Number: HR 110
Effective: February 4, 2013
Last Reviewed: December 21, 2021
Department: Human Resources
Last Revision: December 20, 2021


To establish expectations for employee conduct while at work and/or while representing CWI.


Applies to all employees of CWI.


CWI requires all employees to act in accordance with all state, federal, and local laws, and regulations. Further, employees are expected to be of high moral and ethical character and utilize judgment to avoid even the appearance of impropriety.

Similarly, employees are expected to conduct themselves in a manner that is helpful and productive, and which does not reflect adversely upon CWI. Employees must recognize that public employees are subject to additional public scrutiny in their public and personal lives because the public's business requires the utmost integrity and care. In order to accomplish the goals of CWI as a public education institution, each employee is expected to scrupulously avoid personal behaviors which would bring unfavorable public impressions upon CWI and its officials. In order to accomplish such a goal, each employee must continuously receive acceptable or higher performance reviews and comply with conduct and performance expectations established by CWI. By way of example and without limitation, employees shall:

  • Work cooperatively and constructively with fellow workers, students, and members of the public to provide public service of the highest quality and quantity. This is the first priority for all employees.
  • Be prompt and regular in attendance at work or other required employee functions.
  • Comply with dress standards established in the department in which the employee works. Dress standards shall be set by the managing official, but in the absence of any departmental dress standards, clothing shall be appropriate for the functions performed and shall present a suitable appearance to students and the public.
  • Dedicate primary efforts to CWI employment with secondary employment within CWI subject to approval by the employee’s supervisor. In compliance with CWI’s policies regarding outside employment and conflicts of interest, each employee must notify his/her immediate supervisor of any other non-CWI employment, self-employment, or other business interests to ensure there is not a conflict of interest.
  • In general, decline gifts that are valued at $50 or more (I.C. §18-1356). Employees should seek guidance from their supervisor when faced with any gift or gratuity situation.
  • Be subject to the administrative authority of the officials who supervise the department where the employee works even though the officials may not have been involved in the hiring of the employee.  Adhere to any code of ethics in the employee’s profession and avoid conflicts of interest or using the employee’s public position for personal gain.
  • Follow all rules for care and use of public property to assure that the public investment in such property is protected and that the safety of students, the public, and other workers is maintained.
  • Abide by all departmental rules whether they be written or issued orally by the supervisor. No employee shall be required to follow the directive of a supervisor which violates any federal, state, or local laws. Employees are encouraged to report violations to CWI’s Ethics Hotline.
  • Maintain the confidential nature of records that are not open to public disclosure.
  • Adhere to defined work schedules including start and end of workdays, breaks, and lunch periods. Employees should follow procedures for requesting exceptions from normal work schedules. Each employee shall follow the rules regarding the reporting of work hours and obtaining the supervisor’s approval for time-keeping records.
  • Perform such obligations as are necessary to carry out the work of CWI in an efficient and effective manner.
  • Obtain and maintain licensure requirements lawfully required as a condition of employment for the position as provided in his/her job description.

Employees should refrain from the following behaviors:

  • Engaging in conduct away from work which may reflect adversely upon CWI.
  • Engaging in the workplace or public conduct otherwise detrimental to the accomplishment of the goals established by CWI.
  • Engaging in abusive conduct toward fellow employees, students, or to the public, or using abusive language in the presence of fellow employees, students, or the public. Abusive language shall include profanity and loud or harassing speech.
  • Sleeping at or being absent from the employee's workstation when on duty. Employees shall be attentive to their work at all times.
  • Engaging in malicious gossip and/or spreading rumors, engaging in behavior designed to create discord and lack of harmony, or willfully interfering with another employee’s work output or encouraging others to do the same.
  • Using work time for personal business, including the selling of goods or services to the general public. Employees should minimize the amount of work time spent on similar activities engaged with fellow employees.
  • Using work time or CWI premises to promote religious beliefs to members of the public, students, or fellow employees.
  • Providing false or misleading information on employment applications, job performance reports, or any other related personnel documents or papers.
  • Destroying, altering, falsifying, or stealing, the whole or any part of a record kept as part of the official government records of CWI.
  • Abusing employee benefits offerings by taking unjustified sick leave, unearned vacation, or otherwise participating in a scheme or deception designed to create incorrect personnel records or to claim benefits that are not deserved in accordance with CWI policy.
  • Violating rules concerning absence from the workplace without proper authorization. Employees must obtain prior permission as required by CWI policy for use of vacation, sick, bereavement, or other types of leave granted by CWI.
  • Engaging in prolonged visits with co-workers, children, friends, or family members that interfere with the course of work in the office or department in which the employee works.
  • Damaging or threatening damage to CWI property, or other property that CWI controls, regardless of location.
  • Intentionally or negligently misusing or destroying CWI property, including facilities, equipment, vehicles, records, or other materials.
  • Engaging in retaliatory behavior toward CWI employees, students, or the public.
  • Engaging in deceit or otherwise withholding information relevant to an administrative investigation.
  • Storing private personal property on CWI premises, or using private personal property for CWI business without authorization from the department director.

Violations of this policy should be brought to the immediate attention of the employee’s supervisor or HR. Instances of fraud or abuse will be brought to the immediate attention of the President or Vice President of Finance and Administration. External independent auditors may be brought in to investigate any issue at the discretion of the President or the Board of Trustees.

Interference with a review or investigation of this type is prohibited and is also subject to the same corrective action. Interference includes, but is not limited to, such things as failing to cooperate with auditors or investigators; restricting access to CWI employees or property; and the destruction, alteration, or removal of documentation relating to the review or investigation.

Employees who engage in conduct of the nature described above, or that CWI considers unacceptable or inappropriate, or who violate any CWI policy or procedure presently in force or later established by CWI, may be subject to corrective action up to and including termination, depending on the severity and/or frequency of the offense. Whether corrective action is taken in a given instance and what type of corrective action is appropriate, are subject to the discretion of CWI. Nothing contained in this policy creates due process or contract rights on behalf of any employee or limits or modifies the at-will nature of employment with CWI.

Although CWI does not tolerate retaliation against any individual making a report in good faith, a process has been implemented that allows an employee to make a report, anonymously if desired, through CWI’s Ethics Hotline.