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Workplace Practices: Code of Conduct
Date approved:
May 2011
Approved by:
 
Date to be reviewed:
April 2012
Reviewed by:
Director of Human Resources
Date revised:
Revision number:
1.1
 
 
Compliance Committee:
As Scheduled

1.0 PURPOSE

The mission of Wheeling Jesuit University as a community of students, faculty, administrators, and staff is to pursue academic excellence and service to others in the Jesuit tradition. In order for the Wheeling Jesuit University community to deliver excellence in all areas, the University holds each individual responsible and accountable for their actions.

2.0 POLICY STATEMENT

2.1 Responsibilities of all employees
In addition to the specific responsibilities enumerated in their job descriptions, all employees are expected to perform their assigned duties with courtesy, efficiency, and promptness, and to conduct themselves as responsible and cooperative members of the University and the community. Employees are expected to:

  1. Maintain relationships with their supervisors and colleagues which are collegial and collaborative;
  2. Coordinate and cooperate with others who are involved or who are affected by decisions and actions;
  3. Understand, interpret and apply University policies and programs accurately, uniformly and ethically;
  4. Create/ maintain a working environment encouraging commitment, respect and professional development.
  5. Be reliable and punctual.

2.2 Confidentiality
Employees are to adhere to the requirements of all University policies on Information Security. Disclosure of information in violation of those policies shall be regarded as grounds for corrective action up to and including termination.

2.3 Representing the University
When dealing with the community, employees are regarded as representatives of the University both on and off campus and should act accordingly. When interacting with the media, on area involving the University itself, it is the responsibility of the Director of Public Relations to issue the proper information quickly and efficiently. All media contact concerning the University should be referred to the Director of Public Relations; no employee should initiate media contact as a representative of the University without first informing the Director of Public Relations.

2.4 Dress Code

  1. The University reserves the right to establish and enforce standards relating to professional dress, grooming and personal hygiene. Supervisors or department heads, in consultation with Human Resources, may develop their own dress code appropriate to the nature of the work done within their department. The University also reserves the right, from time to time, to issue memoranda altering the dress code as it deems appropriate.
  2. Employees are expected to maintain at all times a professional appearance and, as a minimum, business casual attire with dress, grooming and hygiene appropriate to the position that they hold within the University. Questions as to the definition of "professional appearance" and "business casual" should be referred to the supervisor or Human Resources.
  3. All employees are permitted to dress down in casual attire on designated days and during designated periods. Departments may develop their own guidelines regarding appropriate casual dress and, in consultation with Human Resources, have the final say in determining whether a particular style of casual attire is appropriate for their department.
  4. Employees failing to adhere to the University’s standards with respect to dress, grooming and hygiene are subject to corrective actions up to and including possible termination.

2.5 Children in the Workplace

  1. It is inappropriate to have children present in the workplace. Employees must arrange for child care; however, in extenuating or emergency circumstances, the supervisor is permitted to make an exception to this policy for a limited time only.
  2. In winter when the campus is not closed, employees are expected to report to work at the regularly scheduled time. In the event family circumstances make this impossible (their child’s school is delayed or cancelled, etc), the employee must call the supervisor and use personal or vacation time.
  3. The University may, from time to time, permit children in the workplace for designated events such as "Bring Your Son or Daughter to Work" Day activities.

2.6 Workplace Health and Safety
Employees are to observe all safe work practices as determined by the University. In buildings with multiple offices and work stations in congested areas, employees are to respect the health and safety of co-workers who have health concerns or disabilities.

2.7 Workplace Violence
Wheeling Jesuit University is committed to the following:

  • Providing a safe work environment;
  • Taking prompt remedial action, up to and including immediate termination, of any employee who engages in any threatening behavior, acts of violence, use of obscene language in a threatening way, abusive or other threatening language or gestures in person or over electronic media;
  • Taking appropriate action when dealing with vendors, former employees, or visitors to the University’s facilities who demonstrate similar behavior. Such actions may include notifying the police or other law enforcement personnel for immediate removal of violators from campus and prosecuting violators to the maximum extent of the law;
  • Prohibiting employees, former employees, vendors and visitors from bringing firearms or other weapons onto the University’s premises (exception: law enforcement invited by the University to campus); and
  • Establishing viable security measures to ensure that the University’s facilities are safe and secure to the maximum extent possible and for properly dealing with access to University facilities by the public, off-duty employees, and former employees.
  • To assist with enforcement of this procedure, Employees are requested to warn their supervisors, security, personnel, or human resource representatives of any suspicious workplace activity, situations, or incidents that they observe or know of that involve other employees, former employees, customers, or visitors and that appear problematic. This would include threatening or offensive acts, comments or remarks.
    • Employee reports made pursuant to this policy will be held in confidence, to the extent possible. The University will not condone any form of retaliation against any employee for making a report in good faith under this policy.
  • Notification System: Systems are in place to allow for the immediate transmission of specific information regarding an emergency to all affected areas of the campus.
    • The telephone is the primary means of emergency notification at the University. In the event of a campus emergency the University will utilize Cardinal Alert to send out a text message, email, or voice message to all of those who are signed up for the program.
    • E-mail is a secondary means of communication.
    • In the event that telephone and/or e-mail communications are out, field communications will be utilized.
    • Campus Safety and Security Communications Center will be relocated in the Emergency Command Center. Primary site: 116/118 NTTC, Secondary site: CET President’s Conference Room

3.0 AUTHORIZATION

The Director of Human Resources, in conjunction with the President of the University, has the authority to approve changes or exceptions to this policy at any time with or without notice, provided such changes are in compliance with other policy guidelines.  

4.0 ATTACHMENTS


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