General Rules of Conduct

Policy Statement

This policy lists the following conduct which is prohibited on University premises or at University events, wherever they may occur.

Reason for Policy

The primary purposes of regulations and discipline in a university are to protect the well-being of the community and to advance its educational mission by defining and establishing certain norms of behavior.

Who Is Governed by this Policy

Faculty and Staff

Policy

The University has the right to immediately discharge, suspend, or otherwise discipline any employee for any reason, including violations of rules of conduct that include, but are not limited to, the grounds listed below. Additionally, there may be circumstances or situations where it may be necessary to immediately sever an employment relationship with or without cause, at any time.  Union represented employees are covered by the applicable provisions of their collective bargaining agreements.

Employees may be discharged, suspended, or otherwise disciplined with the approval of the Office of Human Resources and concurrence of the appropriate Executive Leadership member for violations of the following:

1. Poor job performance;
2. Failure to render service to any student, if such service is within the normal scope of the employee’s duties;
3. Abusive or inconsiderate treatment of students, visitors, or other employees;
4. Falsification of employment, attendance or other University records;
5. Unauthorized absence from work area while on work time;
6. Refusal to accept a job assignment; insubordination;
7. Use of, or unauthorized possession of intoxicating beverages at the workplace or reporting to work under the influence of illegal substances;
8. Illegal use of drugs (see drug & alcohol policy);
9. Excessive  or abusive lateness and absenteeism;
10. Possession of a weapon or firearm on the premises;
11. Fighting, horseplay, annoying or threatening another employee, or other disorderly conduct on the premises;
12. Gambling, conducting games of chance or possession of gambling devices on the premises;
13. Inappropriate use of computing or telephone services;
14. Stealing, misappropriation or unauthorized possession  or use of property belonging to the University, its residents, visitors or other employees;
15. Negligence or deliberate destruction or misuse of property belonging to the University, its students, visitors or other employees;
16. Creating unsafe or unsanitary conditions by acts of commission or omission;
17. Disregard of safety rules;
18. Disregard of one’s appearance, uniforms, dress or personal hygiene;
19. Failure to sign in for work, signing in for another employee, submitting false time sheets;
20. Solicitation, accepting gratuities or peddling on University premises (See conflict of interest policy);
21. Breach of confidentiality including making unauthorized copies of student or employee files;
22. Conducting personal, non-University business during work hours;
23. Any unlawful conduct;
24. Violation of the University’s Anti-Discrimination, Harassment (including Sexual Misconduct, Dating Violence, Domestic Violence, Stalking) and Retaliation Policies;
25. Any other act or conduct detrimental to the University.

Definitions

This policy does not have definitions associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Procedures

If an employee’s performance, work habits, overall attitude, conduct or demeanor become unsatisfactory in the judgment of the University based on violations either of the above or any other University policies, rules or regulations, the employee will be subject to disciplinary action, up to and including, termination of employment. A supervisor who witnesses or receives reports of any behaviors noted above, should immediately contact The Office of Human Resources. A supervisor does have the authority to remove an employee from the work environment immediately if a threatening, violent or illegal incident occurs by sending the employee immediately to the Office of Human Resources, or if the Office of Human Resources is closed, requesting the Public Safety Department’s assistance in removing the employee from campus. The supervisor should direct the employee to leave the work premises immediately and to report to the Office of Human Resources at the start of the subsequent business day.

Forms

This policy does not have forms associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Related Information

Drug and Alcohol Policy
Conflict of Interest Policy

Document History

• Last Reviewed Date: March 13, 2023
• Last Revised Date: March 13, 2023
• Policy Origination Date: January 01, 2000

Who Approved This Policy

John Siderakis, Chief Administrative Officer