Contra Costa Community College District. Ethics, Code of Conduct, and Conflict of Interest for Managers

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1 Contra Costa Community College District Ethics, Code of Conduct, and Conflict of Interest for Managers

2 Today s Agenda Welcome and Introductions Overview of Policy and Procedure Resources Exercises Debrief and Wrap-up

3 WELCOME!

4 Introductions Exercise 1. When I was in grade school I wanted to be 2. If I could live anywhere it would be 3. On the worst days at work, what keeps me going is 4. I am

5 Employer Expectations Costs of Ethics and Conduct Violations or Non-Application Code of Ethics and Conduct Appropriate Management Responses Attitude Shift Role of Manager Supervising Former Peers

6 Legal Costs LEGAL AREA FEES FEES FEES YTD Personnel/Students $274,822 $362,741 $443,481 Facilities/Business/Contracts $86,046 $69,846 $28,885 General Legal Advice $43,197 $36,473 $22,985 Labor Relations $14,245 $5,110 0 Total $418,310 $438,170 $495,351 (est. $619,189)

7 CODE OF ETHICS

8 CODE OF ETHICS Board Policy 2056 It is the policy of the district to apply the highest ethical principles and standards of conduct to all members of the district community -- managers, faculty, classified, and students. The district is committed to the principles of trustworthiness, respect, responsibility, fairness, and stewardship. The district strives to achieve fairness and equity, and to ensure that all students have equal access to educational programs and related student support services. The district also strives to maximize opportunities for academic achievement, meaningful employment and cultural enrichment for all students. The district is guided by the belief that a sense of true community is achieved when these ideals and values are reflected in the behavior of its members towards one another, students and the community.

9 EMPLOYEE CODE OF ETHICAL BEHAVIOR

10 EMPLOYEE CODE OF ETHICAL BEHAVIOR Human Resources Procedure The conduct of District employees as public employees shall be worthy of the respect and confidence of the community we serve. Employees must, therefore, avoid conduct which is in violation of their public trust or which creates a justifiable impression among the community that such trust is being violated. To this end, the following code of ethics is directed to all administrators, faculty, staff and student employees who are responsible for maintaining a positive working and learning environment in the District.

11 Employees shall:

12 Employees shall: Dedicate themselves to the ideals and principles that will enable students to develop their talents and interests.

13 Employees shall: Adhere to the principles of nondiscrimination and equality without regard to race, color, gender, sexual orientation, marital status, age, disability, religion or national origin.

14 Employees shall: Maintain high standards of professional conduct, and act with integrity.

15 Employees shall: Understand and appreciate the dynamics of interpersonal relationships when dealing with students, co-workers and the public.

16 No employee shall:

17 Use his/her position to secure unwarranted privileges or advantages for himself/herself or others. No employee shall:

18 Engage in any unwanted sexually related behavior with a student or coworker but instead shall always maintain a professional approach. No employee shall:

19 Knowingly make false or malicious statements about students or employees. No employee shall:

20 Use or allow to be used his/her employment for any information generally not available to members of the public for the purpose of securing financial gain for himself/herself or others with whom he/she is associated or for other personal reasons. No employee shall:

21 No employee shall: Undertake any employment or service, whether compensated or not, which might reasonably be expected to impair his/her objectivity and independent judgment in the exercise of his/her official duties or that would interfere with the employee s ability to fulfill his/her employment obligations.

22 EMPLOYEE CODE OF ETHICAL BEHAVIOR Violation of this code could subject an employee to disciplinary action up to, and including termination. Such violation will be enforced in conjunction with existing disciplinary procedures covering District employees.

23 GOVERNMENT CODE 1090 AND SUBSECTIONS- CONFLICT OF INTEREST FORM 700 REPORTING

24 OTHER POLICIES AND PROCEDURES BOARD POLICY 1010 CODE OF ETHICS OF THE GOVERNING BOARD STUDENT SERVICES PROCEDURE 3027 STUDENT CODE OF CONDUCT HUMAN RESOURCES PROCEDURE EMPLOYMENT OF RELATIVES AND HOUSEHOLD MEMBERS COMING SOON CONFLICT OF INTEREST GOVERNING BOARD POLICY AND ADMINISTRATIVE PROCEDURE

25 Resources for Managers Policies and Procedures FRISK Collective Bargaining Agreements Other On-line Resources Confidential Hotline Your Peers!

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29 Interest-Based Problem Solving My perspective The Story Your perspective Mine Stakeholders /interests Develop options/ Possible solutions Evaluate Commit & plan Mutually Satisfactory Solution Yours

30 Interest Based Problem Solving Steps 1. Tell the story. What is the issue? Identify question(s) to be addressed 2. Identify stakeholders and interests (T chart) 3. Develop options 4. Evaluate options against interests 5. Develop straw design 6. Consensus

31 Problem Solving Scenarios 4 Different Scenarios 4 Teams 30 Minutes to Address the Following: What is the first thing you would do? What resources would you use? Who needs to be informed and when? What is your short term (48 hours or less) plan? What is your longer term (days or weeks) plan? What do you, in your role as a manager, need to consider when thinking about what is best for all parties? What District liabilities exist? What could have been done to help prevent or mitigate the problem? 10 Minutes per Team to Report Out and Discuss

32 Exercise Report Out

33 Your Questions or Scenarios

34 Workplace interdependence is like a marriage, except you cannot get a divorce

35 Wrap-Up Follow up? Plus / Delta