As Metropolitan State University of Denver employees balance their University responsibilities with activities outside of work, an updated policy provides clearer guidance about when those activities should be disclosed to supervisors and Human Resources.
What you need to know
- Disclosure does not necessarily mean an activity is prohibited. It allows employees and the managers to identify and address potential conflicts before they become an issue.
- Full-time faculty and staff must complete a Conflict of Interest and Conflict of Commitment disclosure in Workday.
- Faculty members must complete the disclosure each semester. Other applicable employees must complete it annually.
- The task will appear in Workday inboxes Friday, with a deadline of Sept. 4.
The Conflicts of Interest and Commitments Policy has been in place since 2005. The revision approved in April adds guidance on conflicts of commitment, updates the disclosure process and clarifies when outside activities might interfere with an employee’s University responsibilities.
“The addition of conflict-of-commitment guidance isn’t about limiting employees’ outside activities,” said Charles Kibort, executive director of Human Resources Operations and Strategy. “It provides clearer expectations so employees and managers can identify and address potential conflicts before they become issues.”
Common activities vs. conflicts
The policy explains that family responsibilities, religious activities, community involvement, professional associations, occasional speaking engagements and similar engagements generally do not constitute conflicts.
Disclosure may be necessary when outside employment or other commitments:
- Interfere with an employee’s University responsibilities.
- Create the potential for personal benefit or improper influence.
- Raise legal, policy or research-compliance concerns.
- Could compromise professional judgment on behalf of the University.
Existing conflict-of-interest requirements remain in place.
Submitting a disclosure
Disclosure does not automatically require an employee to discontinue an outside activity, and the policy outlines a process that ensures privacy for those involved.
After a submission, Workday asks the employee’s immediate supervisor to check the disclosure and decide if they need to review details together. The supervisor may seek guidance from their supervisor and/or Human Resources staff.
If a conflict is confirmed, the supervisor and employee will create a case-by-case Management Plan to reconcile any issues. Disclosure and Management Plan records are stored in Workday.
Questions?
Employees with questions may contact their manager or senior HR partner before submitting the form. Step-by-step instructions are available in the Workday How-To Hub, including resources for faculty members and managers.
The updated policy resulted from a yearlong shared-governance review that included campus responses and suggestions from Faculty Senate, Staff Senate, and the Council of Chairs and Directors. President Janine Davidson, Ph.D., approved the policy April 1.
The policy supports the University’s aim to maintain public trust and minimize exposure to liabilities. Additionally, University leaders hope to foster conversations between employees and managers about best practices around potential conflicts.
