POLICY AND PROCEDURES ACKNOWLEDGEMENT

POLICY AND PROCEDURES ACKNOWLEDGEMENT

For use by all employees

I hereby acknowledge receipt of information concerning the policies and conditions of employment at Georgia College & State University.

I understand it is my responsibility to be aware of and understand all policies and procedures mandated by the university, including but not limited to:

Department/Unit procedures and practices The Georgia College Employee Handbook The Policies, Procedures, and Practices Manual of Georgia College & State University Board of Regents policies and procedures State laws and regulations, and Federal laws and regulations.

I further understand that these policies do not constitute a contractual obligation on the part of Georgia College & State University as policies set forth are determined by the Board of Regents of the University System of Georgia and/or the United States government through various executive orders and federal employment guidelines.

I also understand that guidelines and polices are subject to change and I am responsible for following the most recent version.

Employee Name (Print)

Employee Signature

Date

Rev. 06/16

Index Information GCID ADP ID Paygroup Date of Birth

USG Ethics Training

Response Form

Name:

Last

First

M.I.

Mark each correct response:

1. The purpose of formally defining an ethics policy includes all of the following reasons EXCEPT: A. Ensuring consistency across the university system B. Ensuring each member of the USG community not bring their own values and beliefs into the workplace and only follow guidelines prescribed by the USG C. Ensuring student, faculty and staff are treated respectfully D. Ensuring laws and guidelines required by state and federal law are adhered to

2. Each of the following are part of the USG core values with the exception of: A. Integrity B. Excellence C. Accountability D. Fiscal Responsibility E. Respect

3. The USG Ethics Policy does not apply to members of the Board of Regents, only to system staff and faculty. A. True B. False

4. It is not necessary for individuals copying material to take extra steps to ensure that the material is in the public domain if it does not have a ? symbol on it. A. True B. False

5. Members of the USG community engaged in research are only expected to uphold the highest standards of intellectual honesty and integrity in accordance with local university standards. Standards at the state and federal level are optional. A. True B. False

6. There is no expectation of privacy once any personal material is placed on a government system (i.e. laptops, computers, tablets, assigned cell phones or smartphones). A. True B. False

7. Effective internal controls are one method that can be employed to assist the USG in achieving its mission. Good internal controls promote each of the following except: A. Efficient operations B. Accurate financial reporting C. Safeguarding of assets D. Responsible fiscal management E. Consistent work habits of ALL employees

Rev. 06/16

8. Romantic or sexual relationships between employees and people in positions of authority will not be discouraged by the USG as long as it does not affect work performance. A. True B. False

9. Sexual harassment of members of the USG community or students in the USG is prohibited and is subject to disciplinary action up to and including dismissal. A. True B. False

10. Compliance with laws, rules and regulations governing USG institutions is both a legal and an ethical mandate. The risks associated with non-compliance can be significant. Significant risks include which of the following: A. Loss of reputation B. Loss of external funding C. Financial penalties D. Loss of accreditation E. Potential criminal prosecution F. All of the above

11. It is appropriate for USG employees to participate in a political campaign during formal work hours. A. True B. False

12. Only members of the USG community in positions of authority bear the responsibility for protecting human health and safety and the environment in those areas for which they are responsible. A. True B. False

13. Retaliation against a member of the USG community for reporting wrongdoing is loosely prohibited by federal law, state law and BOR policy and is up to the interpretation of each institution. A. True B. False

14. The acceptance of a benefit, reward or consideration where the purpose of the gift is to influence a member of the USG community in the performance of his/her official functions is a violation of the USG ethics policy. A. True B. False

15. It is OK to help advance the interest of a friend as long as you are not in a position of authority. A. True B. False

I understand and affirm that I will abide by the policies, rules and guidelines presented in this training on behalf of the Board of Regents of the University System of Georgia.

_______________________________________________________________ Signature ________________________________________________________

____________________________ Date

Rev. 06/16

Diversity, Inclusion, and Harassment Prevention

Response Form

Name:

Last

Mark each correct response:

First

M.I.

1. Georgia College policies and procedures concerning discrimination and harassment are based on which of the following?

A. Federal Law B. State Law C. USG Policy D. All of the above

2. A supervisor tells a subordinate that her performance has been substandard. However, he will still give her a good evaluation if she will go on a date with him. This is an example of what type of harassment?

A. Disparate impact B. Quid pro quo sexual harassment C. Hostile environment D. Affirmative action

3. Which of the following is NOT a protected class?

A. Race B. Sex C. Political Party D. Disability

4. Which of the following is a protected class based on institutional policy?

A. Age B. Disability C. Sexual Orientation D. National Origin

5. What is the institution's responsibility to an employee with a physical condition that limits their mobility?

A. Provide reasonable accommodations B. Adjust job responsibilities so mobility is not required. C. Create a new job to retain the individual D. The institution has no responsibility in this case

6. Who is the primary contact to request reasonable workplace accommodations?

A. Office of Human Resources B. Office of Legal Affairs C. Office of the President D. Office of Disability Services

Rev. 06/16

7. For what reason may an accommodation request be denied?

A. It interferes with a bona fide job requirement. B. It creates an undue burden on the employer. C. It is not appropriate for the disability or religious belief listed. D. All of the above

8. A painting crew that primarily uses sprayers requires their employees to be clean shaven so their respirators can achieve a proper seal. A member of the crew wears a beard as a religious practice. What may be a possible solution?

A. Offer him a transfer to a paint crew that does not require respirators B. Ignore the safety standards that require the respirator C. Fire him because he will not follow procedure D. Force him to shave the beard

9. "Acknowledging, understanding, accepting, valuing, and celebrating the variety of characteristics that make individuals unique," is the definition of which of the following:

A. Harassment B. Diversity C. Accommodations D. Disparate Impact

10. More information concerning diversity and inclusion can be found at which location?

A. The Policy, Procedures, and Practices Manual B. The Office of Human Resources C. The Office of Inclusive Excellence D. All of the above

I understand Georgia College is committed to the fundamental principle of diversity and inclusion, equal opportunity and equal treatment for all and strives to create a campus environment, which understands, fosters, and embraces the values of diversity and inclusion.

I agree to not discriminate or harass any individual based in the administration of educational and employment programs, or any other activity administered by the university.

_______________________________________________________________ Signature ________________________________________________________

____________________________ Date

Rev. 06/16

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