MISSISSIPPI STATE UNIVERSITY
DEPARTMENT OF HUMAN RESOURCES MANAGEMENT
GUIDELINES FOR EMPLOYEE CONDUCT
PURPOSE
To provide guidelines for employee conduct.
POLICY
University employees are expected to perform their job duties in a professional and responsible manner. Inappropriate employee conduct includes, but is not limited to the following:
1. Poor performance of duties, including failure to follow instructions, failure to maintain established standards of work or productivity, or any other unsatisfactory performance.
2. Violation of an attendance policy involving unscheduled absence or tardiness, including failure to report to the workstation at the beginning of the scheduled hours or leaving the work area prior to the scheduled conclusion of the work period, and absences, which exhibit a pattern or trend or which become excessive.
3. Failure of an absent employee to notify the supervisor in accordance with departmental procedures.
4. Failure to inform the supervisor when leaving the work area or failure to report to the work area at the scheduled conclusion of a work break or meal period.
5. Failure to conform to a departmental uniform or dress code policy, including the wearing of identification badges or name tags.
6. Use of profane or abusive language on University premises, or actions that may be discourteous or harmful to others, including smoking in designated non-smoking areas.
7. Use of another’s computer sign-on or computer access code or providing another the use of an individual’s sign-on code without proper authorization to gain unauthorized access to confidential or privileged information.
8. Insubordination, including refusal to accept instructions from supervisors, police officers, civil defense personnel, or other proper authorities.
9. Unauthorized or improper use of University property.
10. Acts of unlawful discrimination, including but not limited to, unlawful discrimination based upon race, color, religion, sex, national origin, age, disability, or veteran’s status (See OP 03.02).
11. Harassment (See OP 03.03).
12. Sleeping on the job.
13. Falsifying, misrepresenting, or omitting information on any University record, including but not limited to, intentional failure to accurately record time records, or registering the time card of another employee without proper authorization; the Application for Employment form, or other official University records.
14. Threats, fighting, physical altercations, verbal abuse, or other physical action against another person while on University premises.
15. Commission of any crime on University premises or commission of a work-related crime while off campus.
16. Conviction of any crime or misdemeanor involving moral turpitude, the nature of which reflects adversely upon the University or adversely affects the ability to perform University duties.
17. Failure to follow University or departmental policies or state/federal laws, including but not limited to behavior that compromises another’s safety or contributes to hazardous conditions, violates rights to privacy, or discloses confidential University information..
18. Violating the Ethics in Government Law (i.e., conflict of interest).
19. Any other action, behavior, or communication that, as perceived by University officials, adversely affects the University or any sub-unit thereof.
REVIEW
This policy and procedure will be reviewed by the Director of Human Resources Management at least every four years.
HRM 60-401
01/19/07
For information about this policy, contact the responsible/reviewing department hyperlinked above.
