Employee Code of Conduct

Contents

Introduction

The Employee Code of Conduct

Compliance with Law

Respect in the Workplace

Protection of Company Property

Professionalism

Creating a Good Learning Environment

Fraternizing with Students

Assault, Endangerment, or Infliction of Physical Harm

Bullying, Intimidation, Harassment, or Discrimination

Disorderly Conduct

Alcohol and Drugs

Events and Parties

Representing our Company through Social Media

 

Introduction

Our Employee Code of Conduct company policy outlines our expectations regarding employees’ behavior towards their colleagues, supervisors and overall organization. This policy applies to all our employees regardless of employment agreement or rank.

The South Gate Society School of Creative Writing(SGS) promotes freedom of expression and open communication. But we expect all employees to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting our workplace. We also expect them to foster a well-organized, respectful and collaborative learning environment.

The Employee Code of Conduct

Compliance with Law

All employees must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.

Respect in the Workplace

All employees should respect their colleagues as well as the students. We won’t allow any kind of discriminatory behavior, harassment or victimization. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

Physical restraint, assault, or any other act of violence or use of physical force against any member of the faculty, or students, or any act that threatens the use of physical force is forbidden. Conduct- whether reckless or intentional- that a person knows, or which any reasonable person under the circumstances would know, places oneself or another at risk of bodily harm is subject to disciplinary action, whether or not the risk is realized.

Bullying is not tolerated. Bullying includes any electronic, written, verbal, or physical act or a series of acts of physical, social, or emotional domination that is intended or any reasonable person should know would cause physical or substantial emotional harm to another employee or students. Bullying conduct may not only cause a negative effect on individuals targeted, but also others who observe the conduct.

Intimidation is any verbal, written, or electronic threats of violence or other threatening behavior directed toward another person or group that reasonably leads the person(s) in the group to fear for her/his physical well-being constitutes intimidation, is prohibited.

Discrimination, including harassment based on a protected class is defined as unreasonable, unwelcome conduct that is based on things such as an individual’s sex, race, color, age, religion, national or ethnic origin, sexual orientation, gender identity or expression, pregnancy, marital status, medical condition, veteran status, or disability. This type of discrimination can occur in any form and can be directed at individuals or groups. In all cases, SGS encourages individuals to seek support and assistance as soon as discriminating conduct occurs. Before any conduct can be considered for the student conduct process, it must be clear that no substantial free expression interests are threatened by bringing a formal charge of discrimination. 

Protection of Company Property

All employees should treat the company’s property, whether material or intangible, with respect and care and shouldn’t misuse company equipment or use it frivolously.

Employees should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) Employees should use them only to complete their job duties. Employees should protect company facilities and other material property (e.g. company cars, office equipment, film equipment, etc.) from damage and vandalism, whenever possible.

Professionalism

All employees must show integrity and professionalism in the workplace. All employees should fulfill their job duties with integrity and respect toward customers, students, and the community. We expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner. Employees are expected to act in a professional manner which includes meeting obligations, being truthful, being cooperative with SGS’s administration, maintaining integrity in their work and civility in their conduct and communications.

Employees should follow their schedules. We can make exceptions for occasions that prevent employees from following standard working hours or days. But, generally, we expect employees to be punctual when coming to and leaving from work. We expect employees to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.

Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues’ work. All employees must be open for communication with their colleagues, supervisors or team members.

SGS may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation. Possible consequences include: Demotion, reprimand, suspension or termination for more serious offenses, detraction of benefits for a definite or indefinite time. SGS may take legal action in cases of corruption, theft, embezzlement or other unlawful behavior.

Representing SGS through Social Media

If you handle our social media accounts or speak on SGS’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should:

  • Be respectful, polite and patient.
  • Avoid speaking on matters outside your field of expertise when possible. Always answer, “I’d be happy to look into that question further” and then contact the dean.
  • Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use.
  • Coordinate with our [PR/Marketing department] when you’re about to share any major-impact content.
  • Avoid deleting or ignoring comments for no reason.
  • Correct or remove any misleading or false content as quickly as possible.

Creating a Good Learning Environment

SGS expects its employees to foster an environment which reflects the school’s values of:

  • Cultivating a creative environment;
  • Caring for the artists who join SGS as students, mentors, or participants;
  • Create an open learning environment in which questions are encouraged;
  • Maintain and promote integrity and respect for one another.
  • Adhering to high ethical standards while performing their duties.

Employees are expected to promote and support a respectful, inclusive and safe work environment where everyone is treated with equality, respect and dignity.

Fraternizing with Students

Faculty, employees , and interns must conduct themselves in a professional manner at all times. This includes avoiding personal, social or romantic relationships with any student or prospective student unless the relationship existed at the time of admission to SGS.  Violation of this policy will result in disciplinary action, up to and including termination.

Assault, Endangerment, or Infliction of Physical Harm

Physical restraint, assault, or any other act of violence or use of physical force against any member of the community, or any act that threatens the use of physical force is forbidden. Conduct- whether reckless or intentional- that a person knows, or which any reasonable person under the circumstances would know, places oneself or another at risk of bodily harm is subject to disciplinary action, whether or not the risk is realized. The director will review the conduct and the circumstances in which it occurred and decide whether it falls under a minor or major adjudication. The more reckless the conduct and the greater the risk of serious bodily harm and/or the greater the actual bodily harm caused, the greater the likelihood of a severe sanction.

Bullying, Intimidation, Harassment, or Discrimination

Bullying.Bullying includes any electronic, written, verbal, or physical act or a series of acts of physical, social, or emotional domination that is intended or any reasonable person should know would cause physical or substantial emotional harm to another student or group of students. Bullying conduct may not only cause a negative effect on individuals targeted, but also others who observe the conduct. Bullying is prohibited, and participating in such acts will result in disciplinary action. The director will review the conduct and resolve the matter. Bullying conduct is severe, persistent, or pervasive and has the effect of doing any of the following:

  1. substantially interfering with a community member’s education, employment, or full enjoyment of the school or school environment
  2. creating a threatening or intimidating environment
  3. substantially disrupting the orderly operation of SGS/Trekanten

Intimidation.Intimidation should be reported to the director. Intimidation is any verbal, written, or electronic threats of violence or other threatening behavior directed toward another person or group that reasonably leads the person(s) in the group to fear for their physical well-being constitutes intimidation, is prohibited, and will result in disciplinary action. Anyone who attempts to use bullying or intimidation to retaliate against someone who reports an incident, brings a complaint, or participates in an investigation in an attempt to influence the judicial process will be subject to disciplinary action.

Discrimination and HarassmentDiscrimination should be reported to the director directly. Discrimination, including harassment based on a protected class is defined as unreasonable, unwelcome conduct that is based on things such as an individual’s sex, race, color, age, religion, national or ethnic origin, sexual orientation, gender identity or expression, pregnancy, marital status, medical condition, veteran status, or disability. This type of discrimination can occur in any form and can be directed at individuals or groups. When appropriate, minor infractions can be resolved informally and with remedial steps, including training, counseling, or mediation. When this discrimination objectively and subjectively harms the person by severely, persistently, or pervasively interfering with the person’s educational opportunities, peaceful enjoyment of residence and community, or terms of employment, it is subject to disciplinary action, up to and including expulsion/dismissal. In all cases, SGS encourages individuals to seek support and assistance as soon as discriminating conduct occurs. Before any conduct can be considered for the student conduct process, it must be clear that no substantial free expression interests are threatened by bringing a formal charge of discrimination.

Disorderly Conduct

Students at SGS have the right to express their views, feelings, and beliefs inside and outside the classroom and to support causes publicly, including by demonstrations and other means. These freedoms of expression extend so far as conduct does not impinge on the rights of other members of the community or the orderly and/or essential operations of the school. Disorderly conduct is not permitted.

Violation of the orderly operation of SGS includes, but is not limited to:

  1. Excessive noise, which interferes with classes, offices, residence hall neighbors, or other campus and community activities
  2. Unauthorized entry into or occupation of a private work area
  3. Conduct that restricts or prevents faculty or staff members or student employees from performing their duties, including interruption of meetings, classes, or events
  4. Failure to maintain clear passage into or out of any SGS building or passageway, and/or work space
  5. Failure to disperse when a building, office, or campus space is closed
  6. Other conduct that disrupts the normal operations of the school.

Alcohol and Drugs

The unlawful possession, use, purchase, or distribution of alcohol on SGS/Trekanten property or as part of any school-related activity is prohibited unless stated otherwise. The unlawful possession, use, purchase, or distribution of illicit drugs, controlled substances (including stimulants, depressants, narcotics, or hallucinogenic drugs), or paraphernalia- or the misuse of prescription drugs, including sharing, procuring, buying, or using in a manner different from the prescribed use, or by someone other than the person for whom it was prescribed- is prohibited on SGS/Trekanten property.

Events and Parties

Events SGS defines an event as an academic, intellectual, cultural, and/or social gathering, which is open to all or a registered group of current SGS students, in a designated campus space in which alcohol may/may not be present for the entirety of the event.

Parties SGS defines a partyas a social function where alcohol may be served in a designated campus space and more than five (5) students are present. Underage drinking is prohibited. A party may be held on- or off- campus and may only be sponsored by SGS students. All parties held on-campus are automatically subject to this policy. If an individual and/or organization holds a party off-campus they may be subject to the student code of conduct and/or Danish law. If held off campus, a party becomes subject to this policy if either of the following conditions are met:

  1. The party is funded or sponsored by SGS. This includes expenses that are reimbursed at a later time.
  2. The social function is broadly advertised on campus in such a way as to invite student attendance. This includes verbal, written, or electronic personal invitations to individual students.