|WIRE-Net Conflict of Interest|
No member of the WIRE-NET Board of Directors, or any of its Committees, its employees, and/or consultants shall derive any personal profit or gain, directly or indirectly, by reason of his or her participation with WIRE-Net. Annually, each individual shall disclose to WIRE-Net any personal interest that he or she may have in any matter pending before WIRE-NET and shall refrain from participation in any decision on such matter.
As a representative of WIRE-Net, you are expected to act at all times in the organization’s best interests and to exercise sound judgment unclouded by personal interests or divided loyalties. Avoid the appearance as well as the reality of a conflict of interest. A conflict of interest exists if your circumstances would lead a reasonable person to question whether your motivations are aligned with the organization’s best interests.
The following is a list of the most common conflict of interest situations (however, other situations may apply):
1. Use of company information for private gain
2. Outside activities
5. Spouses, domestic partners or relatives as suppliers, vendors or business partners.
6. Kickbacks and rebates by suppliers or vendors.
7. Gifts from vendors, suppliers or customers
In addition, no employee, officer, or agent of WIRE-Net shall participate in the selection, award, or administration of any contract, including contracts supported by Federal Funds involving WIRE-Net if a real or apparent conflict of interest would be involved. Such a conflict would arise when the employee, officer, or agent, or any member of her or his immediate family, his or her partner, or an organization that employs or is about to employ any of the parties indicated herein, has a financial or other interest in the firm selected for an award.
Failure to comply with the standards contained in this policy will result in disciplinary action that may include termination, referral for criminal prosecution, and reimbursement to WIRE-Net or to the government, for any loss or damage resulting from the violation. As with all matters involving disciplinary action, principles of fairness will apply. Any employee charged with a violation of this policy will be afforded an opportunity to explain her/his actions before disciplinary action is taken.
Disciplinary action will be taken:
1. Against any employee who authorizes or participates directly in actions that are a violation of this policy.
2. Against any employee who has deliberately failed to report a violation or deliberately withheld relevant and material information concerning a violation of this policy.
3. Against any Director, Manager or supervisor who attempts to retaliate, directly or indirectly, or encourages others to do so, against any employee who reports a violation of this policy.