IS-2026 Conflict of Interest
Human Resources
Release Date: 11/2/00
CNM Board Policy
Governing Board Policy Handbook 2.12, Conflict of Interest
Employee Handbook 4.02, Conflict of Interest
To ensure that employees conduct themselves in a positive manner that promotes the best interests of Central New Mexico Community College (CNM), and to promote public confidence in the College, CNM enacts policy and procedure regarding conflict of interest in accordance with State Statutes.
Employees are solely responsible for and obliged under State law to disclose and report activities that may present a conflict of interest or have the potential of putting themselves and/or the College as risk of violating State Statues.
1. Conflict of Interest Activities
Activities which combine the personal and professional interests and the official acts and responsibilities of an employee are prohibited under this policy. Engaging in these activities will result in disciplinary action and/or legal action, up to and including termination.
Any employee who knows of any act prohibited by law or by College policy or the code of conduct shall report it promptly to the appropriate administrator.
2.1 Employees are required to disclose and disqualify themselves from participating in any official act directly affecting a business in which they and/or their immediate family have a financial interest.
2.2 Employees are required to disclose any outside activities, relationships, or interests that would constitute a conflict of interest.
2.2.1 This may include hiring and procurement activities.
2.3 Disclosure should be in writing to Internal Audit and include the relationships of the parties involved and the nature of the conflict.
2.4 Failure to disclose conflict of interest activities will result in disciplinary and/or legal action, leading up to, and including termination.
3. Reporting and Documentation
Employees have a legal obligation (ref. NMSA 10.16.3) to report the activity of others believed to be conflict of interest activity.
3.1 Report disclosed, known, or suspected inappropriate activities to Internal Audit.
3.2 Documentation should be in writing and include specific information about the activity.
3.3 Failure to follow up on disclosed, known, or suspected conflict of interest activities will result in disciplinary and/or legal action, leading up to, and including termination.
When a disclosed, known, or suspected conflict of interest activity is reported, Internal Audit will determine if action is warranted based on documentation and investigation.
4.1 Internal Audit will engage appropriate parties as necessary in the research process.
4.2 Internal Audit will inform Human Resources and other appropriate departments of its findings.
4.3 Human Resources will initiate disciplinary action if necessary.
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A conflict between the personal and professional interests and the official acts and responsibilities of an employee in a position of public trust. |
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The spouse, child or stepchild, grandchild, parent or stepparent, sister or stepsister, brother or stepbrother, grandparent, son-in-law or daughter-in-law or brother-in-law, mother-in-law or father-in-law or others who reside in the same household with the employee, or a person in loco parentis (a person who is acting in place of a parent or who is in the care of a person acting in place of a parent). |
Human Resources
Release Date: 11/2/00
Procedure
1. Disclosing/Reporting a Conflict of Interest Activity
Employee (Self-disclosure)
1.1 Disclose any outside activities, relationships, or interests that may constitute conflict of interest.
1.1.1 Complete the Conflict of Interest Disclosure Form and forward to the Director of Internal Audit.
Employee (Witness)
1.2 Report suspected, witnessed or known conflict of interest activity to Internal Audit.
1.2.1 Complete the Conflict of Interest Disclosure Form and forward to the Director of Internal Audit.
Internal Audit
1.3 Discuss information with individual who completed disclosure form, if possible.
1.4 Review available documentation and/or information to determine if action is warranted.
1.4.1 If criminal violation is suspected, contact appropriate authority (CNM President, CNM Security, Legal counsel, outside law enforcement agency.)
1.5 Contact Human Resources and other appropriate departments with findings of review.
Human Resources
1.6 Meet with employee to initiate action plan, including predisciplinary hearing if necessary.
Forms:
Support Materials:
Not Applicable
Reference Materials:
NMSA 1978, Chapter 10, Article 16
Governing Board Policy Handbook, Section 2, Conflict of Interest
Employee Handbook 4.02, Conflict of Interest