5.1 Although the full-time faculty and other EhrA staff are not accurate, stopwatches and supervisors, department and school administrators regularly assess the work of staff in their units. Formal opportunities to determine whether an insured employee or individual is devoting sufficient time and energy to employment at university include periodic performance reviews. In addition, complaints from students, co-workers or administrators about possible failures in the performance of assigned responsibilities may arise and an investigation may be necessary. In any event, the question is whether the employee meets the requirements of the individual transaction. Where a faculty member can prove that he or she is not full-time, Chapter 100.1 of the UNC Policy Manual states that „mandatory negligence“ is grounds for disciplinary action, including the possibility of dismissal. Examples of activities requiring specific follow-up are described below to demonstrate the absence of a conflict of engagement. 5.2 External Professional Activities for Compensation The University of North Carolina and its constituent institutions strive to appoint and retain individuals with outstanding skills in their respective professional fields. Based on their professional knowledge and experience, these individuals have the opportunity to apply their expertise to activities outside of their university activity, including an incidental activity consisting of paid counselling or other services for various public and private organizations. These applications are almost offset by professional qualifications and improve teaching, research and administration skills. Therefore, the participation of policyholders in external professional activities for remuneration, usually in the form of counselling, is an important feature of university employment, which often generates considerable social benefits, including economic development through technology transfer.

However, these external professional activities can only be carried out for remuneration if they do not do so: 5.2.1 create a conflict of commitment by intervening in the obligation for individuals to carry out in a timely and effective manner all the primary functions of higher education in the field of employment; 5.2.2 create a conflict of interest because of the university`s hidden person status; 5.2.3 inappropriate use or use of university resources; 5.2.4 Use the name of the University of North Carolina or the ECU for purposes other than professional identification; 5.2.5 Pretention, explicit or implied, any university responsible for the behaviour or outcome of external professional activities for remuneration. External professional activities for remuneration should normally reach a maximum of 20 per cent (20%) one point to the other. contract time of the insured staff member during the appointment. Please refer to the UNC Policy Manual, 300.2.2.1[R]. 5.3 Monitoring Process The UNC Policy Manual, 300.2.2.1 [R], contains provisions for the monitoring of conflicts of engagement.