5-04-001 Conduct Policy
(1) All Tribal employees and volunteers shall be required to comply with this Conduct Policy, or be subject to disciplinary action.
(2) Comply with Applicable Laws. All employees will comply with the laws, policies, priorities and procedures of the Tribe as well as any other applicable laws.
(3) Intimidation. No employee will use his or her position to threaten, intimidate, harass, or improperly attempt to influence another employee, Tribal official or Tribal member.
(4) Deviation from Policies. No employee will deviate from established Tribal policies without written authorization from the Tribal Council.
(5) Behavior. While working, all employees are expected to conduct themselves in such a manner so as to promote the best interests of the Tribe. Employees who fail to behave in accordance with these expectations may be subject to disciplinary action. Employees will be expected to conform to the following:
(a) Complying with all applicable laws including criminal laws, policies, regulations, or procedures.
(b) Comply with all Tribal safety and security regulations.
(c) Maintain workplace and work area cleanliness and organization.
(d) Treat others in a courteous and businesslike manner.
(e) Refrain from conduct or behavior which is offensive, unprofessional, or contrary to the Tribe’s best interests.
(f) Report to the employee’s supervisor behavior, or evidence of behavior, by fellow employees or others that may be in violation of any applicable laws, ethical obligations, or policies.
(6) Criminal Conduct. If the appropriate Chief Executive Team member has reasonable grounds to believe that an employee has committed a criminal offense that would be cause for disciplinary action under this policy, but no conviction, guilty plea or plea has been obtained, the appropriate Chief Executive Team member may suspend the employee with or without pay pending resolution of the criminal matter.
(7) Gifts and Favors. Employees shall not accept any personal favor, service, gift, or other item, exceeding $50.00 in value, from any vendor, customer, contractor, individual or firm having or proposing to do business with the Tribe. Gifts of a cultural nature are exempt from this policy. Employees whose positions are funded entirely by grants may be subject to further restrictions based on grant conditions.
(8) Conflict of Interest. No employee shall make any decision which would be likely to or will result in a financial benefit or advantage to themselves or their immediate family. A conflict does not exist when an employee’s decision will benefit a class of persons, usually defined in general as three or more persons. A conflict for purposes of this subsection exists when an employee participates in a job interview where a qualified applicant is a member of the employee’s immediate family.
(9) Contract Awards. No contract for services or goods with the Tribe will be entered into if an employee or his or her immediate family has any interest in the contracting entity or will receive a financial benefit from the contract, unless the interest has been fully disclosed and the Tribal Council approves prior to final execution of said contract.
(10) Supervision of Relatives. No employee shall directly supervise or be directly supervised by a member of the employee’s immediate family.
(11) Chief Executive Team. Either member of the Chief Executive Team or the Senior Human Resources Officer is obligated to immediately report any violations of Code of Conduct from any of the Chief Executive Team member to Tribal Council and, depending on situation, seek legal advice from the Tribal Attorneys. An individual making a report under this provision is protected from retaliation for reporting. [Res. 2022-10-016 § 1, 2022.]