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Employees may be subject to discipline, up to and including discharge, for engaging in conduct that constitutes an actual, potential, or apparent conflict of interest, and for failing to disclose actual, potential, or apparent conflicts of interest. A page from the nonpartisan research department in the minnesota house of representatives, providing a brief overview of state employee ethics and conflict of interest. Minnesota statute 43a.38 code of ethics for employees in the executive branch minnesota administrative rule 3900.9500 reporting and investigating conflict of interest
If you are unable to certify to any of the items above, provide details below, including the name of each potentially conflicting person or organization, the personal relationship or role that creates the potential conflict, and the agency activity involved in the potential conflict. To mitigate or neutralize a conflict, the commissioner may use methods such as revising the scope of work to be conducted, allowing vendors to propose the exclusion of task areas that create a conflict, or providing information to all vendors to assure that all facts are known to all vendors. It is recommended that employees seek advice from their supervisor, agency ethics officer, or agency human resources office if they have any questions about whether a conflict exists.
The supervisor will confer with the human resources office of the agency or the agency’s ethics officer to determine if a conflict exists
If further review is required, the agency may confer with mmb for a final determination. All employees are required to complete assigned training provided by mmb and dhs regarding ethics and conflicts of interest. Determination of conflicts of interest When an employee believes the potential for a conflict of interest exists, it is the employee's duty to avoid the situation.
The official shall not chair a meeting, participate in any vote, or offer any motion or discussion on the matter giving rise to the potential conflict of interest.
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