AP 3-150 Employee Code Conduct

Arapahoe Community College
Series 3 – College Personnel
AP 3-150 Employee Code of Conduct

Originated: September 1, 2008

Revised: July 2016; October 2019; August 2020

Effective: September 2008; July 2016; October 2019; August 2020

References: ; ; ; ; ; ; ; ; ; ;

Approved:

Diana M. Doyle, Ph.D.
President, Arapahoe Community College

PURPOSE

This Procedure contains pertinent information affecting employees, current through the date of its issuance. To the extent that any provision of this Procedure is inconsistent with State or Federal law, State Board for Community Colleges and Occupational Education Policies (BPs) or Colorado Community College System (CCCS) President’s Procedures (SPs), the law, BPs and SPs shall supersede and control. BPs and SPs are subject to change throughout the year and are effective immediately upon adoption by the Board or System President, respectively. Employees are expected to be familiar with and adhere to the BPs, SPs as well as College directives, including but not limited to this Procedure.

Nothing in this Procedure is intended to create (nor shall be construed as creating) an express or implied contract or to guarantee employment for any term. The College reserves the right to modify, change, delete or add to this Procedure as it deems appropriate.

SCOPE

This procedure applies to all administrators, faculty, classified and hourly employees, and visitors at Arapahoe Community College (‘��ý’) at all locations. While the Code is specifically written for ��ý employees, we expect contractors, consultants, and others who may be temporarily assigned to perform work or service for the college, to follow the Code in connection with their work for ��ý.

PROCEDURE

��ý requires employees to meet ethical and professional standards for personal conduct and work performance. All employees have the right to work and learn in a safe, healthy, and positive environment. The college reserves the right to define expectations of professional standards by which employee shall strive to meet. Any misconduct or failure to meet those expectations, in any form, will not be permitted in the classroom, workplace or in any college location or event.

Guidelines:
1. Expectations. All employees are expected to meet established performance and conduct requirements. While it would be impossible to compile complete lists of expected behavior and/or unacceptable conduct subject to personnel action, the following guidelines provide a general outline of expectations.
2. Performance. Employees are expected to perform their jobs efficiently, effectively, in the spirit of cooperation and in accordance with established procedures. Generally, the following performance/behavior are not acceptable;
  1. Failure to meet established standards and deadlines;
  2. Refusal to work overtime with reasonable notice from supervisor;
  3. Insubordination or failing to follow supervisor’s reasonable directions or accept work assignments;
  4. Violation of safety rules and failure to wear prescribed safety gear where appropriate;
  5. Offensive or rude conduct toward a student, employee, or any person.
3. Attendance. Employees are expected to arrive at work on time, as scheduled and return from breaks promptly. Advance notification shall be given to the supervisor when the employee expects to be absent or tardy. ��ý recognizes the need for flexibility for faculty with regard to their varied work schedules. However, faculty are expected to meet classes and office hours as specified in their individual schedules. Faculty shall also provide as much advance notice as possible to their supervisors and students if they are unable to meet their classes and/or office hours. The following are examples of attendance misconduct which are subject to personnel action:
  1. Unexcused or excessive tardiness;
  2. Unexcused or excessive absences;
  3. Leaving work early without permission; and/or
  4. Unauthorized absence from work during the workday.
4. Non-Discrimination. Employees shall not engage in unlawful discrimination and/or harassment on the basis of sex/gender, race, color, age, creed, national or ethnic origin, ancestry, physical or mental disability, familial or marital status, veteran or military status, pregnancy status or related conditions, religion, genetic information, gender identity, gender expression, sexual orientation, sex characteristics, sex stereotypes, or any other protected category under applicable local, state, or federal law. Employees shall not discriminate against any person because such person has opposed any discriminatory practice or participated in any investigation or grievance process on campus or within the Equal Employment Opportunity Commission, the U.S. Department of Education Office for Civil Rights, or other human rights agencies. Employees have the right to file a discrimination, harassment, or retaliation complaint internally pursuant to CCCS SP 19-60 or with outside federal and state enforcement agencies.
5. Honesty and Integrity. Employees are expected to demonstrate honesty and integrity in the conduct of college activities. Employees are responsible for reporting any illegal or unethical actions of employees and non-employees to their supervisor. The following are examples of behavior subject to personnel action:
  1. Willful or negligent damage, theft or misuse of ��ý, CCCS, and/or State property;
  2. Falsification, cover-up, or unauthorized changes of records or documents (financial records or agreements, employment applications, time and absence records, expense reports or other college records);
  3. Failure to report injury or unsafe conditions, or to cooperate in ��ý investigations;
  4. Divulging official confidential ��ý information without authorization;
  5. Use of ��ý time or equipment for unauthorized personal purposes.
6. Behavior. Employees are expected to conduct themselves, both professionally and personally, in a manner that is consistent with the professional reputation of ��ý and to avoid any activities that might reflect adversely upon ��ý. The following are some examples of inappropriate behaviors subject to personnel action:
  1. Disrespecting the rights and dignity of others;
  2. Violating an established department dress code;
  3. Working under the influence of alcohol and/or illegal drugs;
  4. Possession, use or sale of alcohol or illegal drugs at work or on ��ý property;
  5. Smoking and the use of tobacco products, including electronic smoking devices in or on college property including college owned and leased vehicles per ��ý Procedure AP19-30a. This excludes the use of products specifically designed to assist individuals with the cessation of smoking or tobacco product or possession of tobacco products for educational purpose as outlined in AP 19-30a;
  6. Using offensive, foul or abusive language;
  7. Any violent act or threatening speech directed toward a student, employee, or any person;
  8. Harassing, bullying, or threatening any person, student or employee;
  9. Conviction of a felony relevant to an employee’s position and/or ��ý safety;
  10. Any willful or negligent act which endangers the safety, health, or well-being of another person; and/or misconduct or any act which disrupts work or discredits the college;
  11. Intentionally or maliciously damaging or destroying the property of the college or another person/employee;
  12. Dishonesty or theft of ��ý, CCCS, and/or State funds;
  13. Possession of any unauthorized or illegal firearm, ammunition, explosive device, or weapon on campus or any facility used by a College in the System.
Additional Expectations:
1. Adhere to all applicable laws and regulations;
2. Adhere to college, guidelines, and procedures;
3. Adhere to job requirements in a professional and competent manner;
4. Provide competent and efficient service to the college;
5. Avoid real or apparent conflict of interest between responsibilities as an employee and any outside interests;
6. Maintain confidentiality of student, employee and college records;
7. Follow “Colorado Community College System Code of Ethics” (BP 3-70) which applies to system and state employees including ��ý employees.
Infractions:

Infractions include but are not limited to, violations of Board Policy, System Procedures, ��ý Procedures, codes, guidelines, and practices. Infractions may result in disciplinary action up to and including termination of employment. Failure of an ��ý contractor, consultant, or other covered service provider or visitor to the college to follow the Code can result in termination of their relationship with ��ý.

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