Employer ABC’s Code of Professional
Responsibility applies all staff employed.The Code establishes standards of conduct deemed necessary to advance
the beneficial ends and foster the professional welfare of the firm.The Code is based upon principles of honesty
and integrity.Conduct that breaches
these standards or violates these principles will be governed by this Code.
The Code is designed to supplement
other policies.Employer ABC remains
committed to its discrimination and harassment policies and to maintaining the
integrity of its personnel procedures.
The code is a declaration of
organizational values and a statement of enforceable standards of conduct.The procedures shall be consistent with
current personnel policies and procedures and shall preserve rights of due
process and confidentiality.
of Professional Conduct
The Employer ABC Code of Professional
Responsibility provides that employees shall:
Comply with and abide by all rules and
Comply with and abide by all State and
Federal laws and regulations.
Maintain the highest professional
Commit no act of forgery or alteration
of ABC documents or records.
Commit no act of theft, damage or
destruction of Employer ABC's or property.
Cause no physical harm to any employee
Engage in no activity that obstructs
the administration of disciplinary procedures or review and appointment
Make no unauthorized commitments or
promises binding Employer ABC or any of its employees.
Not give preferential treatment to any
organization, corporation or individual where the employee has personal or
financial interest, direct or indirect, which conflicts with the performance of
one's duties.When awarding contacts or
hiring staff where a conflict exists, one must excuse oneself from the
Use ABC’s facilities, property and
resources for the benefit of ABC and its clients.
Participate in no business or
professional activity that promotes one's personal interest or gain unless it
is related to one's duties or done with the knowledge and agreement of Employer
Make no attempt to receive or agree to
receive any gift or benefit of any kind where it might reasonably be inferred
that the gift or benefit was given, or offered, for the purposes of influencing
or rewarding one for the discharge of duties assigned.
Maintain the confidentiality of
personnel and organizational processes and proceedings where such
confidentiality is provided by policy or law.
Uphold and abide by the standards of
professional associations or licensing bodies that one is a member.
Engage in no activity that uses one's
employment at ABC to gain or use information not available to the public for
financial gain for oneself or other's with whom one is associated, unless
related to ones job duties.
It is understood that employees have a
responsibility to represent themselves in a responsible manner.All employees shall be objective in their
professional judgments of other ABC employees.
Any employee use the procedures set out
herein to ensure these standards of professional conduct are upheld.Employer ABC reserves the right to take
disciplinary action as set forth in the procedures.The College reserves the right to institute
its own proceedings against a person who violates State or federal law or any
of the College's policies.(See #1
A Complaint must be filed within days from when the employee should have had
notice of its occurrence.The Complaint
must include the:
·Alleged offender’s name.
·Nature of the violation, including
·Names of possible witnesses.
·Date of the Complaint.
·Date of the alleged violation.
Complaint forms shall be made available
in Personnel and completed forms will be filed' in Personnel.Personnel shall date each complaint on the
Forward a copy of the complaint to the
alleged offender within days of its filing.
Be available to answer the
Within days of the filing the complaint, allow the
parties to informally resolve the matter.If resolved at this stage, both parties will indicate so in writing and
the complaint is dismissed.
If issue is not resolved at this stage,
Personnel shall forward the complaint to the CEO for resolution.
of the CEO
The CEO shall hear arguments within days of its receipt of the Complaint from
Based upon testimony, documentation,
and other relevant evidence presented at the hearing, the CEO will dismiss the
case or impose a recommended sanction.Failure of the complainant to appear at the hearing shall result in
dismissal of the complaint.
No sanctions shall be imposed because
the Defendant fails to answer or appear at the hearing.In this case, the evidence in support of the
charges shall be presented by the complainant and considered by the CEO.
The CEO shall not participate in any
case where he/she is a witness or has a personal interest.The CEO’s eligibility to participate in a
case is subject to challenge by either party prior to the hearing.Employer ABC will utilize the services of Law
Firm ABC to determine if a conflict exists.If a conflict is deemed to exist, one of the Vice Presidents, agreed to
by both parties, will replace the CEO.A
moderator from Law Firm ABC shall conduct the hearing.The moderator shall promote and provide for
the effective conduct of the hearing.
A verbatim audio record will be
produced as requested by either party.
Hearings shall be closed.Witnesses will be present only to give
testimony and respond to cross-examination.
The parties can present witnesses
subject to the right of cross-examination of the other party.The CEO, through the moderator, has the
discretion to limit the number of witnesses to be heard.
The CEO may direct questions to any
party or any witnesses.
The CEO shall consider oral and written
evidence.The moderator can exclude irrelevant
or repetitious evidence.Witnesses who
knowingly furnish false testimony may be charged with a violation of the
Each complainant and/or accused can
choose to be assisted by one advisor (e.g., attorney, counselor, etc.).The advisor can assist and advise but not
speak for the accused or complainant or present their testimony.
The CEO will make a decision within days of the date of the hearing.
Warning.Oral or written notice to the offender that
continued wrongful conduct within a period of time stated in the warning may be
cause for disciplinary action.
Reprimand.Written notice to the offender for violation
of specified regulations.
Other Sanctions.The CEO may recommend other sanctions as may
be reasonable and appropriate in a particular case up to and including