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• Section 4.8 EMPLOYEE/CONTRACTOR/BOARD MEMBER <br />RESPONSIBILITIES: <br />Board members and employees have an obligation to conduct business within <br />guidelines that prohibit actual or potential conflicts of interest. This policy establishes <br />only the framework within which CET wishes the business to operate. The purpose <br />of these guidelines is to provide general direction so that they can seek further <br />clamcation on issues related to the subject of acceptable standards of operation. <br />Contact the Human Resources Director for more information or questions about <br />conflicts of interest. <br />Transactions with outside firms must be conducted within a framework established <br />and controlled by the Board of Directors and adhered to by employees. Business <br />dealings with outside firms should not result in unusual gain from those firms. <br />"Unusual gain' refers to bribes, product bonuses, special fringe benefits, unusual <br />price breaks and other windfalls designed to ultimately benefit CET, board members <br />or the employee or all three. Promotional plans that could be interpreted to involve <br />unusual gain require specific executive-level approval. <br />An actual or potential conflict of interest occurs when a board member or an <br />employee is in a position to influence a decision that may result in a personal gain for <br />him/herself or for a relative as a result of CET's business dealings. For the purpose <br />of this policy, a relative is any person who is related by blood or marriage, or whose <br />• relationship with the employee is similar to that of persons who are related by blood <br />or marriage. <br />No presumption of guilt is created by the mere existence of a relationship with <br />outside firms. However, if a board member or an employee has any influence on <br />transactions involving purchases, contracts or leases, it is imperative that he/she <br />disclose to an officer of CET as soon as possible the existence of any actual or <br />potential conflict of interest so that safeguards can be established to protect all <br />parties. <br />Personal gain may result not only in cases where a board member or an employee <br />or a relative has a significant ownership in a firm with which CET does business, but <br />also when the board member or the employee or a relative receives any kickback, <br />bribe, substantial gift or special consideration as a result of any transaction or <br />business dealings involving CET. <br />Conflict of Interest can also include the following: <br />1. Receipt of material gifts from students (gifts such as sports tickets and <br />discounts). If an employee has a question about receipt of a gift, cor>tad the <br />Corporate Human Resources Director. <br />2. Loans, remuneration or any personal negotiations with funding agenaes. <br />3. Board members, supervisors and managers must never loan money to <br />subordinate staff. Loans to employees from program partiapants and/or their <br />relatives are strictly prohibited. Loans between non-supervisory employees are <br />strongly discouraged. <br />• <br />