Conflict of Interest Policy
The Museum expects its employees to conduct themselves according to the highest ethical standards of conduct and to devote their best efforts to the interests of the Museum. Conduct that creates, threatens to create, or appears to create, a conflict with the interests of the Museum are not permitted. If an employee has any questions as to whether conduct or proposed conduct creates a conflict of interest, he or she should immediately contact Human Resources. The following provisions identify particular conflicts of interest that are prohibited:
1. ACCEPTANCE OR SOLICITATION OF FEES, GIFTS OR GRATUITIES FOR PERSONAL BENEFIT An employee shall not solicit or accept, for his or her personal benefit, any fee, gift, gratuity, compensation or any other remuneration from any individual or organization in connection with any aspect of the employee’s employment or the Museum’s business or affairs. Any fees, gifts, or gratuities should be forwarded to the appropriate Director to be used for Museum-wide benefit.
2. FINANCIAL INTEREST IN OTHER BUSINESSES Unless approved by the President and Chief Executive Officer, an employee and his or her family may not own or hold any interest in a supplier, vendor or competitor of the Museum. This prohibition does not apply to instances in which an employee’s (or his or her family’s) interest consists of the ownership of securities in a publicly held company that regularly trades on an open market.
3. OUTSIDE EMPLOYMENT OR CONSULTING An employee may engage in outside employment or consulting only to the extent that such outside employment or consulting does not interfere with his or her employment with the Museum and such outside employment does not interfere, compete, or conflict with the Museum’s interests. Any full-time, exempt employee engaging in outside employment or consulting must complete and submit an Outside Employment Information form to Human Resources. Under no circumstances may an employee in the pursuit or performance of outside employment or consulting, directly or indirectly, use or disclose any of the Museum’s confidential information or intellectual property, whether developed by a Museum employee or others, Examples of confidential information or intellectual property included, but are not limited to, donor lists, financial information, designs, or other documents created for the museum’s purposes. If an employee has questions or concerns regarding potential or on-going outside employment or consulting, he or she should consult with Human Resources.