Criminal Activity and Conviction Notification Policy
|Approved By and Date:||Board of Trustees||10-16-2014|
|Executive Leadership Team||07-01-2014|
Stanly Community College (SCC) is committed to providing an education and work environment in which all individuals feel safe and secure. In order to further advance this commitment, the College maintains a strict reporting policy regarding notification of employee arrest, citation, or criminal conviction. Criminal activity, fraud, and abuse or the concealment of such will not be tolerated at Stanly Community College.
When an employee’s behavior becomes an interference, liability, or detriment to the operation of Stanly Community College there will be consequences for such action which will be specific to the circumstances surrounding the behavior. Stanly Community College will follow the Progressive Disciplinary Policy in determining the course of action taken.
Criminal Activity and Conviction Notification Procedures
|Approved By and Date:||Executive Leadership Team||07-01-2014|
If an employee is charged with a violation of federal or state law, the employee shall immediately report the charge to his/her supervisor and the Human Resource Officer. After notification of the type of charge, facts surrounding the charge, classification of the charge as misdemeanor or felony, and court date, the Human Resources Officer, in conjunction with the appropriate Vice President and the President, will determine if the employee remains fit for duty. This determination will be case specific based upon the circumstances surrounding the employee’s behavior and the relationship to the employee’s job responsibilities.
Employees will immediately report a conviction of a criminal charge (s) to the Human Resources Officer and supervisor. Failure to report such incidents in accordance with this requirement will result in disciplinary action up to including dismissal.
Discipline for a criminal conviction will be handled in accordance with the Stanly Community College Progressive Disciplinary Policy. Generally, each case must be judged on its own merits according to the principles of the SCC Progressive Disciplinary Policy. The Human Resources Officer, in conjunction with the appropriate Vice President and the President, will determine if the employee remains fit for duty. This determination will be case specific regarding circumstances surrounding the employee’s criminal conviction and the relationship to the employee’s job responsibilities. Refer to the Progressive Disciplinary Policy for specific detail.
Employees who have been convicted of criminal activity, or have concealed a charge of criminal activity, will be subject to disciplinary action, up to and including dismissal. The level of disciplinary action will be dependent upon the severity of the offense and the relationship to the employee’s job responsibilities.
For the purposes of this policy, a conviction of criminal activity includes the finding of responsibility for a crime by a court of law, including a plea of “guilty” or “no contest” by the individual charged.
When an employee has been arrested and/or charged with a felony, or an offense involving moral turpitude that is detrimental to Stanly Community College and places the College in a negative light within the community, immediate suspension with or without pay, or termination may occur in accordance with the Stanly Community College Progressive Disciplinary Policy