Section: 3-Faculty

Policy No: 17

Approved: 3/21/96



17.1 While at work or on official College business, employees represent Dixie State College. The public's impression of the College may be determined by the actions of its personnel. Following are conditions of employment:

17.1.1 Punctuality, willingness to be of service, courtesy, cooperation and other acceptable standards of behavior should be observed at all times.

17.1.2 Employees must be honest, demonstrating integrity in their business and personal dealings and in their public service commitments.

17.1.3 College business should not be discussed in social conversation.

17.1.4 The ability to maintain confidentiality is a condition of employment.

17.2 It is the responsibility of each employee to ensure that s/he understands the terms of his/her employment with the College and to give a full measure of time and talent.

17.3 The College recognizes that the personal life of an employee is not an appropriate concern of the College, provided it does not affect the employee's effectiveness in fulfilling his/her obligations.

17.4 Employees will not solicit support for any political candidate, issue or referendum during working hours.

17.5 Employees are not allowed to solicit for organizations or distribute literature during working hours.

17.6 Employees may express their opinions to the media, such as in letters to the editor. But, unless explicit written approval is granted by the President, Administration or the Board of Trustees, employees will not identify themselves as spokespersons for the College.

17.6.1 Without such approval, use of the College letterhead is also prohibited.

17.7 Conflict of Interest: Employees are expected to avoid any situation where they use their College position to influence transactions to their personal benefit, or to conduct any business in which they have an interest, or to benefit any family member.

17.7.1 In order that potential conflicts of interest can be evaluated, employees are expected to make full disclosure to their supervisor, in writing, of any involvement in situations where conflict of interest might exist.

17.7.2 Some examples of conflict of interest situations include, but are not limited to: An employee representing or influencing the College in its dealings with an organization in which s/he owns interest. An employee personally benefiting from the purchase of surplus property if s/he participated in the College's decision to sell such property. College employees or students given work assignments of a personal nature during hours they are working for the College. An employee's private use of College equipment and facilities, without supervisory approval, unless rented under the same conditions as offered to non-employees. Personal use of supplies. When expendable supplies are used, compensation to the College is required. An employee using privileged information for personal gain. An employee accepting valuable gratuities or special favors from an individual or an organization with which the College does or may do business. An employee using a College position to obtain personal privileges or to provide credibility or support to a private undertaking. Employment of relatives (Employment of Relatives Policy 3-15)

17.8 Outside professional or supplementary employment

17.8.1 Participation in professional or creative activities such as consulting, research, lecturing, etc., is encouraged as long as such activities are not incompatible with the employee's Dixie State College assignments, as determined by the employee's supervisor.

17.8.2 Although supplemental employment is permissible, it is discouraged if it interferes with the employee's fulfillment of responsibilities to the College.

17.8.3 In negotiation for outside compensated services, or in the fulfillment of these services, the employee shall not act as a representative of Dixie State College or use its stationery or forms in any manner, nor should he/she use college facilities, personnel, supplies or services in fulfilling his/her outside obligations. Exceptions to be approved by the employee's supervisor.