Trustees' Handbook For Managers
4. MANAGER RESPONSIBILITIES
4.1 Code of Conduct
The College as a whole, and each employee as an individual, has an obligation to maintain the highest ethical standards in all the associations and activities that take place on behalf of the College. A high degree of personal responsibility, integrity and exercise of good judgment on the part of College employees is needed. It is essential that all College employees conduct College business in a manner that will withstand the sharpest scrutiny. The following are considered to be in conflict with acceptable ethical standards, or a violation of trust:
a. For a College employee to make unauthorized use of any College resources, including the services of College employees, for his or her own personal benefit
b. For a College employee to make unauthorized use of the institutional letterhead, e.g., for other than official College business
c. For a College employee to fail to comply strictly with any rules, regulations or standards applicable to the College
d. For a College employee, without proper authority, to give or release any information or data of a confidential nature, secured through one's position with the College, to a person not authorized to receive such information
e. For a College employee or family member to accept from or supply to any organization or person doing or seeking to do business with the College, a loan or a gift of favor of more than nominal value
f. For a College employee knowingly to withhold or falsify disclosure of any potential conflict of interest as required by College policy, or to act in a manner contrary to the best interest of the College as a result of such conflict.
Violations of this Code of Conduct could result in termination of employment.
4.1.1 Conflict of Interest Policy
Managers must avoid conflicts of interest, or appearances of conflict, between their own personal or professional interests and the interests of the College. A conflict of interest may occur if a manager: (1) has an existing or potential interest, financial or non-financial, which may impair (or which may appear to impair) the individual’s independent judgment when performing College responsibilities, or (2) receives or may receive a material, financial, or other benefit from knowledge of confidential or proprietary College information. In addition, a conflict may occur if either of these situations exists involving a member of the immediate family or household of a manager, or an organization with which the manager or family member has significant management, ownership, or material association.
If a manager believes that he or she is involved in a matter or is engaged in an activity in which a conflict of interest may exist, the individual must promptly and fully disclose the conflict to the appropriate member of the President’s Senior Staff, refrain from further participation in the matter until the question is resolved, and follow any directions given by the College concerning the matter. Violations of this Conflict of Interest Policy may result in discipline up to and including termination of employment.
4.1.2. Policy on Electronic Communication and Information Access
The Policy on Electronic Communication and Information Access approved in July 2000 and updated in March 2004 is located in Appendix D. Violations of these policies should be reported to either the Provost, the Dean of Students, the Vice President of Human Resources, or the Director of Campus Safety and Security
4.1.3 Communication of Medical Conditions
Information regarding an employee’s medical condition is confidential and should not be shared within your department, with other members of the College community, or with individuals outside of the College community unless the employee providing the information has requested or given express permission for you to share it with others. In instances when it is necessary to inform others of an employee’s absence from his/her job, the appropriate information to communicate is the fact that the employee is on a medical leave of absence and the expected duration of the leave. Unauthorized release, by phone, email or other method of communication, of an employee's confidential health information may result in disciplinary action.