It shall be the duty of all officers and employees of the college, while acting as employees or otherwise discharging their obligations under their contracts or terms of employment, to devote their full professional services and their individual skills to the service of the college. All such officers and employees shall at all times so conduct themselves in the discharge of their duties as to reflect credit upon and to further promote the interest of the college.
Employees must, at all times, comply with all applicable laws and regulations. Kirtland Community College will not condone the activities of employees who, for whatever purpose or goal, knowingly and willfully violate the law or college policy. Kirtland Community College further supports adherence to such core principles as fairness and equality of treatment of others. Employees uncertain about the application or interpretation of any legal or policy requirements shall refer the matter to their supervisor or other appropriate staff, who shall if necessary themselves obtain expert professional advice and counsel.
August 11, 1983
Revised March 16, 2006
PRO 5.005 EMPLOYEE CODE OF CONDUCT
General Employee Conduct
Kirtland Community College, as an employer, has a reasonable expectation that its employees will conduct themselves in a manner consistent with the best standards of their respective professions, college policies, and the expectations of our community and clientele. Hiring processes shall seek to engage individuals with high professional and behavioral standards. The college’s expected professional and behavioral standards are listed and defined on the performance appraisal worksheet, and the supervisor’s assessment of the employee’s performance will be periodically shared with the employee, with opportunity for response, per POL 5.050. Failure by an employee to meet required standards will result in counseling by the supervisor or such other staff as may be appropriate, and flagrant or repeated failure will result in discipline (per POL 5.055)
Conflict of Interest
Kirtland Community College has a reasonable expectation that all employees will perform their duties conscientiously, honestly, fairly, and in accordance with the best interests of the college as a whole, consistent with our mission, vision, and guiding principles. Employees are prohibited from using their position with the college for the purpose of advancing the personal interests of themselves or any other party, in a manner contrary to law or college policy. Employees will recuse themselves in any such circumstance that would be improper or objectively give the appearance of impropriety, or that would impugn the college’s academic integrity, or as directed by their supervisor.
The college shall not assign an immediate family member to a direct reporting relationship with another immediate family member (any individuals meeting this definition at the time of the adoption of this policy shall be “grandfathered” unless there is evidence of abuse of the familial relationship for personal or familial purpose, or violation of other policy). Immediate family is defined as spouse, child (including biological, adopted, foster, step, or legal ward), parent (including in-laws), brother, sister, son-in-law, daughter-in-law, grandparent (including in-laws), grandchild, aunt or uncle, or relative living at the employee's residence where the employee has day-to-day responsibility for the individual.
A status meeting the above referenced definition of immediate family member that develops after a reporting relationship has been established shall be communicated to the supervisor of the position, who shall take appropriate steps to ensure no preferential treatment takes place, up to and possibly including restructuring or reassignment of position (may be governed by negotiated agreement). Pay, benefits, and status for each position will be maintained under the latter circumstance, or as governed by negotiated agreement.
Employees are required to advise the Human Resources Office if a proposed assignment would result in a direct reporting relationship with an immediate family member or if such a circumstance develops.
- Relationships with Clients and Vendors
Kirtland employees shall avoid any actual conflict of interest or appearance thereof with clients, vendors, or other parties connected to or involved with the college.
Employees shall avoid acquiring a financial interest in any business that has a current contractual relationship with Kirtland Community College if such investment could influence or reasonably create the impression of influencing their decisions on behalf of Kirtland Community College, or violate the Michigan Contracts of Public Servants with Public Entities Act or other applicable law.
Sample textbooks or equipment obtained by agents of the college for examination purposes shall not be sold for the employee's profit. - Outside Activities, Employment, and Directorships
Employees are not prohibited from other employment, so long as such employment creates no substantive interference with the performance of the employee’s duties and responsibilities to Kirtland and creates no conflict of interest that may interfere with the employees exercise of judgement in the best interests of Kirtland Community College and the college’s clientele.
Employees are encouraged to participate and perform leadership roles in outside religious, charitable, educational, and civic activities, with the stipulation that such activity creates no substantive interference with the performance of the employee’s duties and responsibilities to Kirtland, results in no coercion nor impression of coercion of other employees to participate or contribute, and creates no conflict of interest that may interfere with the employee’s exercise of judgement in the best interests of Kirtland Community College and the college’s clientele.
Employees shall separate their personal roles from their college positions when communicating on matters not involving college business. Employees shall not use college identification, stationery, or supplies for personal, religious, or political partisan matters. College equipment, such as may be used to communicate electronically, shall not be used for illegal purpose nor for personal and private purposes which are contrary to written board policy, nor in violation of stated office guidelines on use during regular working hours. This latter provision does not apply to the airing or instruction of controversial subjects as a function of the college’s educational mission nor to the personal use of facilities and equipment which are publicly available for private and personal use.
When communicating publicly on matters which may involve the college, in the absence of written documentation or express authorization by the president or his/her designee or other certain understanding that the views expressed are those of the college, employees shall state clearly and unequivocally that they are expressing their personal viewpoint and not an official position of the college. - Gifts, Entertainment, and Favors
Employees shall not accept entertainment, gifts, personal favors, or preferential treatment that could influence, or reasonably appear to influence, decisions in favor of any person or organization seeking business with or the services of Kirtland Community College. Typical business marketing tools, such as the provision of common office supplies at booths, sponsoring of professional or public service gatherings and workshops, and provision of meals, snacks, and beverages at such events, are not considered to create an undue influence so long as such activities are clearly aimed at and are participated in by at least three separate entities with comparable market interest. Employees may not receive outside payment or compensation of any kind for services provided as a Kirtland employee, except for nominal honorariums for professional speaking or advice approved by the president or his/her designee, and under no circumstances when the remuneration could influence, or reasonably appear to influence, decisions in favor of any person or organization seeking business with or the services of Kirtland Community College. - Prompt Communications
An essential element for maintaining professional and public trust is the prompt disclosure of existing or potential legal or ethical conflicts or the objective appearance thereof. Employees are expected to advise their supervisor or other appropriate staff if they have any question whether they may be or may reasonably become in violation of law or college policy, and to refrain from the activity if so directed. Supervisors are expected to promptly communicate to employees any interpretations or changes in law or policy which may affect them.
Employees in substantial disagreement with their supervisor on any of the aforementioned issues may follow the college grievance policy (POL 5.425) or the relevant provisions of a negotiated agreement.
Any employee who becomes aware of an action, activity, or circumstance on the part of another Kirtland employee which is reasonably perceived as illegal or contrary to Kirtland policy is expected to promptly notify whichever of the following is most pertinent: Campus Security, their immediate supervisor, the director of human resources, or the business office. Students, visitors, contractors, vendors, or guests who become aware of or are subject to conduct perceived to be illegal or inappropriate should immediately notify the Office of Human Resources, located in room 226 of the college's administration building and whose office phone number is 989-275-5000 ext. 271, or the Business Office, ext. 239.
Complaints
Complaints of illegal or inappropriate activity shall be promptly and thoroughly investigated by the college. Complaints will be treated as confidentially as possible, recognizing the potential need to:
- Notify the alleged perpetrator of the facts relative to the claimed violation;
- Make reports required by law;
- Protect the privacy of others, including witnesses, as well as the alleged offender during the investigation;
- Comply with state and federal law and any relevant collective bargaining agreement; and
- Inform the college president. Should the president recuse him/herself, or be directed to do so by the board chair, the board chair or the college officer designated by the board chair for the purposes of this investigation shall be informed.
The college will conduct a fair, thorough, impartial, and timely investigation of the allegation(s) following the procedures outlined in PRO 5.195 COMPLAINT PROCEDURE.
It shall be considered a violation of college policy for any employee to coerce, intimidate, discriminate, or retaliate against any person filing a complaint and/or assisting in the investigation of a complaint. Such misconduct may result in discipline up to and including discharge. A complainant who knowingly files a false complaint, or an individual who knowingly provides or knows false information has been provided during such an investigation or review and fails to report such information to the investigating official, may be subject to discipline or legal action.
All involved parties, including the complainant, the individual against whom the complaint was filed and witnesses shall be notified of the involved parties' rights to confidentiality and that disciplinary action will be taken if said rights to confidentiality are violated.
