1.1. We will carry out our official duties for
the benefit of our institution, and the public. Our duty as faculty and
staff at the Medical College of Georgia is to serve our students, our
patients and the public. We should not use our office, title, or official
influence for any other purpose. We shall not use MCG resources for
personal gain.
1.2. We will avoid actual and
apparent conflicts of interest between our official obligations and our
personal interests. We should not allow our official
duties to be compromised by personal interests, and we should not allow even
the mere appearance of a conflict to cause others to question our
integrity. This principle has many implications, and it underlies several
of our policies, including those on Outside Professional Activities and
Nepotism. This principle also means that we must not use the information we
receive through MCG for private benefit. As a general rule, Georgia law
prohibits state employees and their families from transacting business with
the agency that employs them. For instance, a faculty member’s spouse may
not serve as a contractor for MCG. Your personal investments can cause
conflicts with your official duties. For instance, if you own part of a
company that does business with MCG, or if you own land whose value can be
affected by decisions that MCG makes, then you have a conflict of interest.
Accepting additional employment may create a conflict if your other employer
is a competitor with MCG, or a contractor with MCG. Service on an outside
board of directors should only be undertaken if it does not create a
conflict of interest with your official duties, and if the necessary Outside
Activity approval has been obtained. For instance, board service for a
vendor or competitor of MCG would create a conflict of interest. We should
not exploit students or employees for personal gain.
1.3 We will disclose conflicts of interest,
both actual and apparent, and they must be properly managed.
We should disclose the existence of any actual or apparent conflict of
interest to our chain of command, and to any other party who needs to know,
such as the Chair of a search committee or procurement bidding panel.
Everyone involved then has a duty to determine if the conflict can be
managed. Proper management of the conflict might include recusing yourself
from the official decision affected by the conflict; limiting or divesting
your outside interest, or other measures that ensure the integrity of your
official role. Conflict management plans should be agreed upon in writing.
Research conflicts of interest are covered by a specific policy. No one
should participate in a decision, including employment and purchasing
decisions, if they have a conflict of interest that has not been
appropriately managed.
1.4 We will not accept improper gifts and
favors. We may not accept any gift or favor that influences
how we carry out our official duties. Other gifts (including meals) from
vendors, patients, students and lobbyists must not exceed $100.00 in fair
market value. Such improper gifts and favors may not be received by our
family members.
1.5 We will adhere to the laws, rules,
regulations and policies that apply to us. As a responsible
member of our nation, our state, and our institution, we must abide by all
the relevant rules. This principle requires us to furnish timely written
disclosures as may be required. We must submit accurate reports of the
leave we take, and of our effort.
1.6 We will maintain the confidentiality of all
sensitive information. In the course of our duties, we may have access to
information concerning patients, students, employees, research subjects,
information that could be used to compromise someone’s identity, proprietary
intellectual materials, and other sensitive data. We must not disclose such
sensitive information unless our official duties require it, and we will
actively protect such sensitive information.
1.7 We will treat everyone with respect and
dignity. We do not tolerate harassment or discrimination, and we must abide
by all laws and policies related to this principle.
1.8 We will be honest. Honesty is a basic
principle of ethical conduct that we must observe at all times. In addition
to requiring that all of our statements be truthful, honesty sometimes
requires us to be forthcoming. For instance, we should not record
conversations with others without their knowledge.
1.9 We will uphold this code of ethics. We
must act ethically in all that we do, and we must report apparent deviations
from this Code. Violations should be reported to your chain of command.
Anonymous concerns may be shared through our hotline at 1-800-576-6623. You
may also contact the Office of Legal Affairs (706.721.4018, or
legal@mcg.edu)
and the Office of Institutional Audit and Compliance (706.721.2661, or
audit_compliance@mcg.edu).
2.1 Human Resources
Human Resources will introduce the Ethics Policy to employees as part of
orientation for new hires. The employee’s signature must be obtained on the
Ethics Policy Acknowledgement Form
(See Attachment) and filed in the records section of Human Resources.
2.2 Employee
As a condition of employment, each employee must sign the Ethics Policy
Acknowledgement Form (See Attachment) to state that they are aware of, and
agree to work in accordance with, the expectations and policy requirements.
For employees hired prior to the adoption date, the Human Resources
Division will introduce the Ethics Policy to these employees through a
coordinated effort and require that every employee sign the Ethics Policy
Acknowledgment Form and forward the form to Human Resources by a specified
date. A copy of the signed form should also be maintained in the
department’s employee personnel file. At a time after the required
submission date, Human Resources will notify department of missing forms.