Conflict of Interest Policy
Effective Date: 14 October 2020
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Authorisation ..... .... .... .... ..... .... .... .... .... .... .... .... .... .... .... ..... .... .... .... .... .... .... .... .... .... .... ..... 3
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CONFLICT OF INTEREST POLCY | Effective [date]
Purpose
Radio New Zealand’s (RNZ) code of conduct sets out the expectations RNZ expects from its employees.
Within the first principle of professionalism and integrity employees are asked to ensure their personal
interests or activities do not interfere with or appear to interfere with RNZs reputation for impartiality
and objectivity as the national public broadcaster.
This document is a companion to the Code of Conduct and provides further guidance of the
circumstances which give rise to a conflict of interest, disclosure requirements and management of
such conflicts.
Scope
This policy covers the fol owing persons, engaged, employed or contracted to RNZ
Board
Al Employed Persons
Casual Staff members Contractors
Yes
Yes
Yes
Yes
Philosophy and Objectives
Radio New Zealand’s reputation for impartiality and objectivity is crucial. As the national public
broadcaster, Radio New Zealand is very much in the public eye and it is essential that the public can
trust the integrity of the company’s programmes, staff and services.
Conflicts of interest arise regularly in practice and the fact that a conflict may arise is not in itself a
problem. However, it could become a problem if it is not properly managed. Accordingly, it is critical
that any conflict of interest is identified, reported and properly managed.
A conflict of interest is a situation where your personal or private interests could, or be seen to,
improperly influence the performance of your official duties or responsibilities at RNZ. A conflict of
interest can be actual, perceived, or potential:
An actual conflict of interest involves a direct conflict between your official duties and RNZ
responsibilities and a competing interest or obligation, whether personal or involving a
third-party.
A perceived conflict of interest occurs where it could reasonably be perceived, or give the
appearance, that a competing interest could improperly influence the performance of your
official duties and RNZ responsibilities.
A potential conflict of interest arises where you have an interest or obligation, whether
personal or involving a third-party, that could conflict with your official duties and RNZ
responsibilities in the future.
A conflict of interest may be:
Employment outside Radio New Zealand (including part time employment, unrelated work).
Contracting work outside Radio New Zealand. This includes one-off or short-term contracts
and contracting to unrelated organisations, anything undertaken for payment which is not
employment.
Having a monetary interest in another organisation in the field of radio or television
broadcasting, other media or communications. This includes being a shareholder, owner,
CONFLICT OF INTEREST POLCY | Effective [date]
director or partner in such an organisation, whether or not you are working for or otherwise
having an input into the direction of the organisation.
Standing for public office
Voluntary work for another organisation
Any public appearance in support of a point of view about issues in the news, including letters
to the editor, signatures on petitions, editorial comment through Radio New Zealand or in
other media which includes any social media platform including personal.
Regardless of the type of conflict of interest, it is critical that you report an such a conflict to your
manager and that you fol ow any further instruction provided to you by your manager in respect of
that conflict.
It is important to note again that the fact that an RNZ employee or contractor or family member has
a conflict of interest this does not of itself create a problem. However, it does give rise to an obligation
of disclosure and the actual, potential or perceived conflict must be properly managed.
Responsibilities to Disclose
Al RNZ Board members, employees and contractors are required to make a disclosure of conflicts of
interests in writing to your direct manager, or in the case of the Board by suppling to the secretariat.
Where a conflict exists, this information wil be provided to the Executive Office and recorded on the
Conflicts Register. Where there is a change in a previously disclosed interest, or a new interest needs
to be disclosed a further disclosure must immediately be made to your manager.
Managers must consider any interests which have been disclosed and ensure that appropriate
arrangements are in place to manage any possible conflict.
The Conflicts Register is maintained by the Finance Manager and overseen by the Support Services
Team for correlation with contracts management. The Finance Manager wil ensure circulation of this
register to the Executive is done regularly.
The secretariat to the Board of Governors wil maintain a conflict register.
Breaches to this policy
Any breaches of this policy wil be handled according to the disciplinary procedures set out in Code of
Conduct.
Breaches of this policy are regarded as misconduct or serious misconduct according to the Code of
Conduct and may result in disciplinary action or dismissal.
Monitoring and review
Monitoring and review of this policy is the responsibility of the Executive Team and wil occur not less
than every three years.
Next review date is: May 2023
Authorisation
CONFLICT OF INTEREST POLCY | Effective [date]
14 October 2020
………………………………………………………
……………………………………
Chief Executive and Editor in Chief
Date
History
This policy replaced al policies in relation to Conflicts of Interested predating the effective date of this
policy.
Reviewed by the Audit and Risk Committee
31 August 2020
Provided to the Board for feedback
6 October 2020
CONFLICT OF INTEREST POLCY | Effective [date]
