Work Rules and Disciplinary Action
To ensure orderly operations and provide the best possible work environment, Dunwoody expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
- Violation of any Dunwoody policy or procedure
- Undertaking any action meant to disparage or intimidate others
- Wearing or displaying, while on campus, any symbols that are designed to, or have the effect of, harassing, demeaning, intimidating, or disparaging any legally protected minority
- Theft or inappropriate removal or possession of property
- Falsification of timekeeping records
- Working under the influence of alcohol or illegal drugs
- Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment
- Fighting or threatening violence in the workplace
- Boisterous or disruptive activity in the workplace
- Negligence or improper conduct leading to damage of Dunwoody owned property
- Insubordination or other disrespectful conduct
- Violation of safety or health rules
- Smoking in prohibited areas
- Sexual or other unlawful or unwelcome harassment/offensive behavior
- Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
- Excessive absenteeism or any absence without appropriate notice
- Unauthorized absence from work station during the workday
- Unauthorized use of telephones, mail system, or other employer-owned equipment
- Unauthorized disclosure of confidential information
- Inappropriate use of the mail system
- Unsatisfactory performance or conduct
Every non-exempt employee has the responsibility for accurately recording his/her own time. “Time worked” is defined as all time during which an employee is required to be performing services for the benefit of Dunwoody, excluding unpaid meal or break time.
It is the responsibility of all non-exempt employees to record their time worked in Paycom to certify the accuracy of all time records. The Employee should record the time they begin and end their work as well as the beginning and ending time of any split shift or departure from work for personal reasons. The manager will review and approve the time before submitting it for payroll processing.
Altering, falsifying, tampering with time entered, or recording another person’s time will be considered timesheet fraud and may result in disciplinary action, up to and including termination.
Exempt employees must enter time for exceptions, (i.e. PTO, sick time, etc.) in Paycom. The manager will review and approve the time before submitting it for payroll processing
Employees will receive a 15 minute paid rest break in each four hour period not broken by a meal break.
Employees, including student employees, working six or more hours per day are entitled to an unpaid meal break of 30 minutes. Any closing and reopening of the work areas for a lunch break should be done during employee’s compensatory time. Prior to taking a break, safety issues/concerns should be adequately addressed to ensure that work areas are safe.
Employees required to work more than ten hours in any workday will be allowed a second unpaid meal break not later than six hours after returning from the first meal break.
Supervisors and employees will mutually agree upon scheduled rest breaks and meal breaks. The break periods may be changed at the supervisor’s discretion to maintain services to students, guests, or other employees.
Breaks for Nursing Mothers
Dunwoody will provide break time and make reasonable efforts to provide the use of an appropriate, private room with an electrical outlet for an employee who needs to express milk for her infant child. Please contact Human Resources to make arrangements.
Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.
Telecommuting is the practice of working at home or at a site near the home instead of physically traveling to a central workplace. It is a work alternative that Dunwoody may offer to some employees when it would benefit both the organization and the employee.
Employees who believe telecommuting can enhance their ability to get the job done should submit a written request to their manager proposing how it will benefit Dunwoody and themselves. The request should explain how they would be accountable and responsible, what equipment is necessary, and how communication barriers will be overcome.
The decision to approve a telecommuting arrangement will be based on factors such as position and job duties, performance history, related work skills, the employee’s ability to work on site when necessary, and the impact on the organization.
The employee’s compensation, benefits, work status, work responsibilities, and the amount of time the employee is expected to work per day or per pay period will not change due to participation in the telecommuting program (unless otherwise agreed upon in writing).
The employee’s at-home work hours will conform to a schedule agreed upon by the employee and his or her supervisor. If such a schedule has not been agreed upon, the employee’s work hours will be assumed to be the same as they were before the employee began telecommuting. Changes to this schedule must be reviewed and approved in advance by the employee’s supervisor. Human Resources must approve the arrangement.
During working hours, the employee’s at-home workspace will be considered an extension of Dunwoody’s workspace. Therefore, workers’ compensation benefits may be available for job-related accidents that occur in the employee’s at-home workspace during working hours. All job-related accidents will be investigated immediately.
Dunwoody assumes no responsibility for injuries occurring in the employee’s at-home workspace outside the agreed-upon work hours. The employee agrees to maintain safe conditions in the at-home workspace and to practice the same safety habits as those followed on Dunwoody’s premises.
In the case of an injury while working at home, the employee will immediately report the injury to the supervisor to get instructions for obtaining medical treatment.
The employee should not provide primary care for a child or other individual during at-home working hours.
Telecommuting is an alternative method of meeting the needs of the organization and is not an entitlement. As such, Dunwoody has the right to refuse to make telecommuting available to an employee and to terminate a telecommuting arrangement at any time.
Flexible scheduling, or “flextime,” is available in some cases to allow employees to vary their work schedule within established limits. Issues such as staffing needs, the employee’s performance, and the nature of the job will be considered before approval of flextime. Employees should consult their supervisor to request participation in the flextime program. Flextime must be approved by supervisor in advance and then approved by Human Resources.