General Policies and Procedures
This list is not exhaustive; please also refer to the policies and procedures manual.
Appropriate Use of Computing Resources Policy
Users of college computing resources are expected to use them responsibly. View the Appropriate Use of Computing Resources policy.
Appropriate Use of Data Policy
Durham Tech employees are expected to access and disseminate College data with a focus on providing accurate and timely information that is consistent with relevant state and federal laws. Employees are expected to access, use, and release data in an intentional and controlled manner that permits an appropriate level of disclosure, ensures the timely receipt of accurate data by interested parties, enables accurate and meaningful interpretation and use of the data, and protects the confidentiality of students and individual faculty and staff members. Employees are responsible for using data and information appropriately and using the most accurate and current data and information available. View the Appropriate Use of Data policy.
Communicable and Infectious Diseases
Durham Tech complies with all state and federal laws relating to the protection of qualified persons with a disability or handicapping condition. The College will make every reasonable effort to ensure that employees who are handicapped by a communicable disease are afforded all the rights and privileges of these laws. However, it is not discriminatory action under North Carolina law to fail to hire, transfer, promote, or discharge a handicapped person because the person has a communicable disease in which the risk of contagion cannot be eliminated by a reasonable accommodation.
Employees infected with a communicable or infectious diseases or facilities, unless medically-based judgment in an individual case determines that exclusion or restriction is necessary for the welfare and safety of members of the College community.
Individuals who know or have a reasonable basis for believing they have a communicable disease are expected to seek expert advice about their health circumstances and are obligated, ethically and legally, to conduct themselves responsibly to prevent the spread of a communicable disease in accordance with the control measures prescribed by the N.C. Commission for Health Services, pursuant to Chapter 130A-144 of the N.C. General Statutes. For guidance on the College’s instructional and operational response to communicable disease emergencies, including pandemics, refer to the Communicable Disease Emergencies policy.
The College shall maintain strict confidentiality for any employee with a communicable or an infectious disease.
Conflicts of Interest
By directive of the President and Durham Tech’s Board of Trustees, all College employees are to avoid conflicts of interest in accordance with the provisions of North Carolina General Statutes 115D-26 and 14-234. Employees are expected to act in the best interests of the College and shall strive to meet the highest standards of integrity and ethical behavior in order to uphold a standard of conduct that engenders public trust and that protects the College’s reputation and financial well-being.
Employees shall disclose any potential conflict of interest to the Executive Director of Human Resources. Upon receipt of notice of a potential conflict of interest, the Executive Director of Human Resources shall make a recommendation to the President. The President, in his sole discretion, shall determine whether a true conflict of interest exists.
If the President determines that a conflict of interest exists, the interested employee(s) shall not participate in any activity, including but not limited to selecting, awarding, or administering a contract or purchase order, to whom the conflict of interest involves.
It is the personal responsibility of all employees to avoid conflicts of interest. If the President determines that an employee has violated conflict of interest guidelines this policy, the President, in their sole discretion, shall determine the appropriate disciplinary action, up to and including termination.
If the employee does not agree with the President’s decision, the employee may exercise their right to grieve as outlined in the Employee Conflict Resolution and Grievance policy.
Conflict of Interest: A conflict of interest relates to a financial or other personal consideration that has the potential to, or the appearance of, compromising an employee’s objectivity in meeting their duties or responsibilities.
Financial Consideration: A financial consideration involves an employee’s receipt of anything of monetary value, including but not limited to the following:
Payments for services by companies with which the College may do business (e.g. consulting fees and salary); and
Equity interests involving companies with which the College may do business (e.g. stocks, stock options, ownership interests, patents, copyrights, and royalties).
Personal Consideration: A personal consideration involves any personal interest or affiliation.
Immediate Family: An employee’s immediate family shall include the employee’s spouse, domestic partner, child, stepchild, mother, father, stepmother, stepfather, mother-in-law, father-in-law, brother, brother-in-law, stepbrother, sister, sister-in-law, stepsister, grandparent, grandchild, aunt, uncle, niece, or nephew
Specifically Prohibited Conduct
Employees are prohibited from using their job title, the College's name, and/or the College’s property for personal profit or benefit.
Employees shall neither solicit nor receive any gift, reward, gratuity, favor, promise, or anything of monetary value in exchange for recommending, influencing, or attempting to influence any College activity, including but not limited to selecting, awarding, or administering a contract or purchase order or any decision of the college administration.
Employees shall not participate in selecting, awarding, or administering any purchase or contract on behalf of the College where, to the employee’s knowledge or information, any of the following has a financial or personal interest in said purchase or contract:
A member of the employee’s immediate family, extended family, or household;
An organization in which the employee or a member of their immediate family, extended family, or household is an officer, director, or employee;
A person or organization with whom the employee or a member of their immediate family, extended family, or household is negotiating employment or has any arrangement concerning prospective employment; or
A friend of the employee.
Drug and Alcohol Policy
Durham Technical Community College is committed to the well-being of the College community and to promoting and providing a safe and healthy environment. The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances or alcoholic beverages is prohibited on College premises and at College-sponsored activities.
Durham Technical Community College understands that substance abuse is an extremely complex issue that can impact the safety and welfare of the College community. Therefore, the College pledges its cooperation to maintain a drug and alcohol abuse prevention program as required by federal law. View the employee Drug and Alcohol policy.
Electronic Signature Policy
In an effort to increase efficiency and ensure secure processes when faculty, staff, and student signatures are required, the College allows electronic signatures to be used when certain conditions are met and related procedures are followed. View the Electronic Signature policy.
Employee Conflict Resolution and Grievance Policy
Durham Tech provides a fair, reasonable, and readily accessible process for employees to resolve general workplace grievances and complaints as they arise. View the Employee Conflict Resolution and Grievance policy.
Employee Photo Identification and Keys
Durham Tech is committed to providing a safe and secure environment by effectively managing access to campus buildings, rooms, and resources. All full-time and part-time Durham Tech employees are required to have with them at all times a College-issued photo identification/key card made by Campus Police and Public Safety. Faculty and staff should wear their identification/key card at all times while on duty. If a key(s) or key card is lost, stolen, or damaged, the employee must notify their department leadership immediately and ensure a Lost, Stolen, or Broken Key or ID Card form is submitted to the Director/Chief, Campus Police and Public Safety as soon as possible. View the Employee Identification and Keys procedure.
Human Subjects In Research Policy
Durham Tech establishes and follows procedures for reviewing internal and external research requests seeking students’ and/or employees’ voluntary participation in data collection and analysis. Researchers are held responsible for ensuring the rights and welfare of human subjects and providing prospective participants with legally effective informed consent. View the Human Subjects In Research policy.
Identity Theft and Fraud Prevention Policy
Durham Tech’s policy is to protect the College and the students, employees, and vendors from damages and losses associated with the compromise of sensitive personal and personally-identifying information. Consistent with this policy as well as to ensure compliance with the Fair and Accurate Credit Transactions Act of 2003 and any related state and federal laws, the College has developed and implemented the Identity Theft and Fraud Prevention Program to identify, detect, and respond to patterns, practices, or specific “red flag” activities that indicate real or potential identity theft and fraud. View the Identity Theft and Fraud Prevention policy.
Intellectual Property Policy
Durham Tech retains sole ownership of any intellectual property created by a covered individual when the intellectual property is part of the covered individual’s scope of employment or contracted work at the College and when significant College resources have been allocated or used to create the work. The College retains the right to use any intellectual property owned by the College and can, at its sole discretion, allow the covered individual limited or unlimited rights of use. View the Intellectual Property policy.
Political Activities of Employees
Please refer to North Carolina State Board Code (1C SBCCC 200.99).
Each Durham Technical Community College employee retains all rights and obligations of citizenship provided in the laws of North Carolina, of the Constitution, and of the United States. Therefore, employees are encouraged to exercise those rights and obligations of citizenship, subject to the following provisions:
Sexual Misconduct Policy
Durham Tech does not discriminate on the basis of sex, gender, or sexual orientation in its education programs, services, or activities. The institution is committed to maintaining and strengthening an environment founded on civility and respect, and providing a learning, working, and living environment that is free from harassment, discrimination, or other forms of sexual misconduct. Durham Technical Community College is further committed to ensuring all parties are afforded the protections of due process in reviewing complaints of sexual misconduct. View the Sexual Misconduct policy.
Tobacco-Free Campus Policy
Employees, students, visitors, and contractors are prohibited from using tobacco products at any time on College property as well as on any spaces where College-sponsored or College-related activities are held, including during non-instructional and non-service hours. View the Tobacco-Free Campus policy.
Travel Reimbursement Policy
Durham Tech will reimburse College employees and members of the Board of Trustees for travel directly related to College business or operations at the most current rate published in the North Carolina Office of State Budget and Management’s (OSBM) Budget Manual. View the Mileage Reimbursement procedure.
Use of Background Checks in Employment and Placement Decisions Policy
A criminal background check shall be part of the employment process for all new full-time employees, new part-time employees, and rehires when not employed by the College for more than one year effective July 1, 2014. Background checks may also be required for employees or student workers for employment or placement in select, sensitive positions, or as part of their educational curriculum. Background checks are conducted for the purposes of protecting College resources and promoting a welcoming and safe environment for employees and students. View the Use of Background Checks in Employment and Placement Decisions policy.
Weapons on College Property Policy
Durham Tech is concerned about the safety, welfare, and protection of all students, faculty, staff, visitors, and College property. The College is committed to providing a safe and secure environment to everyone. The College abides by local and state weapons laws. View the Weapons on College Property policy.
It is the responsibility of all employees to report unlawful or inappropriate actions or misconduct. The College is committed to protecting employees who report another employee’s unlawful or inappropriate actions or misconduct. The College has established and follows internal procedures for enabling faculty and staff to make such reports with protection from retaliation, harassment, or adverse employment consequences as a result of a report made following this procedure. View the Whistleblower policy.