Workplace Conduct

Policy

To ensure orderly operations and provide the best and safest possible work environment, Loyola University New Orleans expects employees to follow rules of conduct that will protect the interests and safety of all employees and the University.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of misconduct:

• Theft
• Falsification of timekeeping records or any other records
• Abuse of alcohol
• Working under the influence of illegal drugs
• Possession, distribution, sale, transfer, or use of 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 Loyola-owned property (i.e. computers, telephones, fax machines, etc.)
• Insubordination or other disrespectful conduct
• Violation of safety or health rules
• Smoking in prohibited areas
• Unlawful discrimination, sexual or other unlawful or unwelcome harassment
• Violation of University Responsible Computer Use policy
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
• Excessive absenteeism or any absence without notice
• Excessive tardiness
• Unauthorized absence from work station during the workday
• Unauthorized use of telephones, mail system, or Loyola-owned equipment
• Unauthorized disclosure of confidential information
• Violation of personnel policies
• Violations of criminal statutes of city, parish, state, or the federal government
• Job Abandonment (three consecutive work days where the employee has not called or reported to work).

Some misconduct is so grave as to warrant immediate termination. Supervisors are authorized to suspend an employee pending an investigation into the nature and seriousness of the misconduct. Investigative suspensions are with pay. When an employee is suspended pending an investigation, the supervisor should contact the Department of Human Resources immediately. The Department of Human Resources will coordinate the investigation, meet with the employee if necessary and, in consultation with the employee’s supervisor, make the recommendation regarding disciplinary action or termination. The appropriate Vice President in consultation with the Department of Human Resources will make the final decision as to the appropriate action.