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What are the 6 R's of managing conflicts of interest?

SolutionOne has adopted the six R's of managing conflicts of interest: register, remove, restrict, recruit, relinquish or resign.

solution-one.com.au - Conflict of Interest Policy - Solution One Pty Ltd

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CONFLICT OF INTEREST POLICY

SolutionOne Pty Ltd

Identifying New Conflicts of Interest

SolutionOne supports the ongoing identification and management of conflicts of interest and encourages its directors and employees do discuss potential conflicts on a regular basis. Key points around identifying conflicts of interest are discussed and reiterated at each and every staff meeting. Our Heads of Department play a vital role in the identification and management of conflicts of interest. SolutionOne promotes culture in which people are comfortable raising any concerns about possible conflicts of interest with their managers in every instance. In the event that a new conflict of interest is identified, all employees are encouraged to flag the potential conflict in writing to the Directors of SolutionOne as soon as sensibly possible. The Directors will then implement strategies for dealing with the conflict, following with the outline below.

Managing Conflicts of Interest

SolutionOne has adopted the six R’s of managing conflicts of interest: register, remove, restrict, recruit, relinquish or resign.

Register

All Directors and Employees are bound by our conduct of conduct to declare interests before engaging in any activities for or on behalf of SolutionOne. All registered interests will be openly communicated with interested parties on an ongoing basis.

Remove

Removing the Director or Employee with a conflict from the decision-making process. Where removing the person is not feasible, we will reconfirm our ability to restrict the conflict and move to relinquish, resign or recruit.

Recruit / Restrict

In the case that a Director or Employer with a conflict has specialized knowledge or skills ‘restrict’ or ‘recruit’ option may be the most appropriate way to manage the conflict. Restricting involvement in the process that is affected by the conflict and engaging 3rd parties to enforce and monitor the outcome of processes affected by the restrict approach. Recruiting an independent third party to oversee part or all of the process is another way to manage conflicts where removing the person with an interest is not feasible.

Relinquish or Resign

If an interest is ongoing, unacceptable and likely to damage the reputation of SolutionOne. Recommended stronger options are for the interest to be relinquished or the person with the interest to resign. Some interests may not be able to be relinquished (such as family connections) and so it may be necessary for the person with the interest to resign. It will be a matter for individual circumstances as to whether they need to resign from their role or from SolutionOne.

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How do you resolve conflict in a couple?

Resolving arguments in a healthy way Establish boundaries. Everyone deserves to be treated with respect, even during an argument. ... Find the real issue. Arguments tend to happen when one partner's wants or needs aren't being met. ... Agree to disagree. ... Compromise when possible. ... Consider it all.

loveisrespect.org - Conflict resolution - Healthy Relationships - Love is Respect

While conflict is normal, it can also bring out the parts of your relationship that aren’t working. If your conflict is based on decisions like which movie to see, who to hang out with, or who should do the dishes, use these tips to help resolve arguments in a healthy way: Establish boundaries Everyone deserves to be treated with respect, even during an argument. If your partner swears at you, calls you names, or ridicules you, tell them to stop. If they don’t, walk away and tell you that you don’t want to continue arguing right now. Find the real issue Arguments tend to happen when one partner’s wants or needs aren’t being met. Try to get to the real issue behind your argument. It’s possible that you or your partner are feeling insecure or like you aren’t being treated respectfully, and are expressing those feelings through arguments over other things. Learn to talk about the real issue so you can avoid constant fighting that obscures the heart of the problem. Agree to disagree If you and your partner can’t resolve an issue, sometimes it’s best to just drop it. You can’t agree on everything and it’s important to focus on what matters. If the issue is too important to drop and you can’t agree to disagree, it may be a sign that you’re not compatible. Compromise when possible Compromise is a major part of conflict resolution and any successful relationship, but it can be hard to actually achieve. Take turns making decisions about things like what to eat for dinner, or find a middle ground that allows you both to feel satisfied with the outcome.

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