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HR 6.01pr - Workplace Civility and Respect : ProcedureSUMMARY/SCOPE Maintaining a culture of respect and civility in the workplace is key to a successful work and classroom environment. A culture of civility and respect improves morale and fosters productivity and enhances learning. DESCRIPTION Each member of Edmonds College is expected to treat other community members with civility and respect, recognizing that disagreement and informed debate are valued in an academic community. Demeaning, intimidating, threatening, bullying, or violent behaviors that affect the ability to learn, work, or live in the college environment depart from the standard for civility and respect. These behaviors have no place in the academic community. Disrespect must not be confused with legitimate comments and/or advice (including relevant negative comments and feedback) from or to managers and supervisors on work performance or work-related behavior of an individual or group. Feedback on work performance or work-related behavior differs from harassment in that feedback is intended to assist employees to improve work performance or the standard of their behavior. However, even the most serious criticism or negative feedback should be delivered respectfully, privately, and courteously. College employees will not engage in behavior that embarrasses, intimidates, or humiliates others--or which a reasonable person would find embarrassing, intimidating, or humiliating. Examples of these behaviors may include but are not limited to:
Additionally, visitors, vendors, contractors, and the families of college members are required to display appropriate conduct at all times. Noncompliant behavior may lead to removal from the campus.
CONFLICT RESOLUTION: As any first step to resolving workplace issues, initial concerns shall be addressed informally and privately between employees one-on-one and/or with the assistance of their supervisor. The Human Resources Office can provide individuals with advice and strategies to attempt to resolve these informally between or among employees and with their supervisors. If an employee's behaviors persist, college employees should initiate complaints formally (in writing) or informally with the appropriate administrator of the employee's operational unit. Complaints about peers should be presented to the concerned employee's immediate supervisor. Complaints about managers should be presented to the concerned employee's operational President's Leadership Team member. Copies of any written complaints and responses shall be sent to the head of Human Resources. Initial violations of these procedures will usually result in an informal investigation or inquiry; any issues may be managed through an employee's performance evaluation process before any discipline will be considered. However, severe or multiple violations of these procedures may result in the application of progressive discipline in an effort to correct the behavior. For additional guidance on identifying potential threatening or violent behavior and for the best ways to deal with these incidents, contact Human Resources (for employees) or the Student Conduct Officer (for students), or Campus Safety and Security (for visitors). A member of the college community who displays inappropriate conduct is subject to disciplinary action. The college may impose sanctions on students and employees who violate the Workplace Civility and Respect Policy (HR 6.0), consistent with appropriate college policies and collective bargaining agreements. Exempt employee – after an investigation, the college will determine whether disciplinary action needs to be taken with the employee; based on the severity of the behavior, an oral warning up to possible termination may be taken with the employee. Classified employee – the collective bargaining agreement will be followed. Faculty member – the collective bargaining agreement will be followed. Student – the Student Code of Conduct will be followed. SS 1.0 Student Code of Conduct Faculty CBA July 1, 2016-June 30, 2019 Classified CBA July 1, 2019-June 30, 2021 2019-Sep 30 Revisions approved by President's Leadership Team 2017-Jan 09 Approved by President's Cabinet 2009-Apr 20 Revisions approved by President's Cabinet |
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