Standards of Conduct
By accepting employment with Kenyon College, you have a responsibility to the College and to your fellow employees to adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary. When each person is aware that they can fully depend upon fellow workers to follow the rules of conduct, then our organization will be a better place to work for everyone.
Generally speaking, we expect each person to act in a mature and responsible way at all times. However, to avoid any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these activities will be to your benefit as well as the benefit of Kenyon College. This list is not all inclusive and, notwithstanding this list, all employees remain employed "at-will." If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed, please see your supervisor for an explanation.
Occurrences of any of the following violations, because of their seriousness, may result in immediate dismissal without warning:
- Willful violation of any college rule; any deliberate action that is extreme in nature and is obviously detrimental to Kenyon College.
- Willful violation of security or safety rules; failure to observe safety rules and Kenyon College safety practices or tampering with Kenyon College equipment or safety equipment.
- Negligence or any careless action which endangers the life or safety of another person.
- Being intoxicated or under the influence of illegal controlled substance drugs while at work; use or possession or sale of illegal controlled substance drugs in any quantity while on college premises.
- Unauthorized possession of dangerous or illegal firearms, weapons or explosives on college property or while on duty.
- Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on college premises or when representing Kenyon College; fighting, or horseplay or provoking a fight on college property, or negligent damage of property.
- Insubordination or refusing to obey instructions properly issued by your supervisor pertaining to your work; refusal to help out on a special assignment.
- Threatening, intimidating or coercing fellow employees on or off the premises - at any time, for any purpose.
- Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage of College property, or the property of fellow employees, customers, suppliers, or visitors in any manner.
- Theft of college property or the property of fellow employees; unauthorized possession or removal of any college property, including documents, from the premises without prior permission from management; unauthorized use of college equipment or property for personal reasons; using college equipment for profit.
- Dishonesty; willful falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying reason for a leave of absence or other data requested by Kenyon; alteration of college records or other college documents.
- Giving confidential or proprietary Kenyon College information to other organizations or to unauthorized Kenyon employees; breach of confidentiality of personnel information.
- Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.
Occurrences of any of the following activities, as well as violations of any Kenyon College rules or policies, may be subject to disciplinary action, including possible immediate dismissal. This list is not all-inclusive and, notwithstanding this list, all employees remain employed "at will."
- Unsatisfactory or careless work; failure to meet quality standards as explained to you by your supervisor; mistakes due to carelessness or failure to get necessary instructions.
- Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or ethnic slurs.
- Leaving work before the end of a workday or not being ready to work at the start of a workday without approval of your supervisor; stopping work before time specified for such purposes.
- Sleeping on the job; loitering or loafing during working hours.
- Excessive use of college telephone for personal calls.
- Failure to report an absence or late arrival; excessive absence or lateness.
- Obscene or abusive language toward any supervisor, employee or customer; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on college premises.
- Speeding or careless driving of college vehicles.
- Failure to immediately report damage to, or an accident involving college equipment.
- Failure to use your time and/or attendance card; alteration of your own timecard or records or attendance documents; punching or altering another employee's timecard or records, or causing someone to alter your timecard or records.
The Discipline Policy applies to all employees who have completed the introductory period.
This policy pertains to matters of conduct as well as the employee's competence. However, an employee who does not display satisfactory performance and accomplishment on the job may be dismissed, in certain cases, without resorting to the steps set forth in this policy.
Under normal circumstances, supervisors are expected to follow the three-step procedure outlined below. There may be particular situations, however, in which the seriousness of the offense justifies the omission of one or more of the steps in the procedure. Likewise, there may be times when the College may decide to repeat a disciplinary step.
To insure that Kenyon College business is conducted properly and efficiently, you must conform to certain standards of attendance, conduct, work performance and other work rules and regulations.
When a problem in these areas does arise, your supervisor will coach and counsel you in mutually developing an effective solution. If, however, you fail to respond to coaching or counseling, or an incident occurs requiring formal discipline, the following procedures occur.
Step One: Oral Reminder
Your supervisor will meet with you to discuss the problem, making sure that you understand the nature of the violation and the expected remedy. The purpose of this conversation is to remind you of exactly what the rule or performance expectation is and also remind you that it is your responsibility to meet that expectation.
You will be informed that the Oral Reminder is the first step of the discipline procedure. Your supervisor will fully document the Oral Reminder. Documentation of the incident will remain in the department file and will not be placed in your permanent record, unless another disciplinary transaction occurs.
Step Two: Written Reminder
If your performance does not improve within a 3 month period after the Oral Reminder or if you are again in violation of Kenyon College practices, rules or standards of conduct, your supervisor, after reviewing the situation with their manager and/or Department Head will discuss the problem with you, emphasizing the seriousness of the problem and the need for you to immediately remedy the problem.
Following the conversation, your supervisor will write a memo to you summarizing the discussion. The original memo will go to you and a copy will be routed to the Human Resources department. The Human Resources copy of the memo will be placed in your file.
Step Three: Decision-Making Leave
If your performance does not improve within a 3-month period following a Written Reminder, or if you are again in violation of Kenyon College practices, rules or standards of conduct, you will be placed on Decision Making Leave. The Decision Making Leave is the final step of Kenyon's disciplinary system.
Decision Making Leave is a paid, one-day disciplinary suspension. Employees on Decision Making Leave will spend the following day away from work deciding whether to correct the immediate problem and conform to all of the college's practices, rules and standards of conduct, or to voluntarily resign and terminate their employment with Kenyon.
If your decision following the Decision Making Leave is to return to work and abide by Kenyon College practices, rules and standards of conduct, your supervisor will write a letter to you explaining your commitment and the consequences of failing to meet this commitment. You will be required to sign the letter to acknowledge receipt. A copy of the letter will be routed to senior managers in your chain of command and to the Office of Human Resources to be placed in your personnel file.
You will be allowed to return to work with the understanding that if a positive change in behavior does not occur, or if another disciplinary problem occurs within the next 3 months, you will be terminated.
If you are unwilling to make such a commitment, you may be terminated.
Sequence of Steps
If you commit any of the actions listed below, or any other action not specified but similarly serious, you will be suspended without pay pending the investigation of the situation. Following the investigation you may be terminated without any previous disciplinary action having been taken.
- Falsification of Company records
- Failure to follow safety practices
- Conflict of interest
- Threat of, or the act of doing bodily harm
- Willful or negligent destruction of property
- Use and/or possession of intoxicants, drugs or narcotics
- Neglect of duty
- Refusal to perform assigned work or to follow a direct order
Employment and compensation with Kenyon College is "at will" in that they can be terminated with or without cause, and with or without notice, at any time, at the option of either Kenyon College or yourself, except as otherwise provided by law.
If your performance is unsatisfactory due to lack of ability, failure to abide by Kenyon College rules or failure to fulfill the requirements of your job, you will be notified of the problem. If satisfactory change does not occur, you may be dismissed. Some incidents may result in immediate dismissal. Employees who are dismissed are generally not eligible for rehire.