Academic Senate

1. A motion should be typed or hand-printed.
2. A motion should first be offered to the Executive Board for review and advice on editing and parliamentary implications.
3. If changes are necessary, the motion should be recopied on another form. Amendments may be indicated in the margin or on the reverse of this form.

CHANGES IN THE FACULTY HANDBOOK  

Section 3-21:  Personal Conflicts of Interest

WHEREAS, the Academic Senate Committee on the Faculty Handbook and the University administration agree that the current section concerning “employing relatives” no longer provides adequate guidance on how to handle concerns about possible conflicts of interest arising from personal relations,

BE IT RESOLVED THAT, the Academic Senate endorse the changes in Section 3-21 of the Faculty Handbook, as specified below.

§ 3‑21  PERSONAL CONFLICTS OF INTEREST EMPLOYING RELATIVES

Having a family or other intimate Rrelationship to a current member of the faculty or staff member shall not be a bar to equal opportunity in employment for anyone. member of the same family.  Under this policy, however, faculty members shall neither initiate nor participate in any decisions involving a direct benefit (initial appointment, retention, promotion, salary, leave of absence, etc.) to members of their immediate families.  At the same time, any faculty member in such a relationship should take all reasonable steps to avoid a conflict of interest or the appearance of a conflict of interest avoid any appearance or reality of conflict of interest in his or her USC work that could arise from the relationship.  In particular, a faculty member shall not participate in any decision (such as decisions concerning initial appointment, retention, promotion, salary, or leave of absence) that involves either a direct benefit or a detriment to a person with whom he or she has or has had an intimate or family relationship.  Faculty members shall not supervise directly or evaluate the work of a person with whom they have or have had such a relationship.  For example, a principal investigator shall not hire on a grant or contract a person with whom he or she has or has had an intimate or family relationship.  In an unusual situation that would otherwise call for a subordinate to report to a superior with whom he or she has a relationship, the Provost’s written permission is required to authorize special arrangements, such as having the subordinate report instead to an unrelated third party.  (See also Section 3-14 (A) (5), Consensual Relationships. [hyperlink])  To protect privacy, faculty members who choose to recuse themselves from such decisions or supervisory responsibilities are not required to state reasons.

If a faculty member is in doubt concerning the possibility of a conflict of interest, it is recommended that the faculty member consult the appropriate chair or dean.  A chair or dean who has similar doubts should initiate discussion with the faculty member; and any other faculty member with such concerns should raise them with the chair or dean, who should take appropriate steps.  Advice in these situations should be sought from the Vice Provost for Faculty Affairs and the President of the Faculty.  Confidentiality shall be protected to the full extent practicable.

Resolution Number:  00/01-08            
Motion by:  Faculty Handbook Committee
Date:  April 30, 2001 (No second required when
For consideration at the Academic Senate moved by committee)
meeting on May 9, 2001
Action Taken: Approved by the Senate after being amended with 19 in favor, 11 opposed and 1 abstention