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Conduct & Conflicts of Interest [COI] (EHRA and SHRA)

Below are summaries of Conduct and Conflict of Interest policies that apply to EHRA Non-Faculty employees at UNC-Chapel Hill. Click on “Go to Policy” to read full policy statements.

The University of North Carolina at Chapel Hill recognizes that conflicts of interest will arise from the research enterprise, from technology transfer activities, and from the many facets of our investigators’ professional activities. We seek to identify and manage these conflicting relationships, restricting activities where necessary, to preserve transparency, independent decision-making, protection of research subjects, and integrity of the educational experience

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In accordance with the University of North Carolina Board of Governor’s Policy on Conflict of Interest and Commitment [300.2.2], all Faculty and EHRA Non-Faculty employees of the University may participate in activities for compensation outside of their University duties.

Activities for pay not involving such professional knowledge, experience and abilities are not subject to the advance disclosure and approval requirements of Section III of the Board of Governors’ Policy, although they are subject to the basic requirement that outside activities of any type must not result in the neglect of primary University duties, creation of a Conflict of Interest, involve inappropriate uses of the University name or resources, or include claims of University responsibility for the activity.
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The University of North Carolina Board of Governors adopted a system-wide Policy that prohibits amorous or sexual relationships between faculty or staff employees and (1) students they evaluate or supervise by virtue of their teaching, research, administrative, or other employment responsibility and (2) students who are minors below the age of eighteen. The Policy also states that faculty or staff employees may not supervise or evaluate students to whom they are related by blood, law, or marriage.
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The use of the University’s resources and services for non-official purposes is permitted only in compliance with certain criteria.
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The Policy on Prohibited Sexual Harassment under Title IX is grounded in Title IX of the Education Amendments Act of 1972 and its implementing regulations. Allegations of Sexual Harassment, including Sexual Assault, as well as Interpersonal Violence and Stalking not meeting the definitions of this Policy will be addressed the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct.

This Policy prohibits all forms of Discrimination and Harassment based on Protected Status. It expressly, therefore, also prohibits Sexual Violence and Sexual Exploitation, which by definition involve conduct of a sexual nature and are prohibited forms of Sexual or Gender-Based Harassment.
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University employees who wish to run for or hold any elective or appointive public office are subject to regulations adopted by the Board of Governors. For many types of office, the regulations require that before becoming a candidate for or occupying the office the University employee must make certain disclosures and receive various approvals on a prescribed schedule, or risk losing University employment.
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It is the policy of the state of North Carolina state employees shall be encouraged to report verbally or in writing to their supervisor, department head, or other appropriate authority, evidence of activity by a state agency or state employee constituting: violation of State or federal law, rule or regulation; fraud; misappropriation of State resources; substantial and specific danger to the public health and safety; or gross mismanagement, a gross waste of monies, or gross abuse of authority.
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The University is committed to assuring a safe and secure environment for its faculty, staff, students, visitors, and others who may receive services from or have contact with University employees. For this reason, the University has enacted this policy which provides a mandatory process by which all employees (as defined below) must report any post-employment criminal conviction(s) to appropriate University administrators and sets forth standards by which any convictions will be evaluated and acted on.
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The University is committed to provide a workplace that is free from workplace violence by establishing preventative measures, by holding perpetrators of violence accountable, and by providing assistance and support to victims. Any form of violence as defined in this policy may be cause for disciplinary action, up to and including dismissal, as unacceptable personal conduct.

Learn more about how the University addresses workplace violence