Conflicts of Interest

Employees should avoid any situation that involves or may involve a conflict between their personal interest and the interest of the South Seattle Emerald™ (“the Emerald™”). As in all other facets of their duties, employees working with clients, vendors, suppliers, contractors, competitors, business partners, or any person doing or seeking to do business with the Emerald™ are to act in the organization’s best interest. Each employee shall promptly and fully disclose in writing to their manager any potential situation that may involve a conflict of interest.

Such conflicts include, but are not limited to:

1. Ownership by an employee or family member of a significant interest in any outside enterprise that does or seeks to do business with or is a competitor of the Emerald™.
2. Serving as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise that does or is seeking to do business with or is a competitor of the Emerald™. Exceptions to this can be approved by the Executive Director or, in the case of the Executive Director seeking approval, the decision rests with the Board of Directors.
3. Acting as a broker, finder, go-between, or otherwise for the benefit of a third party in transactions involving or potentially involving the Emerald™ or its interests.
4. Any other arrangements or circumstances, including family or other personal relationships, which might dissuade the employee from acting in the best interest of the Emerald™.
5. Writing, authorizing, or denying the publication of an article that may result in their personal or financial gain or loss.

 

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Confidential Information

The revelation or use of any confidential product or financial information, data on decisions, plans, or any other information that might be contrary to the interest of the Emerald™ without prior authorization is prohibited. The misuse, unauthorized access to, or mishandling of confidential information, particularly personnel information, is strictly prohibited and will subject an employee to discipline up to and including immediate termination.

 

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Outside Employment

The Emerald™ is staffed by a combination of employees and contractors. Contractors are free to work with other clients within the constraints detailed in their individual contracts with the Emerald™.

The Emerald™ recognizes that some employees may need or want to hold additional jobs outside their employment with the Emerald™. Employees of the Emerald™ are permitted to engage in outside work or have other jobs, subject to certain restrictions based on reasonable business concerns.

 

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Procedures

The Emerald™ applies this policy consistently and without discrimination to all employees and in compliance with all applicable employment and labor laws and regulations. The following rules for outside employment apply to all employees notifying their supervisors, or in the case of the Executive Director, informing the Board of Directors, of their intent to engage in outside employment:

• Work-related activities and conduct away from the Emerald™ must not compete with, conflict with, or compromise the organization’s interests or adversely affect job performance and the ability to fulfill all responsibilities to the Emerald™. Employees are prohibited from performing any services for clients or business partners of the Emerald™ that the Emerald™ normally performs. This prohibition also extends to the unauthorized use of any company tools or equipment and the unauthorized use or application of any of the organization’s confidential information.
• Emerald™ employees must carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment is not an excuse for poor job performance, absenteeism, or tardiness.

If an employee’s outside employment presents a conflict of interest with the Emerald™, as defined in the Conflict of Interest Policy, or if such outside employment has any potential for negative impact on the Emerald™, the employee will work with their supervisor to identify a solution.