9 Questions
Who must disclose any potential conflicts of interest to the immediate supervisor and/or Board of Directors?
All directors, officers, employees, and volunteers
When must conflicts of interest be disclosed?
As soon as they become aware of the conflict
Who evaluates the conflict to determine whether a conflict of interest exists?
The immediate supervisor and/or Board of Directors
What may happen if a conflict of interest exists?
The individual with the conflict is asked to recuse themselves from the decision-making process
What happens if an employee improperly transfers material or discloses information?
They are subject to disciplinary action, up to and including termination of employment
What is the property of Access Point of Georgia?
Materials, products, designs, plans, ideas, and data
Under what circumstances can materials, products, designs, plans, ideas, and data be given to an outside firm or individual?
Through normal channels and with appropriate authorization
What is the purpose of disclosing conflicts of interest?
To ensure transparency and accountability
What happens if a conflict of interest has already occurred?
The organization appoints an independent committee to review and make decisions on the matter
Study Notes
Attendance and Punctuality
- Employees are expected to be reliable and punctual in reporting for scheduled work on time to maintain a safe and productive work environment.
- Absenteeism and tardiness can lead to disciplinary action, including termination of employment.
Timekeeping
- Accurately recording time worked is the responsibility of every hourly employee.
- Time worked includes all time spent on the job performing assigned duties.
- Factors considered in disciplinary action for poor timekeeping include:
- Repeated behavior despite coaching, counseling, or training
- Staff's work record
- Impact on the organization and its program participants
Disciplinary Process
- Verbal warning
- Written warning with a performance improvement plan developed in a participatory process with staff and management
- Suspension or final written warning
- Recommendation for termination of employment (approved by the Executive Director and the project director, when applicable)
- Appeal process for staff to present information challenging management's decision
Probationary Period
- Intention is to give employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance.
- Determine whether the new position meets their expectations.
Staff Review and Performance Evaluation
- Goals and objectives are set for the review period.
- Core Competencies reflections include:
- Participant Focus
- Entrepreneurial Spirit
- Teamwork
- Reliability/Accountability
- Topics for conversation include:
- What the employee is most proud of during the review period
- What is working well about the position
- What could be improved
- How to improve job satisfaction
- How to improve supervision
- Supervisor's topics for conversation include:
- Priorities and goals for the next review period
- Suggestions for professional development
- Overall summary of performance and additional comments
Conflicts of Interest
- Actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in personal gain.
- A relative is defined as any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
- Disclosure of conflicts of interest is required as soon as possible.
- Safeguards are established to protect all parties.
- Personal gain may result in cases where:
- An employee or relative has significant ownership in a firm with which Access Point of Georgia does business.
- An employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Access Point of Georgia.
- Any staff, officer, board member, director, manager, volunteer, or consultant of Access Point of Georgia may be asked to step back in instances of dual relationships.
- Conflicts of Interest must be communicated in writing to the immediate supervisor and/or Board of Directors.
- The Board of Directors, CEO, or designated staff member shall evaluate the conflict and determine the appropriate course of action.
This quiz covers the importance of attendance and punctuality in the workplace, including accurately recording time worked and the consequences of absenteeism and tardiness.
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