Conflict of Interest Policies

Rights/Ethics – Conflict of Interest for Board of Trustees, Officers, Directors, and other Key Employees

Policy:

May Institute recognizes that the potential for conflict of interest exists for decision-makers at all levels. May Institute will not participate in activities that could create potential conflict of interest. This includes members of the governing board, administration, professional staff, and all employees. It is our policy to request the disclosure of potential conflicts of interest so that action may be taken to ensure that such conflict does not influence objective decision making. This policy is available on our website and as requested.

Procedure:

Board of Trustees, Officers, Directors and other Key Employees

Annually or more frequently as necessary, Trustees, Officers, Directors and identified Key Employees will disclose conflicts of interest so that such conflicts do not influence objective decision making.

A disclosure form will be distributed on an annual basis and reviewed by the Senior Vice President of Human Resources.

Any action(s) or recommendation(s) will be made to the Steering Committee and the Board of Trustees who will make a final determination.

In the event that a potential conflict of interest has a direct implication for the care of an individual, May Institute may convene an ethics committee to assist in the resolution of the matter.

If a Trustee has a potential conflict of interest with any issue that requires a vote, the Trustee may withdraw from discussion and voting.

The Trustee will notify the Chairperson and ask to withdraw from discussion and any voting on the topic.
The meeting minutes will document the withdrawal of the Trustee and the circumstances.

The Trustee will follow the procedures outlined in number one, in regards to submission of a disclosure form.

Human Resources – Conflict of Interest

All May Institute employees should conduct themselves in such a way as to promote a positive public image of May Institute and to avoid any possible claims of unprofessional conduct or conflict of interest. (See the Rights/Ethics section of the May Institute Policy and Procedure manual for additional information).

Staff should never enter into potentially harmful dual relationships. This includes persons with whom we have a professional obligation. If it appears that the relationship is compromising either party’s effectiveness and/or objectivity, or causing harm, then the employee must take steps to resolve it in the best interest of the affected party.

Employees will not participate in activities that conflict with employment responsibilities at May Institute.

If a potential conflict arises, the employee must immediately notify their supervisor of the conflict.

The supervisor must advise the Director and Human Resources Representative of the potential conflict. The Director and HR will advise the Senior Vice President of appropriate action and/or recommendations.

The Senior Vice President of the Division will make a final determination.

Employees will not give or accept any gifts that influence referrals, admissions, or services. In addition, employees will not solicit or accept gifts greater than $25 in value from individuals or families served.

Staff should not accept offers of overnight accommodations from individuals served or families of individuals served when traveling. Exceptions to this policy may be granted when the accommodations are provided for parent training, staff working with children who have sleeping or nighttime problems, staff providing respite services for the family, or for staff traveling with adult individuals served on vacation trips with their supervisor’s prior approval.