Number: 203

Subject: EMPLOYEE CONDUCT AND WORK RULES

In order that Amberton University might conduct its business and academic programs in accordance with the highest moral, ethical, and legal standards, each employee of Amberton University will observe both the letter and the spirit of the law. All situations, including those where no legal principle is clear, will be handled with an integrity that is based upon Christian ethical principles.

GIFTS/CONTRIBUTIONS/INDUCEMENTS

While the rejecting or returning of inexpensive perishable gifts given to an office area may be impractical or embarrassing to the giver, no gift of value may be accepted by an employee given as a result of services rendered or expected while in the employment of the University.  Other than small tokens of appreciation (card/notes of appreciation), a supervisor will not expect or accept gifts from his/her staff; and employees will not be asked or expected to contribute to the personal interests of any superior.  

Amberton University prohibits inducements, including any gratuity, favor, discount, entertainment, hospitality, loan, transportation, lodging, meals, or other item having a monetary value of more than a de minimus (defined as an insignificant amount) to any individual or entity, or its agents including third party lead generators or marketing firms other than salaries paid to employees or fees paid to contractors in conformity with all applicable laws for the purpose of securing enrollments of any students, including Service members or obtaining access to Tuition Assistance funds.  Educational institution sponsored scholarships or grants and tuition reductions available to military students are permissible.

CONFIDENTIALITY OF INFORMATION

Any and all information made available (in the course of business or by accident) to an employee while working at Amberton University is to be considered private and confidential.  No employee will reveal confidential information to anyone who does not have University authority of access or a declared legal right.  A violation of confidentiality is subject to immediate termination of employment.

GENERAL BEHAVIOR

To ensure orderly operations and provide the best possible work environment, Amberton University expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

· Theft or inappropriate removal or possession of property

· Activities that constitute a conflict of interest, such as having business dealings with companies that are vendors of the university resulting in employee’s personal gain.

o In addition, Amberton University will not provide any commission, bonus, or other incentive payment based directly or indirectly on securing enrollments or federal financial aid, including Tuition Assistance Funds, to any persons or entities engaged in any student recruiting, admission activities or making decisions regarding the award of student financial assistance.

o In the recruitment of students, Amberton prohibits high pressure recruitment tactics, such as, but not limited to making multiple unsolicited contacts (3 or more), including contacts by phone, email, or in-person, and engaging in same-day recruitment and registration for the purpose of securing Service member enrollment or securing financial aid funds.

· Falsification of any Amberton University records

· Working under the influence of alcohol or illegal drugs

· Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment

· Fighting or threatening violence in the workplace

· Boisterous or disruptive activity in the workplace

· Negligence or improper conduct leading to damage of employer-owned, employee-owned, or student-owned property

· Insubordination or other disrespectful conduct

· Violation of safety or health rules

· Smoking in prohibited areas

· Sexual, racial, religious or other unlawful or unwelcome harassment

· Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.  Firearms may be permitted if the individual has the proper License to Carry authorization and adheres to the policies and regulations of concealed carry on campus.

· Excessive absenteeism, tardiness, or any absence without notice

· Unauthorized absence from work station during the workday

· Unauthorized use of telephones, computers, mail system, or other employer-owned equipment

· Violation of personnel policies

· Unsatisfactory performance or conduct

Employment with Amberton University is at the mutual consent of Amberton University and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.

ATTENDANCE AND PUNCTUALITY

To maintain a safe and productive work environment, Amberton University expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Amberton University's services. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

PERSONAL APPEARANCE

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the image Amberton University seeks to present to students and visitors. When Amberton University is open to students or the public, “working attire” is required of all employees. 

During public working hours, employees are expected to present a clean and neat appearance, absent of any strong or obnoxious odors, and dressed according to the requirements of their positions.

 Amberton does not seek to dictate a dress code or be too restrictive in defining employees’ working attire, however while casual dress is acceptable, sloppy dress is not. 

The interpretation of acceptable casual dress at Amberton University must support a modest, clean, neat, professional atmosphere supportive of adult learning.

Since it is impossible to enumerate all the possible clothing combinations that would be acceptable as working attire, guidance is best accomplished by describing unacceptable attire.  The list of unacceptable attire is not intended to be conclusive, but descriptive of the philosophy governing expectations.

Unacceptable Attire includes the following:

· Clothing that is sloppy, stained, overly worn, dirty, ripped, flashy, loud or disrespectful;

· Bare, revealing, see-through, or suggestive clothing;

· Gym or athletic shorts;

· Flip flops or open-toed shoes for men;

· Shirts hanging out of trousers, pants, or skirts that are not squared-off and hemmed; or

· Clothing that advertises another college/university or clothing with slogans or pictures that advertise a product, or are sexually suggestive.

PERSONAL GROOMING

Employees are prohibited from intentionally altering or modifying their bodies through body art or body piercing in order to achieve a visible effect that disfigures, deforms or otherwise detracts from a professional image. Hair, make-up, and nails must be conservatively styled.  Beards, mustaches, goatees, if desired, are to be neatly trimmed.  If the employee has a visible tattoo, steps are to be taken to cover as much of the exposed area as possible.  

Employees who appear for work inappropriately dressed or groomed will be sent home and instructed to return to work only when properly dressed/groomed. Under such circumstances, employees will not be compensated for the time away from work.

The employee's supervisor should be consulted if there are questions as to what constitutes appropriate attire.

OFFICE DECOR

Each employee of the University is assigned a designated work area. It is the responsibility of the employee to keep the assigned work area neat, orderly, and professional looking. Eating and/or cluttering the work area with non-business related equipment or items is not permitted. The University provides several locations for lunch and/or breaks. Employees are to use the break areas for personal time.

DRUG AND ALCOHOL USE

It is Amberton University's desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.

While on Amberton University premises and while conducting business-related activities off Amberton University premises, no employee may buy, use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.

OFFICE STAFFING AND SECURITY

Security of personnel and property is paramount to Amberton University. All offices that open to the public will be staffed with a minimum of two people. Personnel working in non-public areas will secure (lock) their office when absent.

UNAUTHORIZED PERSONNEL IN WORK AREA

Personal guests are welcome to visit in work areas, but their presence must be limited in both access to data and time. Minors, dependents, and/or students are not to remain in work areas or used for work. Volunteers will be allowed in work areas to assist in work only on approval of the Chief Personnel Officer.