STANDARDS OF ETHICAL CONDUCT
As members of Shoreline Community College (SCC) Board of
Trustees, officers and staff, it is important that we, as public servants, are accountable
to the people who have high expectations for our behavior and service standards. (For
purposes of this policy, members of the Board of Trustees, officers and staff [state
employees] shall be referred to as "officers and employees.")
To help officers and employees understand their rights and
responsibilities, the Executive Ethics Board was created by the Washington Legislature to
develop the Washington Ethics Law enabling us to take positive actions and demonstrate
ethical behavior at all times. Although an organization may ascribe to ethical behavior,
it ultimately begins with each individual.
The 1994 Ethics in Public Services law, Revised Code of
Washington, Chapter 42.52, applies to all officers and state employees. It governs the
actions and working relationships of Shoreline Community College officers and employees
with current or potential customers, fellow officers and employees, suppliers, government
representatives, the media and anyone else with whom the College has contact.
In these relationships, officers and employees must observe
the highest standards of ethical conduct. Each officer and employee is expected to place
the Colleges interest above his or her own self-interest in all education, business,
and other matters and decisions where there is any action or potential conflict.
Code of Ethics: The following sections describe major principles from the ethics law
that apply to all officers and employees of Shoreline Community College:
of state resources for personal benefit
for outside activities
* Use of public resources for
of former state employees
* Assisting persons in
transactions involving the State
* Financial interest
in transactions involving the State
Disclosure and Complaint
All officers and employees are responsible for learning
and complying with all of the laws provisions that apply to them.
General Information:General Information:
The 1994 Ethics in Public Service law, RCW 42.52, set out
strict conflict-of-interest standards for all state employees and established a statewide
Executive Ethics Board to enforce the standards. Penalties for disobeying the ethics law
include disciplinary action and monetary fines of $5,000 or three times the amount
pertaining to the violation, whichever is greater.
The guiding principle of the ethics law is that public
employees, whether elected or appointed, may not use their public employment for personal
gain or private advantage.
Procedural Guidelines:Procedural Guidelines:
- The Executive Ethics Board, as appointed by the Governor of
the State of Washington will have the authority to enforce the 1994 Ethics in Public
Service law through: adopting rules and policies, developing educational materials and
training, issuing advisory opinions, investigating and deciding complaints from any person
or on its own motion, imposing reprimands or monetary penalties, establishing criteria for
civil penalties in ethics law cases and issuing subpoenas, holding hearings and deciding
- The College President will maintain authority for compliance
with the Washington State Standards for Ethical Conduct.
- Shoreline Community College officers and employees with
questions about the law and possible conflicts of interest should contact the Vice
President for Human Resources/Employee Relations.
- All officers and employees of the College will be
responsible for declaring any honoraria or identifying potential conflicts of interest for
review before engaging in any activity that may pose an ethical conflict. The
Colleges Vice President for Business and Operations will be charged with reviewing
any requests for honoraria, and reviewing any business and/or personal relationships that
may pose an ethical conflict, and make recommendation to the President for
approval/disapproval of such activity.
- An officer or state employee may not have a financial
interest or engage in any activity that is in conflict with the proper discharge of the
officers or employees official duties.
- An officer or state employee may not use his or her official
position to secure special privileges for him or herself or for any other person.
- An officer or state employee may not receive compensation
from any person or agency except the state of Washington, for performing his or her
A. An officer or
employee may not accept a gift if it could reasonably be expected to influence
the performance or
nonperformance of the officers or employees official duties.
B. An officer or employee may not accept a gift with
a value in excess of $50 a year from any
C. "Gift" does not include:
Items from family or friends if the clear purpose was not to influence;
Customary items related to outside business, if unrelated to the performance of official
Items exchanged at social events by co-workers;
Reasonable expenses (travel, room, and meals) for speeches or seminars (see
Items permitted by law;
Items returned or donated to charity within 30 days;
Campaign contributions reported under RCW 42.17;
Discounts available to the individual as a member of a broad-based group.
D. The $50 limit does not apply to:
Advertising and promotional items;
Plaques and awards of appreciation
Items received for purpose of evaluation, if of no beneficial interest;
Publications related to official duties;
Food and beverages at hosted receptions;
Admission to charitable events;
Gifts from dignitaries;
Food and beverages on infrequent occasions in the ordinary course of meals, when
related to official duties.
E. Special rules regarding gifts apply to certain
employees ("section 4 employees" see 4B.
for definition) when the
person giving the gift is regulated by the agency or seeks to provide
goods or services to the
agency; and the employee being offered the gift participates in
those regulatory or
contractual matters with the giver. Special rules also apply to any
person responsible for any
person responsible for acquiring goods and services on behalf of
- An officer or employee may not disclose confidential
information to an unauthorized person.
- An officer or employee may not disclose or use confidential
information for personal benefit or to benefit another.
- An officer or employee may not accept employment or engage
in business if that business might reasonably be expected to induce or require the
disclosure of confidential information.
of State Resources for Personal Benefit:
A. An officer or employee
may not use state resources -- the office, money, property, or
personnel -- for personal benefit
or to benefit another person.
B. This restriction does not apply if the officer or
employee uses state resources to benefit
others as a part of the
officers or employees official duties.
for Outside Activities:
- Basic Rule: An officer or employee may not receive anything
of economic value under any contract or grant outside his/her official duties;
- This prohibition does not apply if each of the
following conditions is satisfied:
* The performance of the grant or contract is not
within the officers or employees
official duties or under his/her official
* The grant or contract was not expressly created or
authorized by the officer or
employee in his/her official capacity or
by his/her agency; and
* The employee is not a "section 4
employee." A "section 4 employee" may not
receive compensation or perform a
contract for a person from whom s/he could not
accept a gift.
"Section 4 employees" meet the three following
criteria; 1) work for a regulatory agency or agency that seeks to acquire goods or
services; 2) the person giving the gift is regulated by the agency or seeks to provide
goods or services to the agency; and 3) the officer or employee participates in those
regulatory or contractual matters with that person.
- Definition: An honorarium is money or anything of economic
value offered for a speech,
appearance, or article in connection with an officers
or employees official duties.
- Basic Rule: An officer or employee may not receive an
honorarium unless it is specifically authorized by his/her agency;
- An agency may not permit an officer or employee to accept an
honorarium under the following circumstances:
* The person offering the honorarium is seeking or is
reasonably expected to seek a
contract with the agency and the officer
or employee is in a position to participate in
the terms or award of the contract.
* The person offering the honorarium is regulated by
the agency and the officer or
employee is in a position to participate
in the regulation.
* The person offering the honorarium may seek or
oppose enactment of legislation,
adoption of rules, or changes in policy
by the agency, and the officer or employee is
in a position to participate in the
enactment or adoption.
Under the ethics law (RCW 42.52), any officer or employee
must have the approval of his/her employing agency before accepting an honorarium in
connection with his/her official role. The President has delegated to the Vice President
for Business and Operations the authority to review and grant requests for permission to
If any Shoreline Community College officer or employee
(trustee, administrator, faculty member, classified employee, part- as well as full-time)
is offered an honorarium for an activity service which is clearly linked to the
officers or employees work at the College, s/he must complete a "Request
for Agency Approval of an Honorarium" form, available in the Office of Business and
Operations. Information to be provided includes:
If the date(s) and time(s) fall inside the employees
regular work schedule, the employee must discuss the potential schedule conflicts with
his/her unit administrator, and the unit administrator must sign the request form before
the employee submits it to Office of Business and Operations.
Approval is required only for those honoraria, which are
clearly connected with the SCC officers or employees work at the college. No
approval is required for unrelated outside employment.
6. Use of State Resources for
- An officer or employee may not use state resources for
- An officer or employee with authority to direct, control, or
influence the actions of another officer or employee may not knowingly acquiesce in the
other officers or employees use of state resources for a political campaign
of Former State Employee:
A. One Year Restriction: A
former state employee may not accept employment or
compensation from an employer
within one year of leaving state employment, if all three of
the following conditions are
B. Two-Year Restriction: A
former state employee may not, within two years following the
termination of state
employment, have a beneficial interest in a contract or grant which
was expressly authorized or
funded by executive action in which the employee
8. Assisting Persons in
Transactions Involving the State:
- An officer or employee may not assist in a transaction
involving the state if s/he participated in that transaction.
- An officer or employee may not assist in a transaction
involving the state if it was under his/her official responsibility within two years prior
to providing the assistance.
- An officer or employee is not prohibited from assisting a
person in a transaction involving the state if it falls within his/her official duties.
9. Financial Interest in
Transactions Involving the State:
- An officer or employee may not have a beneficial interest in
a contract that is made by, through, or under his/her supervision.
- An officer or employee may not accept any compensation from
another person beneficially interested in a contract that is made by, through, or under
the officers or employees supervision.
- "Beneficial Interest" is the right to enjoy,
benefit, or advantage from a contract or other property. For example, in a
community-property state, a husband and wife each have a beneficial interest in the
and Complaint Procedure:
"A person may, personally or by his or her attorney,
make, sign, and file with the appropriate ethics board a complaint on a form provided by
the appropriate ethics board. The complaint shall state the name of the person alleged to
have violated this chapter or rules adopted under it and the particulars thereof, and
contain such other information as may be required by the appropriate ethics board."
(Excerpt from RCW 42.52.410)
Shoreline Community College officers and employees may file
complaints with the Executive Ethics Board directly as noted above or may make complaints
known to the Vice President for Human Resources/Employee Relations. For complaints to the
ethics board, see RCW 42.52.410-.420. Complaints to the College may be made informally or
Informal complaints may be presented orally and will be
investigated as deemed appropriate by the Colleges Vice President for Human
Resources/Employee Relations. The kind of investigation and subsequent action remains the
sole prerogative of the vice president. Filing an informal complaint does not preclude a
subsequent filing of a formal complaint.
Formal complaints to the College must be filed and signed
by the officer or employee in writing on the appropriate forms provided by the
Colleges Vice President for Human Resources/Employee Relations and contain all
pertinent information called for on the appropriate form. Formal complaints are serious
matters and will be seriously investigated by the vice president. Employees named in
formal complaints shall be afforded the right to all information contained in the
complaint and shall have adequate opportunity to provide information and evidence needed
or requested by the Vice President for Human Resources/Employee Relations. An
investigation of a formal complaint normally will result in a written decision by the vice
11. Annual Review:
All officers and employees will receive a copy of the Shoreline Community College Ethics
Policy. New employees will receive a copy during employee orientation conducted by the
Office of Human Resources. All supervisors are responsible for reviewing the Ethics Policy
with their office and departmental employees at least once yearly, normally during fall
quarter. Supervisors will report annually to their department/division heads and to the
Colleges Vice President for Human Resources/Employee Relations the time and date of
the departmental review of the Ethics Policy and the names of the employees attending the
Copies of the Ethics Policy are available to officers and
employees from the Office of Human Resources. Executive Ethics Board rules and advisory
opinions are also available on the Boards web site at www.wa.gov/ethics.
For more information about the College Standards of Ethical
Conduct Policy, please call (206) 546-5880.
The Board of Trustees hereby adopts Policy 4125.
Done in Open Meeting by the Board this 15th day of January , 1999.
Board of Trustees
Shoreline Community College
Signed by Edie Loyer Nelson, Chair of the Board