Conflict of Interest

Conflict of Interest:

Our Organization Conflict of Interest Policy refers to any case where an employee’s personal interest might contradict the interest of the Protibandhi Unnayan Sangstha (PUS). This is an unwanted circumstance as it may have heavy implications on the employee’s judgment and commitment to the Organization, and by extension to the realization of its goals. The Policy will outline the rules regarding conflict of interest and the responsibility of employees and the Organizations in resolving any such discrepancies.

Scope:
Protibandhi Unnayan Sangstha (PUS) conflict of interest policy applies to all prospective and person acting on behalf of the Organizations.

Policy elements:

The relationship of the Organizations with its employees should be based on mutual trust. As the Organizations is committed to preserve the interests of people under its employment, it expects theme to act only towards its own fundamental interests.

Conflict of interest may occur whenever an employees’ interest in a particular subject may lead them to actions, activities or relationship that undermine the Organizations and may place it to disadvantage.

What is an employee conflict of interest?

This situation may take many different forms that include, but are not limited to conflict of interest examples:
*Employee’s ability to use their position with the organizations to their personal advantage.
*Employees engaging in activists that will bring direct or indirect profit to a competitor.
*Employees owning shares of a competitor’s stock.
*Employees using connection obtained through the Organizations for their own private purpose.
*Employees using Organization equipment or means to support an external business.
*Employees acting in ways that may compromise the Organization’s legality (e.g. taking bribes or bribes representatives of legal authorities)

The possibility that a conflict of interest may occur can be address and resolved before any actual damage is done. Therefore, when employees understand or suspects that a conflict of interest exists, they should bring this matter to the attention of management so corrective actions may be taken. Superiors must also keep an eye on potential conflict of interests of their subordinates.

The responsibility of resolving a conflict of interest starts from the immediate supervisor and may reach senior management. All conflict of interest will be resolved as fairly as possible. Senior management has the responsibility of the final decision when a solution cannot be found. In general, employees are advised to refrain from letting personal and/or financial interests and external activities come into opposition with the organization’s fundamental interests.

Disciplinary Consequences :

In cases when a conflict of interest is deliberately concerned or when a solution cannot be found, disciplinary action may be invoked up to and including termination.