The university is steadfastly committed to full compliance with all applicable laws and ethical standards that govern its operation as an institution of higher education and as an employer. Consistent with that commitment, the university expects each employee to acknowledge and exemplify the highest standards of professional and ethical conduct. In that regard, the university expects that its employees, while on working time or while representing the university, will conduct themselves in a manner consistent with all applicable legal and ethical standards.
All employees have a duty to report, verbally or in writing, promptly and confidentially, any evidence of improper practice of which they are aware. As used here, “improper practice” means any illegal, fraudulent, dishonest, negligent, or otherwise unethical action relating to university operations or activities. Employees must contact their immediate supervisor or Human Resources with knowledge of improper practice. When alleged impropriety appears to involve a management employee, reports must be to the next higher management level and Human Resources.
The university strictly prohibits any retaliation against any person who reports or participates in the investigation of any allegedly improper practice pursuant to this policy. Any person found to have engaged in retaliation prohibited by this policy is subject to appropriate disciplinary action, including immediate dismissal from employment.
It is not possible to set forth with specificity each area of expectation for personal conduct. Nevertheless, the following are issues of specific concern with regard to expected standards of personal conduct. This list is not exclusive and all employees are expected to act in accordance with the expectations set forth above, even if a specific act of misconduct is not described below.
- The university respects the dignity of all students, faculty, staff, and visitors and expects all employees to show the same respect and concern for others without regard to rank or position, demonstrating professionalism, courtesy, honesty, and care in the performance of their duties. Employees may not engage in any activities on the job that would place in danger the safety of others, nor may employees bring onto university premises or carry in university vehicles any items that could create a potentially hazardous or offensive work environment. (Also see policy on Possession of Weapons.)
- Employees may not engage in coarse or obscene language nor conduct themselves, through action, words or dress, in a manner that suggests or creates disrespect for others or reflects poorly on the university.
- Employees are expected to comply with applicable health and safety regulations governing the workplace. The university has a Safety Committee and publishes a manual setting forth safety procedures. If an employee is aware of a health or safety hazard or has a concern about health and safety issues, he or she should contact their immediate supervisor or the Environmental Health and Safety Office immediately. Employees who violate health and safety regulations or who engage in conduct which creates an actual or potential workplace hazard may be subject to discipline.
- Employees shall not engage in outside activities which consume so much time and energy as to interfere with obligations to the university or which bring discredit or disrespect to the university.
- Each employee is personally responsible for all university assets and property assigned to the employee. Each employee is responsible for providing a full accounting of all university assets and material for which the employee has responsibility.
- University employees have an obligation to disclose and answer fully and truthfully any authorized inquiry about any university matter with which the employee has been entrusted and to maintain a high level of security for all property, records, information and data made available to the employee.
- Employees will use sound judgment and maintain a high level of security and safety for all premises, equipment, keys, records, budgets/cash, information, data, and other valuables made available to the employee.
- Employees shall not maintain personal records or files of university information and must make available at any time, upon request, to their supervisors and to any employee who might succeed them in their positions, information accumulated within the scope of their work. All information and material related to an employee’s work is the property of the university. This includes written material, computer files, data, videos, audio files and other information, regardless of the form or medium in which the information is created or maintained.
- Employees are expected to comply with PLU Computer Use Policy, which is generally available online. Consistent with that policy, information, computer documents and other data contained or created on computers owned by the university and/or created on university time and or created in connection with university business shall be considered the property of the university unless otherwise specified.
- Employees with access to confidential information, whether verbal or written, shall treat such information as confidential at all times and shall not disclose or disseminate such information during the course of their employment except as may be required for the employee to perform his or her work duties for PLU, or at any time following separation from employment without express authorization for such disclosure.
- PLU does 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.
- PLU does not engage in high-pressure recruitment tactics such as 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 enrollments.
If an employee has a question about standards of expected conduct, he or she should consult with their immediate supervisor or contact Human Resources for clarification or guidance.