One of the most important aspects of employment to both the employee and the employer is working conditions. The College makes every effort to provide a work atmosphere that is conducive to individual development and job enrichment. In general, the policy of the College in this area is one of common courtesy and understanding.

The following policies have been established to help produce a good work atmosphere and enhance employee/employer relationship.

 1.    Appearance

Employees are expected to use generally accepted standards of good taste in personal hygiene and grooming and in the selection of clothing for use during work hours.

Public safety officers are required to wear uniforms in the daily exercise of their duties. Other personnel may be required to wear uniforms or specified items of clothing if such items are determined to promote effective job performance.

Employees of the College having access to confidential material should refrain from discussing such information with fellow employees or other individuals. Evidence of disclosure shall be considered grounds for termination.

It is the employee's responsibility to notify the Human Resources Office of changes in name, address, telephone number, marital status, etc., and to keep information current in the personnel file at all times. A Personal Data Form should be completed and returned to update your file. An Emergency Contact Form should be completed upon employment and updated as necessary in the event of an accident or injury to the employee during working hours.

To insure orderly operations and provide the best possible work environment, the College 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 forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions to rules of conduct that may result in disciplinary action, up to and including termination of employment:

* unsatisfactory work performance or conduct

* excessive absenteeism or any absence without notice

* repeatedly reporting late for work

* unauthorized absence from work area during work day

* working under the influence of alcohol or illegal drugs

* sleeping while on duty

* possession, distribution, sale or use of alcohol or illegal drugs in the workplace while operating College owned vehicles or equipment

* possession of dangerous or unauthorized materials such as explosives or firearms in the workplace

* sexual, or other unlawful harassment

* falsification of records (timekeeping, personnel, or others)

* unauthorized use of telephones, mail system or other College-owned equipment

* unauthorized disclosure of confidential information

* theft or inappropriate removal or possession of College property or that of another employee

* violation of safety or health rules

* insubordination or other disrespectful conduct

* fighting or threatening violence in the workplace

* boisterous or disruptive activity in the workplace

* negligence or improper conduct leading to damage of College-owned property

* violation of personnel policies

At their discretion, Supervisors may take disciplinary action if any of the above rules of conduct are violated.

Employees are not permitted to accept gratuities, courtesies, or gifts in any form from individuals, corporations, or associations that directly or indirectly may seek to use the connection formed to receive favorable comment or consideration on any commercial commodity, process or undertaking. The Governor has an established Code of Ethics for Government Service for government employees.

Solicitation shall include any undertaking of an individual or group, which attempts to promote the sale or use of a particular product or service. Solicitation campaign(s) in residence halls, classrooms, or administrative buildings or any other campus locations by private individuals, faculty, staff, students, or non-resident students are prohibited. Door-to-door sales at any of the College facilities are also prohibited. College facilities are for the use of the College, its departments and programs. Requests for use of facilities from non-College entities may be granted on a space available basis, for a fee. The College Administration recognizes that there are activities associated with the performance of one’s official duties as an employee of the institution, which involve solicitation-related activities. Nothing herein shall be construed as prohibiting activities which are inherent to the execution of one’s duties and which are performed in an official capacity for the College. Interpretations of the above shall be the responsibility of the Vice President for Business and Finance or designee.

It is not the policy of the College to act as a lending or collection agency and loans are not allowed. Employees are expected to conduct their financial activity within the scope of their compensation. Employees are not to act as loan agents. Discovery of any employee lending money and charging interest shall be considered just cause for termination.

8.    Garnishment of Pay

 9.    Political Activities

College employees retain all rights and obligations of citizenship provided in the Constitution and laws of the State of Georgia and the United States. To permit employees to fully exercise those rights of citizenship, while protecting the College's best interests, the following policies regarding political activities have been adopted:

* Employees cannot manage or participate in a political campaign that interferes with their job performance or services for which he or she receives compensation from the System.

* Employees may not hold elective political office at the state or federal level

* Employees seeking elective political office at the state or federal level must first request a leave of absence without pay. The leave of absence must begin before they are qualified as a candidate in a primary or general election and end after the general or final election. If elected to state or federal office, employees must resign before assuming office.

* Employees may seek and hold elective office at other than the state or federal level or hold appointive office, when it does not interfere with their job duties and responsibilities to the institution or the System.

The President may authorize the use of College facilities for campaign speeches. However, such use shall be limited to meetings sponsored by recognized organizations of the College and shall be held only at places designated by the President.

The use of system materials, supplies, equipment, machinery or vehicles in political campaigns is forbidden.

College employees should avoid conflicts of interest between College obligations and outside activities. This includes perceived conflicts of interest, where no conflict actually occurs.

An employee of the University System shall not engage in any occupation, pursuit, or endeavor which will interfere with the regular and punctual discharge of official duties.

Professional employees are encouraged to participate in professional activity that does not interfere with the regular and punctual discharge of official duties, provided the activity meets one of the following criteria:

* is a means of personal or professional development

* serves the community, state or nation

* is consistent with the objectives of the institution

For all activities, except single-occasion activities, the employee shall complete an Outside Activities Report Form and secure the approval of their immediate Supervisor and the Vice President for Business Affairs prior to engaging in the activities. Such activities include consulting, teaching, speaking, and participating in business or service enterprises. The use of the College's name, facilities, supplies and equipment, including computer and telephone systems, for outside employment purposes is prohibited.

South Georgia College supports freedom of expression by members of the academic community. This includes the freedom of College Faculty, Staff and Students to engage in debate, discussion, and peaceful, non-disruptive protest and dissent.

Faculty/Staff and Students are not permitted to engage in activities that interfere with the regular operation of the College. This includes:

* physical occupation of a building or campus area for an extended period

* use of verbal or written obscenities

* indecent or disorderly conduct

* making demands that must be met as a condition or dispersal

* ignoring College officials' reasonable request to disperse

At the College’s discretion, Faculty, Staff and Students who violate this policy may be subject to disciplinary action that could include termination of employment or expulsion.

Property owned by South Georgia College shall be used only for institutional purposes. No employee in the University System shall permit such property to be removed from campus for use on either a rental or loan basis for personal use. However, personal property such as portable computers or similar items may be removed from the campus to a home of an employee or an off campus site when the purpose is for business use only. Approval by the Departmental Supervisor and the Vice President for Business Affairs' Office must be obtained and documentation as to the location and use should be on file in the Information and Instructional Technology Office.

The telephone is considered property owned by South Georgia College for business purposes. Long distance charges for personal use are prohibited.

The College supports a discrimination-free work environment for all employees. This includes freedom from sexual harassment. The College strongly disapproves of sexual harassment in any form and prohibits employees at all levels from engaging in offensive or inappropriate sexual and/or sexually harassing behavior at work. In addition, all employees will be held responsible for insuring that the work place is free from sexual harassment. Please see the Sexual Harassment Policy for further information.

Faculty/Staff and Students are not permitted to engage in activities that interfere with the regular operation of the College. This includes:

* Unwelcome sexual advances

* Requests for sexual favors, whether or not accompanied by promises or threats regarding the employment relationship

* Other verbal or physical conduct of a sexual nature that threatens or insinuates that submission to or rejection of sexual advances will influence personal decisions regarding employment, evaluation, wages, advancement, assigned duties, shifts or any other condition of employment or career development

* Any verbal or physical conduct that substantially interferes with employees' ability to do their jobs

* Any verbal or physical conduct that creates an intimidating, hostile or offensive work environment

* Other sexually harassing behavior including, but not limited to, comments about an individual's body, sexually degrading words to describe an individual, offensive comments, off-color language or jokes, innuendoes, and sexually suggestive objects, books, magazines, photographs, cartoons or pictures

Sexual harassment may result in disciplinary action up to and including termination.

An employee who experiences sexual harassment from anyone at work, including Supervisors, coworkers, or visitors, are urged to report this conduct to College officials so they may investigate and resolve the problem immediately. Refer to the Procedures for Handling Complaints of Sexual Harassment when necessary.

There will be no retaliation against employees for reporting sexual harassment or assisting the College in the investigation of a complaint.

The College may take disciplinary action against an employee who provides false information during the investigation of a complaint of sexual harassment or unlawful discrimination.

As a recipient of federal funds, the College supports and complies with the provisions of the Drug Free School and Communities Act of 1989, the Drug-Free Workplace Act of 1988 and the Drug Free Schools and Communities Act Amendments of 1989.

To insure the continued receipt of federal funds and to comply with this legislation the College strictly prohibits the possession, manufacture, distribution, or use of illegal drugs or alcohol on the College campus by students and employees. This policy also extends to employees under federal contracts or grants, as well as students or employees conducting College-related business off campus.

The College encourages employees who feel they may have a substance abuse problem to seek counseling and treatment. The Personnel Office maintains a list of referral agencies and has drug education materials available upon request.

Employees or students who violate this policy will be subject to disciplinary action, up to and including termination of employment, expulsion from the College and referral for prosecution. Any disciplinary action will be consistent with the College's and the Board of Regents' policies and local and Federal laws.

The unlawful manufacture, distribution, dispensation, possession or use of illegal drugs by South Georgia College employees in the workplace is prohibited. If an employee is arrested or convicted (including a plea of nolo contendere) for a violation occurring in the workplace, the employee must notify the Director of Personnel in writing of each arrest or conviction within five calendar days of the arrest or conviction.

The College, within 30 days of receiving such notification, will take appropriate disciplinary action, up to and including termination, or require such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purpose by a federal, state, or local health, law enforcement or other appropriate agency.

Any employee who is convicted of the unlawful manufacture, distribution, sale, use or possession of marijuana, a controlled substance or other illegal or dangerous drug, or who admits guilt of any such offense in a court proceeding shall he suspended for not less than two (2) months or dismissed after compliance with procedural requirement set forth below. Such compliance shall be required as a condition of re-employment following suspension to complete a drug abuse treatment and education program approved by the President of the institution.

If, prior to arrest for an offense involving a controlled substance, marijuana, or a dangerous drug, an employee notifies his/her immediate Supervisor that he or she illegally uses a controlled substance, marijuana or a dangerous drug and is receiving or agrees to receive treatment under a drug abuse and education program approved by the College President, such employee shall be retained by the College for up to one (1) year as long as the employee follows the treatment plan. Retention of such employee shall be conditional upon satisfactory completion of the program. The employee's work activities may be restructured if in the opinion of the immediate Supervisor it is deemed advisable. No statement made by an employee to a Supervisor or other person, in order to comply with this policy shall be admissible in any civil, administrative or criminal proceeding as evidence against the employee. The rights herein granted shall be available to a system employee only once during a five-year period and shall not apply to any such employee who has refused to be tested or who has tested positive for a controlled substance, marijuana or a dangerous drug.

17.  Drug and Alcohol Screening

Employees who hold and use a commercial Driver's License (CDL) to perform services for South Georgia College are required to participate in the drug and alcohol screening program.

This program is required by federal statute and by Board of Regents policy directives.

Six (6) categories of screening are included in the program. 1) pre-employment, (2) random, (3) reasonable suspicion, (4) post-accident, (5) return to duty and (6) follow-up. Screening must indicate the absence of drugs and an alcohol concentration of less than 0.02%. Employees in positions that utilize a Commercial Drivers License (CDL) will be subject to disciplinary action, up to and including termination, for testing positive for the presence of drugs and/or alcohol.

The Human Resources Office will be responsible for the drug and alcohol screening for all applicable employees.

18.  Pre-Employment and Random Drug Testing of Employees Working In High Risk Jobs

Campus law enforcement officers will be subject to pre-employment and random drug testing for evidence of the use of illegal drugs. Employees are categorized as high-risk because their inattention to duty or errors in judgment while on duty can result in harm to themselves or others.

Campus law enforcement officers employed by private organizations which contract with the College to provide security services will also be subject to pre-employment and random drug testing as prescribed by the employer and consistent with this policy.

High-risk employees will be selected for testing by random drawings. Testing will be performed according to the regulations and procedures outlined by the State Merit System of Personnel Administration and approved by the Chancellor for testing applicants for state employment.

High-risk employees who refuse to submit to a drug test or who test positive for the use of illegal drugs will be terminated from employment using the dismissal procedures outlined in Section IX, “Separation and Termination Processes". The names of these individuals will be confidential, except to those who have a need for the information in their official capacity.

19.  Cooperation in Internal Investigations

College employees must cooperate fully in internal investigations when asked by their Supervisors or the President’s designated representatives. Such cooperation may include a polygraph test.

Failure to comply with this policy will result in disciplinary action that may include termination of employment.

20.  Service Awards

Appropriate awards recognizing various lengths of service may be presented by the College and only if state funds are not used to purchase such awards.

21.   Continuing Education/Professional Development

The College encourages employees to enroll in various academic programs offered, whether they are credit or non-credit offerings; however, such enrollment should not conflict with normal working hours and employees are limited to no more than one three credit hour course during the employees regular work day. Occasionally employees pursuing a degree may find it necessary to take a class during normal working hours. If this situation arises, the employee must have an alteration in work schedule approved by the immediate Supervisor.

A tuition remission & reimbursement program is currently available to eligible employees.

Employees should consult with their Supervisor and/or the Human Resources Office regarding the full range of employee development opportunities at South Georgia College.

22.   Safety and Accident Prevention

The College is committed to a policy of safety and accident prevention. This policy is intended to provide a safe and healthy environment for employees, students and visitors.

a.     Procedure

To provide a complete safety and accident prevention program, the College is committed to:

* provide and maintain safe work areas

* place employees in jobs according to physical ability and skill

* develop safe methods and train employees in these methods

* investigate accidents and prevent their recurrence

Supervisors are responsible for accident prevention and safety within their departments. Their responsibilities are to:

* establish and actively enforce procedures pertaining to safety and accident prevention

* detect and eliminate, or report for attention, all physical hazards

* insist on the proper use and maintenance of machine tools, equipment and physical facilities

* make sure employees are fully informed about potential hazards

* conduct continuous on-the-job safety training and make regular checks for unsafe practices

* promote good housekeeping at all times and make frequent inspections

* report an accident immediately to the Personnel Office so that a thorough investigation and First Report may be completed

b.      Public Employee Hazardous Chemical Protection and Right to Know Act

The State of Georgia enacted legislation to protect employees from the dangers of hazardous chemicals that may be encountered in the workplace. Basic training is required of all new employees and additional training is required for employees involved in the handling of hazardous chemicals. The additional training will include the safe use, storage and disposal of any chemicals they use. Physical Plant employs a Safety Inspector to assist in compliance with this policy.

23.  Travel Regulations

Travel regulations have been adopted for the guidance of those employees of South Georgia College who are required to travel away from their official headquarters in the performance of their official duties. These regulations are to conform to state laws and regulations and policies of the Regents of the University System of Georgia. Funds must be available in properly approved budget before any travel may be accomplished.

Each employee who is required to travel in the performance of his or her official duties and entitled to reimbursement for expenses incurred shall have prior authorization from his or her department supervisor or other designated official for the performance of his or her travel. Specific authorization shall indicate the itinerary, estimated cost of travel, mode of transportation and general purpose of the travel. Necessary forms are available from the Business Office. Contact Accounts Payable for current travel regulations or obtain more information from the State of Georgia Statewide Travel Regulation website.

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