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Faculty Teaching Handbook 2013-14



The USG Code of Conduct applies to all members of the Bainbridge College Community. Please see the 13 points below and read the policy in full at the USG website.

In addition, all new employees must complete the USG Ethics Course, and current employees must complete the Refresher Course.The University System of Georgia "prohibits all faculty and staff, including graduate teaching assistants, from pursuing amorous relationships with undergraduates whom they are currently supervising or teaching.... Anyone involved in an amorous relationship with someone over whom he or she has supervisory power must recuse himself or herself from decisions that affect the compensation, evaluation, employment conditions, instruction, and/or the academic status of the subordinate involved."

Any instructor who is or has been involved in an amorous relationship with a student must promptly report this fact to his or her Chair or Dean. The Chair or Dean will then arrange to see that the instructor neither evaluates nor participates in discussions and decisions that affect the grades and/or academic status of the student involved. Any individual who violates this policy is subject to disciplinary action commensurate with the offense.

If you believe that a faculty member, administrator, or other employee is involved in an amorous relationship with a person under his/her direct authority or supervision, you should also report that concern to the Chair or Dean who supervises the instructor involved.

Also, be aware that threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated.  Violations of the workplace violence policy "will be met with appropriate disciplinary action, up to and including dismissal."

In addition, sexual harassment of employees or students in the University System is prohibited "and shall subject the offender to dismissal or other sanctions after compliance with procedural due process requirements. Unwelcome sexual advancements, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  • Submission to such conduct is made explicitly or implicitly a term or condition of an individualís employment or academic standing; or
  • Submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting an individual; or
  • Such conduct unreasonably interferes with an individualís work or academic performance or creates an intimidating, hostile or offensive working or academic environment (BR Minutes, 1980-81, p. 237-38)."
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Code of Ethics

  1. Uphold the highest standards of intellectual honesty and integrity in the conduct of teaching, research, service and grants administration.

  2. Act as good stewards of the resources and information entrusted to our care.

  3. Perform assigned duties and professional responsibilities in such a manner so as to further the USG mission.

  4. Treat fellow employees, students and the public with dignity and respect.

  5. Refrain from discriminating against, harassing or threatening others.

  6. Comply with all applicable laws, rules, regulations and professional standards.

  7. Respect the intellectual property rights of others.

  8. Avoid improper political activities as defined in law and Board of Regents Policy.

  9. Protect human health and safety and the environment in all USG operations and activities.

  10. Report wrongdoing to the proper authorities; refrain from retaliating against those who do report violations; and cooperate fully with authorized investigations.

  11. Disclose and avoid improper conflicts of interest.

  12. Refrain from accepting any gift or thing of value in those instances prohibited by law or Board of Regents policy.

  13. Not use our position or authority improperly to advance the interests of a friend or relative.


Office of Academic Affairs
Dr. Tonya Strickland, VPAA