Human Resources department and a copy maintained in that office.
The Executive Director, Human Resources, shall track relationships between immediate family members and those in personal relationships and periodically report to the President other situations which constitute a potential conflict of interest.
The spouse of the President of the college shall not be eligible for employment at the college.