B. No SAHA employee, nor his/her family members, (including father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father in law, mother in law, son in law, daughter in law, brother in law, sister in law, stepfather, stepmother, step son, stepdaughter, stepbrother, stepsister, half brother, half sister) shall knowingly own property that is owned, utilized or subsidized by SAHA under any program sponsored or administered by SAHA, nor may they have a financial interest in any firm doing business with SAHA. C. No SAHA employee will knowingly handle SAHA matters related to his or her own tenant-based case file, or the tenant-based case files of members of their family. In order to assist SAHA in preventing and mitigating conflicts of interest between employees and tenants, all employees, upon hire, and on at least an annual basis will fill out the Outside Activities and Interests Form disclosing the names of family members known by the employee to receive tenant-based services from SAHA. Family members shall include the same lineage list outlined in Section II B above. D. No employee will knowingly supervise a member of his or her own family (including same lineage as listed above in B). In order to assist SAHA in preventing and mitigating conflicts of interest between employees, all employees, upon hire, and on at least an annual basis, will fill out the Outside Activities and Interests form (Addendum II) disclosing the names of family members known to be employed with SAHA or any of its related entities, Should a conflict be discovered, it shall be resolved the same date or no later than 90 days following disclosure or discovery. E. Employees are advised to use due diligence during the purchasing process of real property to determine in advance whether SAHA program participants reside in the prospective real property. Should a conflict exist as it relates to real property, the employee has the responsibility to notify SAHA within 10 business days upon obtaining title to such property and resolve the conflict. F. Upon being notified that a conflict exists, the employee must promptly resolve the conflict by either: 1. Terminating the outside activity or transferring the property; 2. Resigning from SAHA; 3. In the case of familial employment relationships pursuant to C and D above, cooperating in a reassignment that removes the supervisory relationship or case load issue. G. Failure to promptly resolve and or disclose the conflict of interest will result in disciplinary action against the employee up to and including termination. In addition, where applicable, should the Employee also be violating federal, state or local law, SAHA may notify the applicable authorities and cooperate as requested thereafter. III.
RELATIONSHIPS WITH CONTRACTORS, VENDORS AND TENANTS
SAHA wishes not only to eliminate fraudulent activities but also to prevent the threat of fraudulent activities, questionable conduct and irregularities. For purposes of this policy,
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