Policy Manual

D-190-BR: Supplementary Employment

References:

• D-190
• B-150 Appeals Concerning Student Matters
• B-150-BR Appeals Concerning Student Matters

1. Definition:
   
   The term “conflict of interest” refers to a clash between an employee’s duty of trust and loyalty to their employer and that of their private pecuniary interest outside their school division employment.
   As well, should an employee be involved in some form of “volunteer” or “not for profit” activity which is in conflict with the best interests of the organization, or tends to bring it into disrepute, it will be considered as a conflict of interest.
2. The supplementary employment, including self-employment, should not:
   1. cause an actual or apparent conflict of interest; or
   2. be performed in such a way as to appear to be an official act of the board, or to represent a division opinion or policy; or
   3. interfere with regular duties; or
   4. involve the use of division premises, equipment or supplies, unless such use is otherwise authorized; or
   5. serve to bring the reputation of the board or school division into disrepute or question; or
   6. involve direct solicitation of business with students, other employees, parents, or other individuals with whom the employee may come into contact as the result of their employment with the board, without the prior written approval of the superintendent or
3. Where the possibility of a conflict of interest exists in taking supplementary employment, it is the duty of employees to notify the superintendent or designate, in writing, as to the nature of the employment and the steps taken to avoid a conflict of interest.
4. In the event the employee does not report the possibility of a conflict of interest and the matter is brought to the attention of the supervisor or the board in some other manner, the superintendent or designate will meet with the employee to discuss the situation.
5. If, in the opinion of the superintendent or designate, a conflict of interest exists, the superintendent or designate will advise the employee and the superintendent or designate will establish a common understanding. Any common understanding must be clearly documented and signed off by both
   1. In the event that a common understanding cannot be reached, the superintendent or designate will make a ruling as to the action that is required to remedy the situation.
   2. The employee, as per policy B-150, Appeals Concerning Student Matters, may request the Board of Trustees to hear an appeal of that ruling.
6. Employees shall not accept monetary or other payment in addition to normal salary and overtime or expenses for duties that they perform in the normal course of their service with the division except in circumstances that have the approval of the superintendent or designate, such as marking provincial exams or supervising student teachers.
7. Employees who own businesses that may act as a supplier to the school division shall be strictly governed by the board’s policy on tendering and are required to notify the superintendent of their financial interest in a company at the time of submitting a tendered
8. Individuals that are related to an employee and from whom the employee benefits may act as a supplier to the school division, but shall be strictly governed by the board’s policy on tendering. The employee who will receive a financial benefit is required to notify the superintendent at the time a tendered bid is submitted.