Faculty outside employment
The purpose of this Policy is to provide guidelines for the reporting and monitoring of employment outside of the university by full-time Lynn University faculty members.
Lynn University is committed to providing its faculty with an open and productive environment in which to meet their teaching, research, service, and advising responsibilities. Lynn University recognizes that it is in its interest that members of the faculty have outside service, business, and professional interests. These interests, however, should enhance one’s role as a member of the Faculty and not compromise one’s ability to meet one’s University responsibilities.
A conflict of interest may take many forms but arises when a faculty member might be able to use his or her Lynn University position to influence the University’s business decisions in ways to give improper financial advantage to oneself, a family member, or associate. Faculty members must disclose all conflicts of interest in accordance with the University’s Conflict of Interest Policy.
An appointment as a full-time member of the faculty carries primary professional responsibility to Lynn University and, therefore, faculty members must avoid a conflict of commitment. A conflict of commitment occurs when a faculty member’s commitment to external activities impedes his/her capacity to meet University responsibilities.
Conflict of Commitment—situations in which a faculty member is dedicating so much time or focus to outside employment activities that they detract from his or her primary responsibility to the University, regardless of the level of financial or economic consideration, if they cause a lack of commitment of time and effort to the University.
Conflict of Interest—arises when an employee, in a relationship with an outside organization, person(s), or partnership, is in a position to influence the decision regarding the University’s business, research or in ways that could lead directly or indirectly to financial gain for the employee or his or her family or give improper advantage or others to the detriment of the University. In addition, a conflict of interest may occur when an employee has another interest that may adversely affect the University’s reputation or the public’s confidence in its integrity.
Outside Employment—work performed by a faculty member outside of any relationship with the university. Work of this nature includes employment by any other entity, as well as all self-employment and self-initiated professional services such as consulting, workshops, seminars, conferences, institutes, or short courses accomplished for any source other than the University, if such employment or services are compensated by a funding source other than the University.
It is expected that Faculty members will adhere to commonly accepted principles of ethical and professional conduct to identify Conflicts of Interest/Conflicts of Commitment.
Faculty members are obligated to disclose Conflicts of Interest/Conflicts of Commitment as they arise to their College Dean. The College Dean will, in turn, notify the Vice President for Academic Affairs. In the event the faculty member has any question relative to the existence of a Conflict of Interest/Conflict of Commitment, the faculty member is obligated to disclose same to his or her College Dean who will in turn, notify the Vice President for Academic Affairs. Failure to disclose potential Conflicts of Interest/Conflicts of Commitment will result in sanctions, including but not limited to, termination.
To learn more about this policy or the supporting procedures, please contact Academic Affairs.
Policy updated on: Oct. 24, 2018