Conflict of Interest Policy
UCD Human Resources
Acmhainní Daonna UCD
1) Policy Summary
University College Dublin is committed to the promotion of an environment which
maintains the highest standards of integrity. It is the policy of UCD that all persons
engaged in UCD activity have the obligation to manage or avoid ethical, legal,
financial or other conflicts of interest and to ensure that their activities and interest
do not conflict with their obligations to the University or its welfare.
The University recognises that it has diverse interests and contacts within the
local, national and international community. It considers that links between
persons engaged in UCD activity and outside bodies are often in the public
interest as well as beneficial to the University and to individuals. However, it also
recognises that it is possible that such connections may give rise to potential,
actual or perceived conflicts of interest.
The University recognises that, in general, individuals will recognise conflicts of
interest and will want to ensure that there can be no perception of their receiving
an inappropriate advantage and that they are personally beyond suspicion and do
not bring the reputation of the University into disrepute.
UCD expects all third parties and contractors to adhere to the principles outlined
in this policy.
2) Purpose
This document provides a statement of policy and guidance on situations of
potential, actual or perceived Conflict of Interest having regard to the Ethics in
Public Office Acts, 1995, the Standards in Public Office Act, 2001, the Universities
Act, 1997, and the Statutes and policies of the University.
Those policies include Acceptable Usage Policy for UCD Computer & Network
Systems, Code of Good Practice in Research, Consultancy and External Work,
Dignity and Respect, Disciplinary Procedure, Equal Opportunity, Fraud Policy,
Grievance Procedure, Health and Safety at Work, Staff-Student Relationship, and
other relevant UCD policies. The purpose of this Policy is to:
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assist in identifying conflicts of interest;
establish a system for disclosure of conflicts of interest;
provide guidance to those responsible for dealing with conflicts of interest;
assist in the resolution of conflicts of interest in order to protect the
University and a UCD Person (as defined below).
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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Conflict of Interest Policy
UCD Human Resources
Acmhainní Daonna UCD
3) Scope
The scope of this policy should be interpreted broadly. It covers all UCD faculty
and staff, any students who may be involved in teaching or research activities
and, generally, all those involved in UCD activities. For the purposes of this
document, all persons covered by the policy are referred to as “a UCD Person”.
4) Academic Freedom
It is not the intention of the University that this policy should undermine academic
freedom, as defined in the Universities Act, 1997, under Section 14:
(1) A university, in performing its functions shall;
(a) have the right and responsibility to preserve and promote the traditional
principles of academic freedom in the conduct of its internal and external
affairs, and
(b) be entitled to regulate its affairs in accordance with its independent ethos
and traditions and the traditional principles of academic freedom, and in doing
so it shall have regard to
(i) the promotion and preservation of equality of opportunity and access,
(ii) the effective and efficient use of resources, and
(iii) its obligations as to public accountability,
and if, in the interpretation of this Act, there is a doubt regarding the meaning of
any provision, a construction that would promote that ethos and those traditions
and principles shall be preferred to a construction that would not so promote.
(2) A member of the academic staff of a university shall have the freedom, within
the law, in his or her teaching, research and any other activities either in or
outside the university, to question and test received wisdom, to put forward new
ideas and to state controversial or unpopular opinions and shall not be
disadvantaged, or subject to less favourable treatment by the university, for the
exercise of that freedom.
The University recognises and protects the concept and practice of academic
freedom as essential to the proper conduct of teaching, research and scholarship
within the University. While academic freedom is a right, it carries with it the duty
of academics to use the freedom in a manner consistent with a responsible and
honest search for and dissemination of knowledge and truth. Academic freedom is
not a defence against poor behaviour and is not to be confused with contractual
requirements.
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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UCD Human Resources
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5) Definitions
The term ‘conflict of interest’ refers to a conflict between the duties of a UCD
Person as a person involved in UCD activities on the one hand and his/her
personal interests on the other. The education of students, analysis and
interpretation of research results, hiring of staff, management of relationships,
procurement of materials or services and other duties of a UCD Person must be
free from undue influence by outside interests.
A UCD Person shall be considered to have a real conflict of interest when he/she
holds a financial or other interest, whether direct or indirect, of which he/she is
aware and which in the opinion of a reasonably informed and well-advised person
is sufficient to put into question the independence, impartiality, and objectivity that
the said UCD Person is obliged to exercise in the performance of his/her duties.
A UCD Person must also be aware that he/she may have a perceived conflict of
interest when he/she appears to have, in the opinion of a reasonably informed
and well-advised person, an interest, financial or otherwise, whether direct or
indirect, that is sufficient to put into question the independence, impartiality, and
objectivity that he/she is obliged to exercise in the performance of his/her duties.
The primary obligation rests with each UCD Person to recognise situations in
which he/she potentially has a conflict of interest and to disclose and discuss that
conflict with his/her Head of School/Institute/Unit. In such circumstances, a UCD
Person is required to complete the Declaration of Potential Conflict of Interest
form. The full prior disclosure of interests is clearly an important (and in many
cases, sufficient) mechanism for the management of conflicts of interest. However
as per the staff-student relationship policy, failure by the staff member to declare a
personal relationship with a student and which leads to a conflict of interest, will
be investigated and may lead to disciplinary action. This will apply also in the
context of staff -staff relationships (e.g. spouse, partner or relative). Examples of
where a conflict of interest can occur in this situation include;
 Participation on recruitment panels
 Principal Investigator/Post- Doctoral Researcher relationships
If it is established that any conflict of interest as defined in this policy has taken
place, UCD reserves the right to conduct an investigation which may lead to
disciplinary action.
Some possible examples of conflict of interest may include:
1) A UCD Person using his/her University position to:
a) influence a contract or other favourable terms for a company in which
he/she, or a Connected Person or Entity (see definition below), had an
interest;
b) influence employment, promotion, admission to a course of study,
educational progression or other financial or non-financial benefit for a
Connected Person or Entity;
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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UCD Human Resources
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c) obtain financial or non-financial benefits for him/herself or for a
Connected Person or Entity in return for providing advantage, or
potential advantage.
2) A UCD Person compromising research objectivity or independence in return for
financial or non-financial benefit for him/herself or for a Connected Person or
Entity
3) A UCD Person using University resources or confidential information obtained
through his/her University position for personal financial or non-financial
benefit, or benefit to a Connected Person or Entity.
4) A UCD Person conducting business, employment or activity outside the
University which adversely affects his /her ability to perform his/her duties.
5) A UCD Person accepting gifts, gratuities or favours from an external
organisation engaged in or wishing to engage in transactions with the
University, except in the case of customary gifts of a nominal value.
6) A UCD Person having a personal relationship with a student with whom they
also have a professional relationship. A personal relationship such as this
could disturb the relationship of authority and trust that is inherent in the
relationship between members of staff and students.
These categories are intended to be illustrative and are not exhaustive.
Connected Persons and Entities
Connected Persons and Entities include:
(a) a spouse, partner or relative;
(b) an entity external to the University with which the UCD Person is
associated;
(c) a person acting as the trustee of any trust, the beneficiaries of which include
the UCD Person or the persons at (a) above or the entity at (b) above; and
(d) a person acting as a partner (business or personal) of the UCD Person or of
any person or body who, by virtue of (a) - (c) above, is connected with the UCD
Person.
6) Procedures
It is the responsibility of a UCD Person to identify and declare any real or
perceived conflicts of interest, whether financial, personal, ethical, legal, or other,
so that this does not become a complicating or actionable issue,
In all cases, the UCD Person must disclose in writing and discuss any conflicts
with their Head of School/Institute/Unit by completing the UCD Declaration of
Potential, Actual or Perceived Conflict of Interest form. This form can be
downloaded from the UCD HR website at www.ucd.ie/hr/forms, and should be
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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UCD Human Resources
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submitted to his or her Head of School/Institute/Unit.
This must occur in good time prior to any commitment being given by the UCD
Person or the University.
The form must also be completed when circumstances change in a way that give
rise to conflict (for example as a result of changes to the UCD Person’s
responsibilities in UCD, changes in the nature of the relationship between an
external entity and UCD, or changes in the commitment to an external body). This
can present a significant challenge, since circumstances often change gradually
and with little formality. It is nevertheless important for the UCD Person’s own
protection that the Head of School/Institute/Unit is informed in advance of any
changes to the relationship.
The UCD Person must complete sections 1-6 of the declaration form. The Head
of School/Institute/Unit will consider the submission and advice on how the
potential conflict can be managed by completing the “recommendation” section of
the form and signing same.
In the course of considering cases of conflict of interest or potential conflict of
interest, the Head of School/Institute/Unit may consult with the Head of Financial
Management, Head of Human Resources, Heads of central University Support
Units as appropriate. Members of the University Management Team may also be
called upon for support and advice where necessary.
In many cases the simple disclosure of a potential conflict in itself will be
sufficient. In a minority of cases where the potential conflict is deemed serious
and cannot be effectively managed, it may be necessary to discontinue one of the
conflicting activities.
The Head of School/Institute/Unit will keep the signed declaration form on file so
that there is a written record that the conflict was reported and describing how the
conflict was dealt with. A copy of the signed form should be forwarded to UCD
Legal for administrative and recording purposes.
7) Specific Duties of Heads of School / Institute / Unit
1) To respond in a timely manner to requests for advice from a UCD Person
as to whether a conflict of interest exists or may exist and/or how it might
best be managed.
2) To consider any instances where a potential conflict of interest may exist,
and take appropriate measures to protect UCD and the UCD Person
involved (see examples in Appendix 1).
3) To ensure that a written record is made of the fact that the conflict was
reported and of how the conflict was dealt with. Each Head of
School/Institute/Unit shall keep a file entitled “Conflicts of Interest” in which
all completed declaration forms are kept for safe-keeping. A copy of the
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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UCD Human Resources
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signed form should be forwarded to UCD HR for administrative and
recording purposes.
4) In the instance where the potential conflict involves the Head of School /
Institute / Unit, the UCD Person must disclose in writing and discuss any
potential conflicts with his / her College Principal or member of the
University Management Team (UMT) as appropriate. In instances where
the potential conflict involves a member of the UMT, the UCD Person must
disclose in writing and discuss any potential conflicts with the University
President. In these instances, the UCD Person and the relevant senior
management figure shall complete the declaration form.
8) The Law
This policy is underpinned by national legislation:
 Universities Act, 1997
 Ethics in Public Office Act, 1995
 Standards in Public Office Act, 2001
In addition, this policy references the Governance of Irish Universities, 2012 (HEA
and IUA).
A UCD Person must comply with the institutional policies of the University when
undertaking research, educational and administrative activity (i.e. HR, Finance,
Health & Safety, Procurement, Legal, Ethics and IP policies etc.).
9) Review
The University Management Team has agreed that the implementation of the
Conflict of Interest Policy at University College Dublin will be monitored and kept
under review.
Policy Revision History
Version
Date
Description
Author
1.0
22/12/2015
First
Approval
UCD Research &
Innovation
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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UCD Human Resources
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Appendix 1: Illustrative Examples of Conflict of Interest and
potential measures to resolve cases
Example 1:
A UCD Person is due to take part in the negotiation of a contract between the
University and a company, where they or a connected person has a financial or
non-financial interest (e.g. a directorship) in that company.
Potential recommendation: The UCD Person should excuse themselves from the
negotiation of the contract and any decision making in relation to this contract.
Example 2:
A UCD Person has a senior editorial position with a commercial journal and is
also on a University library committee that recommends journal subscriptions.
Potential recommendation: The UCD Person should declare the conflict of interest
and excuse themselves from the decision making process.
Potential measures to be undertaken
Below is a broad range of options for avoiding or mitigating a conflict of interest.
The options (listed roughly in order of lowest to highest severity) include:
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taking no action;
enquiring as to whether all affected parties will consent to the person's
involvement;
seeking a formal exemption to allow participation (if such a legal power
applies);
imposing additional oversight or review over the person with the conflict;
refraining from examining, supervising or advocating on behalf of a student
where a personal relationship exists;
withdrawing from discussing or voting on a particular item of business at a
meeting;
absenting oneself from any meetings or discussions in relation to a student
where a personal relationship exists;
exclusion from a committee or working group dealing with the issue;
re-assigning certain tasks or duties to another person;
agreement or direction not to do something;
withholding certain confidential information, or placing restrictions on
access to information;
transferring the person (temporarily or permanently) to another position or
project;
relinquishing the private interest; or
resignation or dismissal from one or other position or entity.
Creation Date: 22
nd
December 2015
Policy Owner: UCD Research & Innovation
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