Ethics, Code of Conduct, Performance Expectations, EPAs, and Staff Political Activity

1. Ethics, Code of Conduct, Performance Expectations, EPAs, and Staff Political Activity Long Beach Job Corps Annual Training Program

2. What are examples of inappropriate behaviors at work?

3. These are inappropriate behaviors: • Workplace Harassment • Sexual Harassment • Incivility / Bullying • Workplace Violence • Prejudices and Biases • Ethics Violation These violate the LBJCC Code of Conduct

4. What is workplace harassment? • Unwelcome verbal, written or physical conduct • Defamation or hostility towards a person • Based on race, sex, color, national origin, religion, sexual orientation, age, veteran status, political affiliation or disability • Creates intimidating, hostile, offensive work environment • Unreasonable interference with work performance • Affects employment opportunities or $$

5. What is sexual harassment? • Unwelcome • Sexual advances, request for sexual favors, or conduct of a sexual nature by ANYONE at work! • Quid Pro Quo – This for that! • Person in authority gives or withholds a benefit • Hostile Work Environment • UNWELCOME, SEVERE, PERVASIVEREPEATED sexual comments, innuendoes, touching creating an intimidating or offensive work environment

6. How? • Quid pro quo – employee submits to sexual advance • Hostile work environment – Sexual or lewd jokes, suggestive remarks, physical interference with movement, pictures, cartoons, sexual or racially derogatory comments, verbal abuse, conversations about sex, patting, pinching, hugging, kissing, posters, calendars, graffiti, signs or clothing with offensive messages, emails, voicemail messages, comments on a person’s appearance that make the person uncomfortable, disparaging remarks about a person’s gender

7. Who? Co-Workers Non-Employees Vendors Customers Suppliers Supervisors Managers

8. Facts about Harassment • Disparity of power • Victim doesn’t have to suffer economically • Person who consents may still be a victim • Third person can be victim of harassment • Does not have to be reported to be harassment • Can a single incident or comment be considered harassment and grounds for termination? • Harasser and employer may be personally liable for damages

9. He / She is just overreacting… • If the inappropriate workplace behavior is repeated and systematic with the intention of intimidating and humiliating another person, IT MUST STOP!

10. How does harassment affect employees? • Most commonly reported effects are: • Stress • Feelings of social isolation at work • Loss of financial security • Anxiety • Loss of self-esteem • Depression • Physical symptoms of stress such as: • Headaches, backaches, stomach cramps, nausea

11. How does it affect the organization? Financial costs may include: • High absenteeism • Low morale • High turnover & retraining costs • Time/resources to hire new employees • Higher accident levels • Possible discrimination claims • Cost of defending legal actions

12. Who can stop harassment? YOU CAN! How? • By not harassing others • By providing feedback to others who engage in offensive behavior • By reporting harassment when it continues

13. It is illegalIt violates the Code of ConductIt can result in termination

14. Is this harassment? • “That suit looks nice on you.” • “What are you – blind as a bat?” • “Did you get any last night?” • “You forgot again? What’s your problem—is your Alzheimer's acting up?” • “He rides the “short” bus!” • “You look really HOT in that outfit!”

15. What is incivility? Behavior creating an atmosphere of disrespect • Pettiness, rudeness, profanity, “attitude” • Racial, ethnic, or religious slurs • Belittling others because of language skills or word choice • Personal attacks, lies, nastiness, silent treatment • Talking about others behind their backs

16. Incivility? • Leaving the copier jammed and walking away • Eating someone’s food/beverage in the fridge • Not acknowledging someone’s good work • Interrupting someone speaking to someone else • Leaving a mess in the kitchen or microwave • Raising your voice to another employee or trainee

17. What is bullying? Repeated, health-harming mistreatment of a person (the target) by one or more perpetrators that takes one or more of the following forms: • verbal abuse • offensive conduct/behaviors (including nonverbal) which are threatening, humiliating or intimidating • work interference -- sabotage -- which prevents work from getting done

18. Bullies and their tactics Motivated by control: • Screamer –intimidates, preferably with witnesses • The snake - most common, hardest to identify - cruel gossip or insults • The critic - erodes your confidence; also trivializes or discounts your feelings • Gatekeeper - sabotages your work and reputation, sets unreasonable deadlines, denies proper training or withholds information

19. How to Really Get Along With Coworkers,(aka, how not to be a bully) • Attack the problem, not the person. • Look for good in those who are most frustrating. • Don't let the "crabs" get you down. • Ask, do not accuse – have a friendly conversation to find out what is wrong. • Speak to the coworker privately about their actions.

20. What is workplace violence? • Physical Assaults •  Stabbings •  Suicides •  Shootings •  Rapes •  Near-suicides •  Psychological traumas • Threats or obscene phone calls • Intimidation • Harassment of  any nature • Being  followed, sworn or shouted at • Bullying

21. Zero Tolerance • Direct or indirect violent, intimidating, threatening behavior • Harassment, threatening oral or written statements, harassing phone calls • No firearms • Knives with blades exceeding 2 inches • Mace or tazers (except law enforcement)

22. How do we prevent workplace violence? • Treat each other with respect • Improve communication • Notify management of suspicious activities • Watch for the warning signs • Promote workplace integrity • Listen for verbal intimidation • Be aware of psychological abuse between employees

23. What are prejudices? • Adverse judgment or opinion formed beforehand or without knowledge or examination of the facts • Unreasonable preconceived judgments or convictions • Synonymous with “Biases” • “Isms” = things people say when they open their mouths and speak without first engaging their brains

24. Some unacceptable “isms” • Ethnocentrism – prejudices against people of certain ethnic group (s) • Racism – prejudice against people based on race • Ableism – prejudices against people with disabilities • Ageism – prejudices against people because of age • Sexism – prejudice against people based on gender

25. What are ethics? • “Ethics has to do with what my feelings tell me is right or wrong.” • “Ethics has to do with my religious beliefs.” • “Being ethical is doing what the law requires.” • “Ethics consists of the standards of behavior our society accepts.” ~ Raymond Baumhart, Sociologist

26. Compliance Requirements • Federal Acquisition Regulation (FAR) • Consists of 53 parts, 8 subchapters, 1,987 pages! • Identifies the requirements for contractors selling to the government • Provide uniform policies and procedures for acquisition • Guiding principles that satisfies customer’s needs in terms of cost, quality, and timeliness • Minimizes administrative operating costs • Guidelines to conduct business with integrity, fairness, and openness

27. Sarbanes-Oxley Act 2002 • Purpose • Protect investors by improving accuracy and reliability of corporate disclosures • Eleven sections, each title has several sections • Created as a result of major corporate and accounting scandals including Enron, Tyco International, WorldCom, and Peregrine Systems • Title III – Corporate Responsibility – places responsibility for accuracy and validity of reports

28. What do business ethics look like? “Never suffer a thought to be harbored in your mind which you would not avow openly. When tempted to do anything in secret, ask yourself if you would do it in public. If you would not, be sure it is wrong.” Thomas Jefferson, May 1816

29. What do business ethics look like? • Begins with your personal ethics • Key values of respect, integrity, courage, and ambition • Direct, honest, and open communication • Always raise standards of performance • Basic moral ground rules by which we live our lives • Understanding what is right and wrong and doing what’s right

30. Personal Values for Business Ethics • Respect • Teamwork • Leadership • Trust • Honesty • Integrity • Responsibility • Quality

31. Ask yourself… • Is it illegal? • Does it break any laws or violate regulations? • Does it follow policy and procedures? • Is it how I’m expected to behave? • Am I following SOP, PRH, and site rules? • Do I have to think twice? • What is my “gut” saying? Is it safe? • Would I do it to someone I trust? • Am I hurting someone else? • What if it happened to me? How would I feel?

32. Code of Conduct requires us… • Respect and obey all laws • Conflicts of interest are prohibited • Prohibited from taking for ourselves opportunities that may arise due to position • Maintain confidentiality of information • Deal fairly with employees, customers, suppliers • Duty to protect company’s assets • Records and financials maintained accurately • Avoid activity that is or appears to be unethical or illegal

33. Report Wrong Doing • Positive workplace environment • Report violations to supervisor, manager, appropriate personnel • Report an “appearance” of wrong doing • Protection from retaliation

34. If you suspect a violation… • Contact HR or the Center Director • Prompt investigation • Do not guarantee anonymity • Who, What, When, Where • Violator will be disciplined up to and including termination • Consequences for false reports

35. Sexual harassment complaints… • Report to manager or supervisor immediately • Human Resources Manager or designee • EEO Specialists • Staff - Sandy Annino, ext. 2055 • Student – Michelle P. McCoy, ext. 2091 • ANYONE the employee feels comfortable reporting

36. EPA PROCESS • Introductory period – first 180 days of employment • Trial period for both you and LBJCC. During this time, your immediate supervisor will work closely with you to help you understand the needs and processes of your job. • Performance evaluation completed at end of the Introductory Period and annually thereafter • Vacation and personal leave will accrue but will not be available for use until completion of the Introductory Period (This policy waived for former LBJCC employees hired on May 1, 2010)

37. Staff Political Activity • Generally, most employees may actively engage in a wide range of political activities. • However, employees MAY NOT: • Engage in political activities during duty hours or on Government property; • Solicit or receive campaign contributions or host a political fundraiser; • Be a candidate in a partisan political election; or • Use Government resources for political activities.

38. Performance Improvement Projects • CD will form a committee • Staff and Managers from different departments • Details to follow once SOP is approved

39. Employee Manual – Quick Review • Conflict of interest policy – avoid conflicts between personal and company interests (no misuse of company data or working for competition) • Employment Policy – LBJCC does not knowingly allow discriminatory practices in employment • All employment decisions are made without regard to race, sex, national origin, sexual orientation, religion, veteran status, or disability

40. Employee Manual – Quick Review • Conflict Resolution policy – open door for resolution of problems, addressing concerns, or lodging official grievances or complaints • Resolve at lowest level if possible • Rules of Conduct – lists acceptable and unacceptable behavior in conjunction with the Code of Conduct • Drug Free Workplace policy – no tolerance for illegal drug activity • Dress Code policy– business casual or company uniform

41. Employee Manual – Quick Review • Discipline Process – progressive in nature -Steps may include: verbal warning, written reprimand, suspension, and termination • Employment may be terminated without having taken all steps, if warranted

42. Work Schedules & Timekeeping • Work Schedules provided by supervisor • Paid every two weeks • Each employee is responsible to record time daily

43. Any questions or comments?