Purpose and Scope.

This procedure establishes the code of conduct expected of all employees of Alexandria Technical and Community College, including administrators, faculty, staff, and student employees, whether full or part-time, temporary or unlimited.

The laws, board policies, system procedures, and standards referenced in this employee code of conduct are subject to change without amendment to this procedure.

In addition to this code of conduct, employees are subject to general standards of conduct for employees and are expected to meet any professional standards of conduct or ethical requirements applicable to their discipline.


In striving to fulfill our college’s vision and carry out our mission, all employees of ATCC must meet public expectations for excellence by proving high quality transfer and technical education and related services, demonstrating sound stewardship of resources, acting with integrity, and displaying fair treatment and respect for all, ensuring that employment and education opportunities are inclusive and serve all the regions diverse communities.

Those acting on behalf of ATCC have a general duty to conduct themselves with honesty and trustworthiness, with efficiency and effectiveness, and to demonstrate accountability and compliance with state and federal laws, and Board policies and system procedures.

The summaries included in this employee code of conduct are intended to serve as a quick reference guide to actual statutes, policies, or procedures; employees should consult the actual statute, policy, or procedure to fully understand their obligations. To the extent a provision in this procedure is determined to be inconsistent with the terms of a statute, policy, procedure, or applicable bargaining agreement, the statute, policy, procedure, or bargaining agreement governs. If you have questions regarding application of the employee code of conduct, contact your supervisor or the chief human resources officer at ATCC.

Employee Ethics.

Employee Ethics are important in every organization. The Code of Ethics for Employees in the Executive Branch and other state laws require that ATCC employees comply with high ethical standards. If we fail to comply with ethical requirements, we may be subject to disciplinary action, up to and including termination of employment, and under certain circumstances, criminal or civil legal action.

Under state law, board policies, and system procedures, we must comply with legally established standards. The Code of Ethics should be consulted for actual language of the statute to determine your ethical obligations.

Other Policies and Procedures.

As ATCC employees, we must comply with all board policies and system procedures, and we are each responsible for being familiar with all policies and procedures that apply to our areas of responsibility. The following policies apply to all ATCC employees.


ATCC provides all members of our community with a work and educational environment that is collegial and free of illegal discrimination or harassment based on race, sex, color, creed, religion, age, national origin, disability, marital status, status with regard to public assistance, sexual orientation, or membership in a local commission as defined by law. The policy and procedure explain that policy and tell employees, students, and others how to seek assistance or make complaints, as may be appropriate.

Employees are not to enter into a romantic or sexual relationship with a student or another employee over whom the employee has direct supervisory responsibility or other significant authority, such as a student enrolled in a faculty member’s class.

See System Procedure 1B.1.1 Report/Complaint of Discrimination/Harassment Investigation and Resolution.

Sexual violence prohibited.

All of us deserve to work in an atmosphere that is free from sexual violence. Board policy prohibits sexual violence and the system procedure describes the process through which individuals alleging sexual violence may pursue a complaint. It is intended to protect the rights and privacy of both the complainant and respondent and other involved individuals, as well as to prevent retaliation and reprisal.

See System Procedure 1B.3.1 Sexual Violence Procedure.

Fraud and other dishonest acts.

In order to ensure that we use our resources as effectively as possible and we comply with the law, fraudulent and other dishonest acts are not tolerated. Employees are required to report fraud or other dishonest acts when they have a reasonable basis to believe such an act has occurred. Managers and supervisors are responsible for educating employees about proper conduct, creating an environment that deters dishonesty and maintains internal controls that provide reasonable assurance of achieving management objectives and detecting dishonest acts.

Examples of fraud or dishonest acts including taking cash or other property; making false time reports or reimbursement claims; forgery or alteration of documents or reports; improper handling or reporting of financial transactions or audit information; and incurring contractual or other obligations that exceed appropriations.

Intellectual property.

As a higher education institution, we recognize that research and development of original works and inventions that require intellectual property protection are a vital part of the academic community. This policy establishes the intellectual property ownership rights for the employer, employees, and students, and the procedures for ensuring protection of those rights.


In an effort to ensure that we avoid any perception that state employment is based on favoritism and not on individual merit, we have a policy on nepotism. Under this policy, we may not participate in the hiring, supervision, performance reviews, or compensation decisions for any person who is a member of our family or household. In very limited cases where this is not possible without discriminating against the family member, one or more of these activities may be permitted under strict procedures adopted by the Chancellor.

Weapons and safety.

To create a safe learning and working environment for students and employees, Board Policy 5.21, Possession or Carry of Firearms, and ATCC’s policy concerning Zero Tolerance of Workplace Violence prohibit the presence of weapons and use of harassment.

Under the policy, employees and students generally are prohibited from having firearms on campus, except in their vehicles in ATCC parking areas or for approved academic purposes. This policy is in accordance with the Minnesota Citizens’ Personal Protection Act of 2003, Minnesota Statutes section 624.714, and other applicable laws.

The Zero Tolerance for Workplace Violence policies at ATCC and the system office promote a workplace that is free from violence, threats of violence harassment, intimidation, and other disruptive behavior. You can obtain copies of this policy from your human resources office.

Acceptable use of computers and technology.

Computer and information resources are essential tools in accomplishing the mission of ATCC. As with all public resources, we are to use these resources responsibly in order to ensure their availability for the competing demands of teaching, scholarship, administration, and other mission-related uses. Responsible management includes not sharing passwords, not allowing access of unauthorized users, and not using the resources for unauthorized purposes. Some types of limited personal use are allowed in accordance with System Procedure 5.22.1.

Information security and privacy.

As state employees we are entrusted with public and private data every day in fulfilling our assigned work. Each of us is responsible for protecting the privacy, security, retention, and disposal of the government records and data under our control or to which we have access, in accordance with applicable state and federal laws.

You can see these related topics at the links below:

Alcohol and drug use.

Employees are expected to perform their jobs efficiently, safely, and in a professional business-like manner. An employee’s ability to perform effectively may be hampered by alcohol or other drug use, and under state policy employees may not report to work under the influence, or operate machinery, vehicles, or equipment under the influence. Recognizing that alcoholism and other drug dependencies are a significant societal and personal problem, the state’s employee assistance program is available to assist ATCC employees who may have an alcohol or drug abuse problem. The state’s policy on work-related substance abuse is non-discriminatory in intent and application. However, in accordance with Minnesota Statute §363A, disability does not include any condition resulting from alcohol or other drug abuse which prevents a person from performing essential functions of the job or creates a direct threat to property or the safety of individuals.

Reporting Suspected Fraud or Abuse.

As ATCC employees we are required to report suspected acts of fraud, abuse, or other dishonest conduct if we have a reasonable basis to believe that such an act is occurring or has occurred in accordance with Minnesota State Board Policy 1C.2 Fraudulent or Other Dishonest Acts. The report should be made to your supervisor or manager, unless you believe your supervisor or manager participated in or condoned the act. In that case, you should report the matter to the next highest level of supervision or management or directly to the college or system office human resources office, or the Office of Internal Auditing. You also may report such acts to the Office of the Legislative Auditor.

Related ATCC Documents:


Approved by: Leadership Council

Effective Date: 1/13/2021

Next Review Date: September 2024

Archive: 1.7.2 Employee Code of Conduct