Young Harris College      Young Harris College Employee Handbook
Policy

Employee Conduct and Work Rules

In order to assure orderly operations and provide the best possible work environment, the College expects Employees to follow rules of conduct that will protect the interests and safety of all Employees. It is not possible to list all the forms of conduct that are considered unacceptable in the workplace, but the following are examples of infractions that may result in disciplinary action, up to and including termination of employment:

1. Falsifying or making misrepresentations on any application, resume, document establishing identity or work status, medical record, insurance form, invoice, or any other document.

2. Recording the work time of another Employee, allowing an Employee to record your work time, or falsification of any time record, whether your own or another Employee's.

3. Unauthorized taking of, or deliberate or careless damage to, any College property or the property of a Student or of another Employee.

4. Unauthorized use of College equipment, time, materials, or facilities.

5. Testing positive for prohibited substances or otherwise violating the College's Drug and Alcohol Policy.

6. Provoking a fight or fighting during working hours or on premises owned or occupied by the College.

7. Participating in horseplay or practical jokes on the College's time or on premises owned or occupied by the College.

8. Bringing firearms or other dangerous weapons onto premises owned or occupied by the College in violation of United States or Georgia law.

9. Engaging in criminal conduct whether or not related to the Employee's job.

10. Causing, creating, or participating in a disruption of any kind on premises owned or occupied by the College.

11. Insubordination, including, but not limited to, failure or refusal to obey the orders or instructions of any Supervisor or Manager, or the use of abusive or threatening language toward any Supervisor or Manager.

12. Gambling on College premises.

13. Accepting a gift or gratuity without express permission from College Management.

14. Violating the College's policy prohibiting discrimination or the College's policy prohibiting harassment.

15. Using abusive or threatening language at any time during working hours or while on premises owned or occupied by the College.

16. Failing to notify the appropriate Supervisor or Manager when unable to report to work.

17. Unreported absence of three consecutive scheduled workdays.

18. Failing to obtain permission to leave work for any reason during normal working hours.

19. Failing to observe work schedules, including rest and lunch periods.

20. Violating the conditions relating to any leave of absence.

21. Failing to provide a physician's certificate when required to do so.

22. Sleeping on the job during working hours.

23. Unauthorized use of or transportation of passengers in College vehicles.

24. Working overtime without authorization or refusing to work assigned overtime.

25. Wearing extreme, unprofessional, or inappropriate styles of dress or hair while working.

26. Violating any safety, health, or security policy, rule, or procedure of the College.

27. Committing a fraudulent act or a breach of trust.

28. Failing to meet a satisfactory level of job performance.

29. Violating the College's no solicitation, no distribution policy.

Although employment may be terminated at will by either the Employee or the College at any time, without following any formal system of discipline or warning, the College may exercise its discretion in utilizing forms of discipline that are less severe than termination. Examples of less severe forms of discipline include verbal warnings, written warnings, final warnings, demotions and suspensions. While one or more of these forms of discipline may be imposed upon an Employee, no formal order or procedures are necessary. This statement of prohibited conduct does not alter or limit the College's policy of employment at will. Either you or the College may terminate the employment relationship at any time for any reason, with or without cause or without notice.


Policy No.  701  Issued  3/1/2009  Applicable  6/21/2010

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