Conflict of Interest Policy

INTRODUCTION

A conflict of interest arises from a conflict between the performance of official work duties and a private or personal interest.

A personal interest includes the private, professional, or business interests of a person, or of the individuals or groups with whom they have a close association, such as relatives, friends or even acquaintances.

A conflict of interest may be actual, perceived, or potential

PURPOSE

This policy states ASHM’s position on conflicts of interest, including the requirement that conflicts are avoided wherever possible, or:

identified and declared; and
actively managed.

ASHM personnel may encounter conflict of interest situations and ASHM acknowledges that conflicts may not always be avoided. They must however be identified and appropriately managed to ensure we earn and maintain the highest levels of integrity and trust in ASHM and our Programs

SCOPE

The Conflict of Interest Policy applies to all ASHM personnel, defined for the purposes of this policy as: employees, consultants, contractors, office volunteers, interns, the ASHM Board and sub-Committees, Advisory Groups, or anyone who undertakes work for the organisation. All of the above must comply with the provisions of this policy.

DEFINITIONS

A conflict of interest is where a person within scope (as above) has an outside of ASHM interest that could improperly influence, or be seen to influence, their decisions or actions in the performance of their official duties.

Perceived conflict of interest: a perceived conflict of interest occurs when a reasonable person, knowing the facts, would consider that a conflict of interest may exist, whether or not this is the case.

Potential conflict of interest: a potential conflict of interest occurs where a person has a personal interest that could conflict with their official duties in the future.

Actual conflict of interest: an actual conflict of interest occurs when there is a conflict between a person’s official duties and responsibilities in serving the public interest, and their personal interest.

POLICY

Conflicts of interest arise when an individual’s other interests’ conflict or could be seen to conflict with duties or obligations to ASHM. A conflict of interest may affect or may appear to influence judgment and an individual’s capacity to do their job independently. If undisclosed, they may cause an individual to act unlawfully. This could
be deemed unethical, and it might breach an expressed or implied term of the individual’s contract of employment; or damage ASHM’s reputation and/or its interests.

ASHM personnel are responsible for openly declaring any matters of private interest that may conflict with the performance of work duties. In order to avoid a conflict of
interest scenario, either real or perceived, ASHM personnel must:

Not use inside information, commercial in confidence information, resources, status, power, or authority properly, gain, or seek to gain, a benefit or advantage for themselves or others.
Always be objective and impartial, and demonstrate this objectivity and impartiality in all matters and dealings (including in procurement decisions)
Without prior clearance from ASHM, refrain from undertaking any activities (including employment) outside working hours that might, in any way, compete either directly or indirectly with the activities of ASHM or which restrict personnel’s ability to fulfil the duties of their position at ASHM.
As soon as practicable, declare any situation which could reasonably constitute a conflict of interest.

Failure to disclose a potential or actual conflict of interest is a breach of this Policy and the ASHM Code of Conduct. If substantiated and depending on the nature of the breach, it may result in disciplinary action, up to and including termination of employment.