For the Consortium to achieve its mission of being a world class technology solutions provider, every employee must share responsibility for specific standards that promote excellence. These standards, as defined by Consortium officers, identify the basic requirements for a productive work environment. The standards include such relevant issues as ethics, leadership, non-discrimination, and safety, as well as other topics that provide the foundation for a Consortium community in which positive employee relations can flourish. Management and Employees, share the responsibility for complying with and promoting these standards throughout the Consortium community.
The Consortium establishes Affirmative Action goals to achieve a diverse applicant pool in an effort to build a qualified workforce reflecting the composition of the Cleveland community and region. (See Also Equal Employment Opportunity)
Alcohol and Drug Free Workplace
The unlawful manufacture, distribution, dispensation, possession, or use of alcohol or controlled substances including illicit drugs, is prohibited on property owned or operated by the Consortium and is grounds for corrective action. No Consortium employee may report to or engage in Consortium related work while under the influence of illegal drugs or alcohol. Employees who are convicted of a violation of a criminal drug statute as a result of an incident occurring in the workplace or while on Consortium property must notify the Director of Human Resources for Employee Relations in writing within five days of his or her conviction. Such conviction will be grounds for mandatory evaluation and possible treatment for substance abuse disorder and for corrective action, up to and including termination. Employees, who have the need for assistance in avoiding the use of alcohol or controlled substances, should contact the Employee Relations Office or the Employee Assistance Program provider directly.
Punctuality and regular attendance are essential to insure optimal productivity and customer service. All employees are expected to report to work on time everyday that they are scheduled to work and to maintain a satisfactory record of attendance. The Consortium’s policy on attendance will apply for departments or management centers that do not establish a policy. Employees are encouraged to speak with their supervisor on the attendance policy that applies to their department or management center. (I-9)
The Consortium considers excessive absenteeism disruptive and unacceptable and subject to corrective action. Excessive absenteeism is defined as repeated occurrences (more than six in six months) of unscheduled absences and/or tardiness that are unrelated to approved time off. (I-9)
The employment relationship is a shared responsibility of the Consortium and employee. The Consortium promotes good employee relations through on-going communications which include periodic organization-wide notices, instant messaging, voice mail, electronic mail, handbooks, brochures, and policy and procedures. A hallmark of the Consortium's commitment to fair and equitable treatment is the Consortium's policy of dealing directly with employees without the presence of external representatives. (I-2)
Computing resources are available for efficient processing of legitimate Consortium business and communications. Access to and usage of computing technology places a responsibility on each authorized employee to conduct computing business in the same ethical manner that is required of all other conducts with added concerns for: 1) legal use of licensed software, 2) protection of confidential information, 3) legitimate use of hardware/software/periphery devices, 4) legitimate access to and use of valid data, 5) asset management, 6) right to privacy, 7) respect for and safeguarding of security passwords, user identity, and system access, 8) appropriate use of e-mail as an efficient communication tool, and 9) legal and appropriate use of the internet.
Conflict of Interest
All employees, while acting for or on behalf of the Consortium, should demonstrate both loyalty to the Consortium and the highest standards of ethics. The company discourages full-time employees from taking employment outside the company but understands that it may be necessary for financial or professional reasons. Moonlighting is allowed only with the prior approval of the Department of Human Resources in writing and subject to the following considerations:
- Work requirements, including overtime, will have precedence over any part-time employment elsewhere.
- The employee must be able to safely and effectively maintain their work performance standard at the company. For example, employees should not demonstrate signs of undue fatigue, stress, reduced attention span, etc.
- The company will not pay medical benefits for injuries or sickness resulting from employment outside the company.
- Employees cannot work for any business that is in direct competition with the company. Employees should ensure that outside activities do not conflict with or reflect adversely on the Consortium's interest nor deprive the Consortium legitimate work time. The following list provides examples of conflicts to avoid: financial dealings that are contrary to the Consortium's best interests; membership equity or employment relationships that may be in conflict; acceptance of favors, money or other considerations which might obligate the recipient to take action adverse to the Consortium's interest.
Employees need to disclose actual or potential conflicts to their supervisor as soon as they become aware of them.
Any faculty, student, or staff may seek advice about the policy from the Office of Equal Opportunity and Diversity (Staff). (I-10)
Disability and Disabled Veteran
The Consortium's Affirmative Action program includes the equal employment and advancement in employment of persons with a disability and veterans and veterans of the Vietnam Era. Employees who would like to participate in this program may disclose the nature of the disability to the Office of Equal Opportunity and Diversity.
Participation in this program is strictly voluntary. If a disability affects the employee's performance or might create a threat to the employee or others, then additional information will be helpful such as: 1) the skills and procedures the employee uses or intends to use to perform the job, and 2) the accommodations that the Consortium may make which would help the employee perform the job properly and safely. (I-1)
Every employee contributes to the Consortium image. While employees will have the right to personal preferences in dress and workplace décor, the overall image will be one of professionalism as appropriate for a particular function. The Consortium reserves the right to restrict dress and workplace decor for legitimate reasons relating to safety, hygiene or environmental conditions. (I-7)
Employment of Relatives/Friends
Employees are to avoid or remove themselves from situations that may compromise their authority by making decisions favoring one's own gain or gain for personal friends or family members. The specific areas of concern include contract awards, accurate record keeping, hiring, performance review and compensation decisions. (I-4)
Equal Employment Opportunity
The Consortium does not discriminate in recruitment, employment, nor policy administration on the basis of race, religion, age, sex, color, disability, sexual orientation, national or ethnic origin, political affiliation, or status as a disabled veteran or veteran of the Vietnam era. The same principles apply to the hiring of any handicapped person unless the handicap is directly related to job performance.
This policy not to discriminate in employment includes, but is not limited to, the following:
- The company will employ those applicants who possess necessary skills, education and experience without discrimination.
- The company will promote, upgrade, transfer, demote, recruit, advertise, or solicit for employment without discrimination.
- The company will train during employment and select for training and apprenticeship programs without discrimination.
- The company will establish rates of pay and terms, conditions, or privileges of employment without discrimination.
- All employees are expected to not aid, abet, compel, coerce, or conspire to discharge or cause another employee to resign because of discrimination.
- If an employee believes that the Affirmative Action and Equal Employment Opportunity policy is not being fully implemented, then the employee may discuss any concerns with the Office of Equal Opportunity and Diversity or to request a review process as outlined in the Staff Grievance Policy and Procedure
A shared code of ethics among all employees strengthens the overall quality of the Consortium community. The norm of expected conduct will be governed by truthfulness, openness to new ideas, and consideration for the individual rights of others, including the right to hold and express opinions different from one’s own.
Employees are expected to use good judgment, moral character and common sense in the determination of all acts that could violate good business ethics or cause harm to the company and/or fellow employees. Potential ethical conflicts can include, receiving expensive gifts from suppliers, misappropriation of work time or company property, biased selection of vendors or vendor contracts, disclosure of confidential company information to others or use for personal gain, etc.
The Consortium's mission rests on the premise of intellectual honesty: in the office. Without a prevailing ethic of honor and integrity not only in scientific pursuits but in all scholarly activity, the very search for knowledge is impaired. In these respects, each employee -- especially but not exclusively faculty -- must regard oneself as a mentor for others.
These principles make it possible for the larger society to place trust in the degrees conferred, the research produced, the scholarship represented and disseminated, and the critical assessments made of the performance of students and faculty, as well as judgments of staff and administrators.
To safeguard the standards on which everyone depends, each employee must accept individual responsibility for behavior and work, and refrain from taking credit for the work of others.
The culture of a Consortium also requires that the rights of all be protected, particularly by those entrusted with authority for judgment of the work of others.
Being a human community, the Consortium is subject to human failings, ambiguities, and errors. Therefore, the responsibility lies with those regulating the affairs of staff to maintain processes for judging and resolving instances where these principles may have been violated. However, all such systems depend for their effectiveness, in turn, on the acceptance of common norms of conduct--the ties of trust which bind the Consortium community together.
Employees are expected to perform and dutifully carry out their work assignments at all times to the best of their ability. Employees should conduct themselves so that the safety of both themselves and their fellow workers is preserved. Employees must not work in a manner that willfully obstructs or hinders another employee from completing his or her assigned duties. Personal problems between employees are not to be pursued at work. Employees should not engage in subversive activities against the company or fellow employees including, office politics, malicious gossiping, ridicule, etc.
The Consortium is a world class Consortium that prides itself on being understanding, welcoming, and supportive to all members of the Consortium community. Therefore, valuing diversity is a key part of the Consortium’s employment standards. The key principles in fostering inclusion are:
- The ability to achieve common goals while valuing differences
- The opportunity for employees to develop their skills to their full potential
- A better understanding of Consortium as a community of cultures
- Participation in Diversity initiatives
- On-going communications among faculty, staff and students
- Celebration and social activities that build awareness and appreciation. (I-7)
The Consortium is aware of the challenge for high performing employees to balance their work lives with the demands of full personal lives. Therefore, the Consortium suggests that employees be aware of the following guidelines:
- Family Relations
The Consortium promotes strong family ties. Family members are allowed at the workplace on special occasions as long as the visit does not jeopardize the productivity or safety of the employee and others in the work area.
- Personal Interest in Non-Profit Causes
The Consortium recognizes that employees participate in many organizations that conduct fundraising. However, an employee should not actively solicit another employee at work with goods for sale as a fundraiser for a non-profit organization. Only Consortium approved fundraising activities may be conducted while at work.
- Social Responsibility
Employees are encouraged to participate in community activities and organizations, but must confine their activity to non-working hours. If employees have an opportunity to integrate the Consortium community and the greater community, the employees should discuss the collaboration with their supervisors to insure Consortium approval. No resources of the Consortium may be at the disposal of outside organization without prior approval.
All employees are expected to meet high productivity standards. At Consortium productivity relates to the time management, teamwork, efficiency, cooperation, and contribution. The standards contributing to high productivity include, but are not limited to, the following:
- consistently reporting to work and leaving work according to work schedule
- fully engaging in work while on paid time
- being prepared for meetings, asking for assistance when necessary and meeting deadlines
- limiting unscheduled absences
- minimizing the need to conduct personal business during work hours
Professionalism in communications and behavior is the only acceptable form of interaction on campus and in Consortium business settings. Every employee is expected to conduct himself/herself in a manner that is a positive reflection of the Consortium. When differences of opinions occur, only constructive, legitimate, and respectful forms of communication are considered appropriate.
Safety and Security
The Consortium expects that all employees will share the responsibility for safety and security of themselves, fellow employees, students and guests, and maintain reasonable care when using Consortium property. Everyone must comply with Consortium written policies and guidelines set forth by offices including but not limited to Occupational and Environmental Safety as well as Protective Services and all Federal, State and Local regulatory bodies, including fire and police agencies. All employees are expected to comply with safety practices relating to their work and Consortium guidelines. Safety practices may include, but are not limited to, the following: wearing proper safety and work apparel, using personal protective equipment, using well-maintained tools and equipment, maintaining familiarity and compliance with safety standards, adhering to reporting systems, wearing appropriate personal dosimeters (such as radiation badges) and observing facility access procedures.
Employees can contribute to the safety of all by:
- Complying with federal, state, and local regulations
- Encouraging safety and security practices among peers
- Adhering to laboratory and departmental safety procedures
- Reporting violations of safe practices to the Department of Occupational
- and Environmental Safety
- Reporting on-the-job accidents in a timely manner in accordance with OSHA and State Department of Health guidelines to the Workers’ Compensation Office
- Reporting crimes and suspicious situations to Protective Services
- Seeking diagnosis and possible treatment from the Consortium Health Service in the event of personal injury from an on-campus accident requiring immediate attention
- Providing testimony, as necessary, in the event that Consortium or public officials require participation during an investigation or a situation involving legal action
- Seeking the assistance of the Employee Assistance Provider (EAP) in dealing with counseling and coping situations
- Being aware of potentially violent situations and treating them conscientiously.
Safe Work Procedures
Department managers will be responsible for creating and maintaining safe work procedures necessary to prevent and control hazards that have been identified through the worksite analysis. These control procedures are the basic means for preventing accidents. Each manager should tailor their department's safe work procedures to the job tasks being performed and the work area environment.
All employees are instructed to be continuously aware of fire prevention even though the company does not engage in activities that present a high fire danger. Smoking by employees will be restricted to designated break areas only. All flammable liquids will be stored in a storage cabinet that is specifically designed for these products. A sufficient number of fire extinguishers will be available throughout the facility, and will be clearly marked. Fire extinguishers, exit doors, exit signs, passageways and means of emergency exit shall be inspected periodically by the Safety Coordinator to insure that they are working properly and unobstructed.
Emergencies or injuries that require medical care but are not life-threatening and can be safely transported by automobile will be treated at the local health care facility. The local emergency rescue service will be called for any serious life-threatening injuries, and for transporting injured employees that cannot be safely transported by automobile. The local emergency rescue service in our area is contacted by dialing 911. Our area has enhanced 911 service, so our street address should be displayed on the 911 operator's screen. This number is also used for fire and police service.
Sexual harassment is unacceptable conduct which will not be tolerated. All members of the Consortium share responsibility for avoiding, discouraging, or reporting any form of sexual harassment. The Equal Employment Opportunity Commission (EEOC), which regulates these statutes, defines sexual harassment as any unwelcome sexual advance, requests for sexual favors, or other verbal or physical conduct of a sexual nature, or verbal or physical conduct directed at an individual or individuals because of gender and motivated by animus (strong dislike or animosity) based on gender when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or student status;
- Submission to or rejection of such conduct is used as the basis for decisions affecting that individual with regard to employment (raises, job, work assignments, discipline, etc.) or to student status (grades, references, assignments, etc.); or
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or educational experience, or creates an intimidating, hostile or offensive work and/or educational environment.
- Any employee who believes that sexual harassment is occurring has the right to an inquiry and should request a copy of the policy and procedures for Sexual Harassment.
If an employee believes that he or she is being subjected to sexual harassment, the employee should personally and immediately notify the Department of Human Resources. An investigation will be undertaken and appropriate sanctions and corrective measures will be instituted if the employee's allegations warrant such action. Persons who commit acts of intimidation and harassment will be admonished to discontinue such conduct and will be disciplined according to the severity of the Consortium. Appropriate discipline may include actions up to and including termination of employment.
With the Consortium's commitments to health-related research and teaching, protection of the health environment of students, employees and guests is a major concern. Therefore, and in compliance with Surgeon General, the Consortium does not permit smoking in its facilities, in or around main entrances or exits of its facilities, or in Consortium vehicles, excluding residence hall rooms. If an employee needs assistance with a smoking cessation program, the employee should contact the Employee Relations Office or the Employee Assistance provider directly.
Solicitation or distribution of literature by employees for non-sanctioned Consortium events is permitted only when the employees are on non-work time and in non-work areas.
The use of Consortium directories or work-dedicated systems, such as electronic mail, voice mail, instant messaging, facsimile systems, and bulletin boards, for the purposes of solicitation or distribution of literature for non-sanctioned Consortium events is prohibited. Solicitation or distribution of literature by non-employees, on or through Consortium property is prohibited.
For more information about employment opportunities at CampusEAI, please send an e-mail to firstname.lastname@example.org.