The following guidance about prohibited conduct is intended to promote good understanding by College employees about conduct expectations and protection of the rights of all employees. If an employee engages in prohibited conduct, disciplinary actions may include verbal warnings, written warnings, suspension with pay, suspension without pay, disciplinary probation, demotion, or dismissal as noted in CFCC\u2019s 5.63 Discipline Procedure. Such disciplinary actions are not necessarily intended to be sequential. A recommendation for dismissal could be the result of an accumulation of minor violations, or for a single serious violation. All disciplinary actions taken will be included in the employee\u2019s personnel file. The guidance provided does not preclude any College department from establishing additional parameters for its employees and necessary for the effective business operations of that department.<\/p>\n
What follows is not an all-inclusive list of rules, and the College reserves the right to use appropriate administrative judgment to take disciplinary action against an employee for acts or omissions not specifically stated below. For purposes of this policy, \u201cCollege premises\u201d shall include the buildings, grounds, and parking lots of the College campus, satellite facilities, or any other location where the business of the College is being performed or carried out, and College equipment and vehicles. \u201cStudents\u201d of the College shall include enrolled students, applicants for enrollment, and other participants and applicants for participation in College programs and services.<\/p>\n
All CFCC employees are expected to conduct themselves in a professional manner at all times.<\/strong><\/p>\n The following are examples of prohibited conduct:<\/strong><\/p>\n 1. Sexual Harassment:<\/em> Sexual harassment is a form of unlawful gender (sex) 2. Sexual Conduct:<\/em> Behavior of a sexual nature that is not sexual harassment may, nonetheless, be unprofessional in the workplace, disruptive in the classroom, violate other College policies; and, like other behavior that is unprofessional, disruptive, or violates a College policy or ordinance, it could warrant disciplinary action.<\/p>\n Many types of behavior may constitute sexual harassment or sexual conduct including, but not limited to, the following:<\/strong><\/p>\n \u2022 Sexual assault<\/p>\n \u2022 Threats or insinuations that lead the affected individual reasonably to believe that \u2022 Sexual advances, sexual propositions, or sexual demands that are not agreeable to \u2022 Unwelcome and persistent sexually explicit statements or stories that are not \u2022 Sexually explicit e-mails or text messages<\/p>\n \u2022 Sexual misconduct such as stalking, cyber stalking, voyeurism, or recording or \u2022 Repeated use of sexually degrading language or sounds to describe a person<\/p>\n \u2022 Unwanted and unnecessary touching, patting, hugging, or other physical contact<\/p>\n \u2022 Comments or questions about an individual’s sexual prowess, sexual deficiencies, \u2022 Dissemination of sexually explicit materials through the College’s information \u2022 Creation, dissemination, or display of offensive items or materials that disrupt the Other unlawful harassment may occur when a CFCC community member is subject to unwelcome conduct based on a category based on a protected status. These protected status categories include: age, color, gender, gender identity, genetic information, disability status, marital status, national origin, political affiliation, race, religion, sexual orientation, and veteran status. Unwelcome conduct that is objectively and subjectively severe, persistent and\/or pervasive and creates an unreasonable interference with the individual’s ability to work or pursue their education is considered harassment.<\/p>\n Behavior that is based on a protected category, but does not rise to the level of prohibited harassment under the College\u2019s policy, may nonetheless be unprofessional in the workplace, disruptive in the classroom, or violate other College policies and, like other behavior that is unprofessional, disruptive, or violates a College policy or ordinance, could warrant discipline.<\/p>\n 1. Misconduct related to the use or possession of alcohol, illegal drugs, or controlled substances: See 5.66 Drug and Alcohol-Free Workplace Policy<\/strong><\/p>\n \u2022 Unauthorized consumption or possession of alcohol on College premises<\/p>\n \u2022 Consuming, distributing or possessing illegal drugs, as determined by state or \u2022 Consuming, distributing, or possessing controlled substances on College premises \u2022 Selling or conspiracy to possess illegal drugs or controlled substances<\/p>\n \u2022 Unlawfully manufacturing, distributing, dispensing or using illegal drugs or \u2022 Being under the influence of alcohol when reporting to or while at work<\/p>\n \u2022 Being under the influence of illegal drugs (as determined by state or federal law) \u2022 Being under the influence of controlled substances without a prescription when \u2022 Failing a required drug or alcohol screen<\/p>\n \u2022 Falsifying laboratory test results or samples<\/p>\n \u2022 Adulterating or attempting to adulterate a drug screening specimen <\/p>\n 2.Noncompliance with safety rules and regulations: See 11.5 Safety.<\/strong><\/p>\n \u2022 Failing to immediately report all accidents and\/or injuries<\/p>\n \u2022 Failing to comply with safety rules and regulations established by unit \u2022 Failing to use safety apparel and equipment<\/p>\n \u2022 Failing to report unsafe conditions or practices<\/p>\n \u2022 Creating or contributing to disorderly, unclean, or unsafe working conditions<\/p>\n \u2022 Misuse of College vehicles or equipment<\/p>\n 3.Improper behavior relating to attendance:<\/strong><\/p>\n \u2022 Excessive absenteeism or tardiness<\/p>\n \u2022 Leaving work early or taking extended break periods<\/p>\n \u2022 Leaving the work area without permission<\/p>\n \u2022 Making preparation to leave work before the lunch period, break period, or the \u2022 Failing to report for overtime work when scheduled<\/p>\n \u2022 Failing to start work at the designated time<\/p>\n \u2022 Failing to return from an authorized leave of absence or vacation at the designated \u2022 Improper use of leave time to cover an absence (e.g., sick leave, bereavement \u2022 Failure to properly and\/or promptly report the reason(s) for being absent, if no 4.Negligent behavior relating to College property or the property of others:<\/strong><\/p>\n \u2022 Malicious, negligent, or intentional destruction, damage, defacement, waste, or \u2022 Using\/possessing the College’s or another’s property without authorization, \u2022 Theft, unauthorized taking or attempting to take, misappropriate, conceal, or \u2022 Unauthorized use of the College telephones, computers, electronics, or other \u2022 Knowingly admitting, or providing means of access to, an unauthorized person into \u2022 Knowingly providing means of access to the College’s information technology \u2022 Being on College premises without authorization unless on duty or have business \u2022 Failing to report inappropriate use of College equipment or electronic systems<\/p>\n \u2022 Loss of keys, unauthorized use, manufacturing or duplication of any college key, unauthorized sharing or loaning of assigned keys to another person.<\/p>\n 5. Poor work performance as evidenced by:<\/strong><\/p>\n \u2022 Insubordination, such as refusal or willful failure to carry out job responsibilities \u2022 Neglect of duty and\/or lack of due care or diligence in the performance of duties<\/p>\n \u2022 Unsatisfactory work performance or failure to maintain reasonable standards of performance, productivity, or professionalism<\/p>\n \u2022 Poor customer service, repeated discourtesy to or difficulty in dealing with students, co- workers, visitors, guests, or the public that comes in contact with the College.<\/p>\n \u2022 Improper documentation, destruction, falsification, alteration, deletion, or omission related to completion\/maintenance of College forms, records, or reports (e.g., production records, time records, employment applications, and medical records), including, but not limited to, false claims for wages, benefits, insurance, leave of absence, and\/or providing false information for personal gain<\/p>\n \u2022 Recording time for another employee on CFCC\u2019s time and leave keeping system or altering any time card for any reason whatsoever.<\/p>\n \u2022 Breach of confidentiality, unauthorized disclosure or misuse of records or other business information<\/p>\n \u2022 Non-work-related use of official position and influence for personal gain<\/p>\n \u2022 Conducting personal business while on duty<\/p>\n \u2022 Unauthorized leave from the College<\/p>\n 6. Inappropriate behavior or conduct related to the treatment of others:<\/strong><\/p>\n \u2022 Utterance or publication of any threat, threatening, intimidating, obstructing, \u2022 Fighting and\/or instigating a fight while engaged in College duties or while in \u2022 Engaging in aggressive, hostile, or violent behavior, such as intimidation of others<\/p>\n \u2022 Attempting to instill fear in others<\/p>\n \u2022 Engaging in belligerent speech, excessive arguing or swearing<\/p>\n \u2022 Sabotage or threats of sabotage<\/p>\n 7. Other misconduct including but not limited to:<\/strong><\/p>\n \u2022 Using vulgar or obscene language<\/p>\n \u2022 Gambling in any form on College time or premises<\/p>\n \u2022 Exhibiting immoral conduct on College premises or during work hours.<\/p>\n \u2022 Retaliating against an individual who makes a complaint of harassment<\/p>\n \u2022 Possessing weapons, ammunition, firearms, firecrackers, hazardous materials or \u2022 Engaging in horseplay or practical jokes that endanger or disrupt employees or \u2022 Violation of 5.67 Tobacco-Free Policy<\/p>\n \u2022 Sleeping, loitering, or loafing on the job<\/p>\n \u2022 Failing to maintain proper personal grooming, dress, cleanliness, or hygiene. \u2022 Working for pay at other employment while on leave (e.g., medical or sick leave) from the College without prior authorization<\/p>\n \u2022 Failing to disclose outside interests that may conflict with the interests of the College including, but not limited to, financial, employment, or other business interests<\/p>\n \u2022 Vending, soliciting, or collecting contributions on College time or premises without prior appropriate authorization<\/p>\n \u2022 Making defamatory statements about other College employees, including supervisors, or making disparaging statements to the public concerning College business<\/p>\n \u2022 Knowingly making false statements about College business or employees<\/p>\n \u2022 Failing to maintain appropriate licenses and\/or certifications in accordance with \u2022 Off-duty misconduct, including committing illegal acts, that reflects adversely \u2022 Failure to disclose and\/or inform the employer of convictions that would result in FAILURE<\/strong> to follow the policies and procedures set forth in the College\u2019s Faculty and Staff Handbook or violation of any other policies and procedures applicable to the employees of the College may result in disciplinary action up to and including dismissal for just cause and would be administered in accordance with the Discipline Procedure.<\/p>\n All disciplinary actions will be administered in accordance with the Discipline Procedure section of the College\u2019s Discipline, Non-Reappointment, and Grievance Procedure.<\/p>\n Employees who wish to appeal any disciplinary action taken against them should refer to the Grievance Procedure section of the College\u2019s Discipline, Non-Reappointment, and Grievance Procedure. Review of the disciplinary action may be requested in accordance with the Discipline, Non-Reappointment, and Grievance Procedure, from the level where the decision to administer discipline was made.<\/p>\n","protected":false},"excerpt":{"rendered":" The following guidance about prohibited conduct is intended to promote good understanding by College employees about conduct expectations and protection of the rights of all employees. If an employee engages in prohibited conduct, disciplinary actions may include verbal warnings, written warnings, suspension with pay, suspension without pay, disciplinary probation, demotion, or dismissal as noted in […]<\/p>\n","protected":false},"author":39,"featured_media":0,"parent":920,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"pagecells\/lyt1bc.php","meta":{"_expiration-date-status":"","_expiration-date":0,"_expiration-date-type":"","_expiration-date-categories":[],"_expiration-date-options":[]},"acf":[],"yoast_head":"\nProhibited Conduct<\/h5>\n
\ndiscrimination and is not tolerated at Cape Fear Community College. All employees should be familiar with the College\u2019s policy on sexual and other unlawful harassment, available for viewing at: 5.58 Sexual and Other Unlawful Harassment.<\/p>\n
\ngranting or denying sexual favors will affect his\/her reputation, education,
\nemployment, advancement, or standing within the College<\/p>\n
\nboth parties<\/p>\n
\nrelated to employment<\/p>\n
\ntransmitting sexual images<\/p>\n
\nor sexual behavior<\/p>\n
\ntechnology resources<\/p>\n
\nwork environment including, but not limited to, photographs, graphics, symbols, or video or audio recordings<\/p>\nOther Prohibited Harassment or Inappropriate Conduct: see 5.59 Sexual and Other Unlawful Harassment.<\/h5>\n
\nfederal law, on College premises<\/p>\n
\nwithout a prescription<\/p>\n
\ncontrolled substances<\/p>\n
\nwhen reporting to or while at work<\/p>\n
\nreporting to or while at work<\/p>\n
\nsupervisors, in conjunction with local law enforcement, or local, state or federal
\nstatutes<\/p>\n
\nspecified quitting time<\/p>\n
\ntime<\/p>\n
\nleave, Family Medical Leave Act, jury duty)<\/p>\n
\nprevious arrangements were made with an appropriate supervisor<\/p>\n
\nwillful neglect of property of the College or another person<\/p>\n
\nincluding but not limited to, non-business use of College computers and peripheral
\nequipment \u2013 see the College\u2019s 12.1Computer Use Policies<\/p>\n
\nremove property of the College or of an employee, student, customer, supplier,
\nvendor, visitor, patron or guest of the College<\/p>\n
\nequipment during working or nonworking hours<\/p>\n
\nany locked or restricted College building and\/or area of the campus<\/p>\n
\nresources to an unauthorized person<\/p>\n
\nas a member of the public<\/p>\n
\nor refusal to acknowledge the legitimate authority of the supervisor or the College.<\/p>\n
\nand\/or harassing other persons<\/p>\n
\nattendance at any College sponsored event,<\/p>\n
\nexplosives on College premises (unless authorized in the course of employment)<\/p>\n
\nCollege property<\/p>\n
\nCreating or contributing to unsanitary conditions. Dress or appearance should not be distracting to other employees and should be within acceptable standards of health, safety, and professional attire where there is public contact.<\/p>\n
\njob requirements<\/p>\n
\nupon the College or adversely affects the employee’s ability\/credibility to fulfill
\nhis\/her job responsibilities<\/p>\n
\nthe inability or restriction to operate College equipment or vehicles<\/p>\nProcedure<\/h5>\n
Right to Appeal<\/h5>\n