Employee Handbook Section Ten: EMPLOYEE STANDARD OF CONDUCT

Standards of Conduct

To make the College a safe and pleasant place to work, every employee is expected to observe certain standards of conduct, which have been established in the best interest of our employees, our students, visitors, and the College.

Certain conduct is of such serious nature that immediate dismissal may be warranted without prior warning or discipline. Examples of such conduct are as follows: dishonesty; gambling; stealing property or merchandise belonging to the College, its suppliers, students, or other employees; private financial relations with customers or suppliers; deliberate damage to College property; failure or refusal to carry out a work assignment; fighting; falsifying or causing to be falsified information on an employment application, time card, or other College documents; intoxication; the illegal use, sale, manufacture, or distribution of drugs or narcotics; sexual or other illegal harassment; the use of firearms or other weapons on College premises; or the use or threat of violence.

The specific conduct described in this section does not include all the grounds for discipline or discharge. These descriptions are intended as illustrations of the type of conduct that must be avoided for the good of our employees, our students, visitors, and the College.

Because these rules are essential to our most important function - high quality service to our students - and the efficient operation of our business, the provisions of this section will be promptly and uniformly enforced. We appreciate the cooperation of every employee in the careful observance of these standards of conduct.

Consensual Sexual or Romantic Relationships

In General: There are special risks in any sexual or romantic relationship between individuals in inherently unequal positions of authority, and parties in such a relationship assume those risks. In the Gettysburg College context, such positions include (but are not limited to) teacher and student, supervisor and employee, senior faculty and junior faculty, advisor and advisee, coach and athlete, and the individuals who supervise the day-to-day student living environment and student residents. Because of the potential for conflict of interest, exploitation, favoritism, and bias, such relationships may undermine the real or perceived integrity of the supervision and evaluation provided, and the trust inherent particularly in the teacher-student context. They may, moreover, be less consensual than the individual whose position confers power or authority believes. The relationship is likely to be perceived in different ways by each of the parties to it, especially in retrospect.

Moreover, such relationships may harm or injure others in the academic or work environment. Relationships in which one party is in a position to review the work or influence the career of the other may provide grounds for complaint by third parties when that relationship gives undue access or advantage, restricts opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct.

Where such a relationship exists, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he or she - and this is particularly important for faculty and any other employee serving as a teacher in the classroom - does not exercise any supervisory or evaluative function over the other person in the relationship. Where such recusal is required, the recusing party must also notify his or her supervisor, department chair or dean in
writing, so that such chair, dean or supervisor can exercise his or her responsibility to evaluate the adequacy of the alternative supervisory or evaluative arrangements to be put in place. The chair, dean or supervisor must implement the alternative supervisory or evaluative arrangement. Employees must notify the Human Resources Office in writing when recusal is required.

The responsibility for recusal and notification rests with the person in the position of greater authority or power. Failure to comply with these recusal and notification requirements is a violation of this policy, and therefore grounds for discipline.

With Students: At a college, the role of a faculty or staff member is multifaceted, including serving as intellectual guide, teacher, counselor, mentor and advisor; the faculty and staff member's influence and authority extend far beyond the classroom or work place. Consequently, the College believes that a sexual or romantic relationship between a faculty or staff member, and a student, even where consensual and whether or not the student would otherwise be subject to supervision or evaluation by the faculty or staff member, is inconsistent with the proper role of the faculty or staff member, and should be avoided. Gettysburg College therefore very strongly discourages such relationships.

Amorous, dating, or sexual relationships between faculty or staff members, and students are impermissible when the faculty or staff member has professional responsibility for the student. Voluntary consent by the student in such a relationship is suspect, given the fundamental nature of the relationship. Moreover, other students may be affected by such behavior, because it places the faculty member or staff member in a situation to favor or advance one student's interest to the potential detriment of others. Therefore, it is a violation of college policy for a faculty or staff member to engage in an amorous, dating, or sexual relationship with a student whom he/she instructs, teaches, evaluates,
supervises, or advises, or over whom he/she is in a situation to exercise authority in any way.

With other employees: As in the situations referenced above, the College believes that sexual or romantic relationships between faculty and staff members employed within the same department, even where consensual and whether or not the faculty or staff members would otherwise be subject to supervision or evaluation by the faculty or staff member, is inconsistent with the proper role of the faculty or staff member, and should be avoided. Gettysburg College therefore very strongly discourages such relationships.

Amorous, dating, or sexual relationships between faculty and staff members, are impermissible when the faculty or staff member has supervisory or evaluative responsibility for the other. Voluntary consent by the faculty or staff member in such a relationship is suspect, given the fundamental nature of employment relationships. Moreover, other faculty and staff members may be affected by such behavior, because it places the faculty member or staff member with the supervisory or evaluative power in a situation to favor or advance one faculty or staff member's interest to the potential detriment of others. Therefore, it is a violation of college policy for a faculty or staff member to engage in an amorous, dating, or sexual relationship with a faculty or staff member whom he/she instructs, teaches, evaluates, supervises, or advises, or over whom he/she is in a situation to exercise employment authority in any way.

Where such a relationship exists by virtue of marriage or partnership within the same department, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he or she does not exercise any supervisory or evaluative function over the other person in the relationship. Where such recusal is required, the recusing party must also notify his or her supervisor, department chair or dean in writing, so that such chair, dean or supervisor can exercise his or her responsibility to evaluate the adequacy of the alternative supervisory or evaluative arrangements to be put in place. The chair, dean or supervisor must implement the alternative supervisory or evaluative arrangement. Employees must notify the Human Resources Office in writing when recusal is required. Faculty members must notify the Provost's Office in writing when recusal is required.

The responsibility for recusal and notification rests with the person in the position of greater authority or power. Failure to comply with these recusal and notification requirements is a violation of this policy, and therefore grounds for discipline.

Responsibility: The College Life Office will respond to issues arising from this policy involving students. The Provost's Office will respond to issues arising from this policy involving faculty members and administrators within the division of the Provost. The Human Resources Office will respond to issues arising from this policy involving other administrators and staff members.

Equity Policy (Harassment/Discrimination)

Gettysburg College is committed to a professional work environment that is free of harassment and/or discrimination. There is a broad range of behavior that could constitute harassment and/or discrimination. In general, however, harassment and/ or discrimination is any verbal or physical conduct that:

• has the purpose of or effect of creating an intimidating, hostile, or offensive working environment,

• has the purpose or effect of unreasonably interfering with an individual's work performance, or,

• adversely affects an individual's employment opportunities.

The College prohibits all forms of harassment and/or discrimination by employees. Examples of unacceptable behavior include, but are not limited to, the following:

• physical or mental abuse

• racial, religious, ethnic, or gender based or sexual insults

• derogatory ethnic, religious, or sexual jokes or slurs

• unwelcome sexual comments or advances

• taunting intended to provoke an employee

• requests for sexual favors used as a condition of employment or affecting any personnel decisions such as hiring, promotion, or compensation

• unwanted physical contact such as pinching, grabbing, rubbing, etc.

Employees are expected to maintain the highest degree of professional behavior. All harassment and/or discrimination and behavior that creates a hostile, offensive, or intimidating work environment is strictly prohibited.

Harassing or discriminatory behavior of non-employees directed at College employees also is condemned and will be promptly addressed.

Reporting of Equity Violations

Individuals who believe that they have been victims of harassment and/or discrimination in any form by an employee or visitor of the College should bring the matter to the supervisor, manager, equity liaisons and/or the Associate Vice President for Human Resources. Members of the faculty, administration, staff, and student body have volunteered to act as liaisons. For a complete listing of the College's equity liaisons, please contact the Human Resources Office.

Supervisors or other appropriate College officials shall immediately deal with any act of harassment and/or discrimination of which they become aware. Working in collaboration with the Associate Director of Human Resources, they shall inform the alleged perpetrator about the College's policy regarding such behavior, promptly investigate any complaint and, if appropriate, apply disciplinary action.

Federal and state anti-discrimination laws also prohibit retaliation for the reporting of behavior that may constitute sexual harassment or sexual assault.

The complaint procedure, in its entirety, is available on the Human Resources Office website.

Violation of Equity Policy

Violation or misapplication of the College's policy against harassment and/or discrimination may result in disciplinary action being taken against the offender, up to and including discharge. The College's commitment to eliminate harassment and/or discrimination from the workplace should not be viewed as a license for employees to engage in unfounded, frivolous, or vindictive actions that are not made in "good faith" in violation of the intent of this policy. In dealing with the complaints of harassment and/or discrimination, the rights of all parties will be protected.

Sexual Harassment of Employees and Students

All members of Gettysburg College have the right to work and study in an environment free of discrimination, including freedom from sexual harassment. Thus, Gettysburg College strongly disapproves of and forbids the sexual harassment of employees or students, and will not tolerate sexual assault in any form, including rape. The intent of this policy is to foster responsible behavior in a working and academic environment free from discrimination. In general, sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and other unwelcome verbal or physical conduct of a sexual nature. It is further defined below as it pertains to different interpersonal relationships.

Sexual harassment of an employee by another employee can include unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such an individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment of a student by an employee can include unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a factor or condition of the employee's evaluation of the student or of any decision by the employee concerning the student's academic, co-curricular, or residential status at the College or (2) such conduct has the purpose or effect of unreasonably interfering with the student's performance or participation in the academic, co-curricular, or residential programs of the College.

Sexual harassment of a student by a student is a violation of the student Code of Conduct and consists of unwanted sexual attention, including unwelcome sexual advances, requests for sexual favors, or other intimidating verbal or physical conduct of a sexual nature.

Abusive Language

Profane and/or abusive language will not be tolerated.

Alcohol Policy

Employees should note the College's alcohol policy concerning consumption of alcohol by students: Gettysburg College does not encourage the use of alcoholic beverages by students. In compliance with current Pennsylvania laws, the College does not approve of the consumption of alcohol by students (or their guests) who are under the age of 21, on or off the campus.

The Dean of the College has copies of the policy that must be followed by all groups (including groups of administrative and support staff employees) that wish to have events at which alcohol is served and at which students are present. For College events in which students are not present, the President's Office determines the policy concerning the serving of alcoholic beverages.

Campus Smoking Policy

There is extensive data within the scientific community that illustrates the harmful effects of secondhand smoke on non-smokers. In fact, the Environmental Protection Agency has classified second-hand smoke as a Class A carcinogen, a classification reserved for the most lethal environmental hazards, such as asbestos, benzene, formaldehyde and radon. Research has linked secondhand smoke to lung cancer, cardiovascular disease, asthma, bronchitis, pneumonia, middle ear infections, and nasal and eye irritation. The use of tobacco products is the leading cause of preventable illness and early death.

In an effort to promote a healthy, comfortable and productive work environment for the employees and students of Gettysburg College, the College has become a smoke-free workplace. Smoking in any form is prohibited inside all college-owned or leased buildings including both residential and non-residential buildings and all recognized student housing including fraternities. In addition, smoking is prohibited
in any college-owned or rented vehicles. Individuals who choose to smoke must smoke outside and must stand at least 15 feet away from any campus building. For employees, the enforcement of this policy will rest with the individual supervisor in consultation with the College's Risk Manager. For students, enforcement of this policy will rest with the Office of College Life. Violations of this policy will result in disciplinary action for employees and students.

Information about smoking cessation is available through the Human Resources Office.

Grievance Procedure

The College grievance procedure is only available to employees and students after they have filed a formal complaint and received a final determination pursuant to that complaint. The grievance procedure exists as a means to contest a final decision that has been made on the basis of inaccurate information, in a discriminatory manner, or due to a failure to follow a prescribed set of steps. The grievance procedure is available in its entirety on the Human Resources Office website.

Drug-Free Workplace and Drug-Free Campus

In compliance with the Federal Drug-Free Workplace Act, it is the policy of Gettysburg College to provide a work environment that is free from the use, sale, possession, or distribution of illegal drugs or the improper or abusive use of legal drugs or alcohol on Gettysburg College premises, and to require College or contract employees to perform all college-related job duties, either on or off the College premises, without the presence of illegal drugs or inappropriate legal drugs in their systems.

The objective of this policy is to ensure a safe, healthy, and work-efficient environment for Gettysburg College employees and the surrounding community. We are concerned about the well-being of employees whose drug or alcohol use, abuse, or dependency may affect their job performance as well as the safety and well-being of co-workers. Gettysburg College will utilize every reasonable measure to maintain a drug and alcohol-free work environment.

Definitions:

• Illegal Drugs - Illegal drugs, for the purposes of this policy, include narcotics, hallucinogens, depressants, stimulants, other substances capable of creating or maintaining adverse effects on one's physical, emotional, or mental state, and controlled medication not prescribed for current personal treatment by a licensed medical professional, in a medical setting, to address a specific physical, emotional, or mental condition.

• Medication or Prescription Drugs - Medication or prescription drugs, for the purpose of this policy, are drugs that an individual may be taking under the direction of a licensed medical professional in a medical setting to address a specific physical, emotional, or mental condition.

• Supervisory Referral - A process whereby supervisors require an employee to seek appropriate referral services through the Employee Assistance Program (EAP).

Awareness: In order to meet the objectives of this policy, Gettysburg College will provide to all employees information about the effects of drugs and alcohol through educational efforts and about the availability of information and services through the Employee Assistance Program (EAP). Additionally, the College will educate and train its management and supervisors to identify problems and symptoms of drug and alcohol abuse.

Following are descriptions of the health risks associated with the use of illicit drugs and the abuse of alcohol:

Alcohol: Although moderate alcohol use can be a healthy life-style choice for many, it is America's most abused drug. Each year, alcohol contributes to over one third of all traffic fatalities, over half of fires and half of burn injuries, almost half of hypothermia and frostbite cases and about 20 percent of completed suicides.

Chronic, excessive use causes cirrhosis of the liver, heart disease, cancer, gastrointestinal disorders, pancreatitis, respiratory ailments, neurologic and nutritional disorders.

Alcohol abusers risk two to six times the rate of the population at large for death from disease, accident or violence. Alcohol abuse is a major factor in child abuse, domestic violence, sexual assault and other crimes. Use during pregnancy is linked to early fetal death, decreased birth weight, increased infant mortality and Fetal Alcohol Syndrome.

Nicotine: Nicotine is contained in tobacco products, nicotine chewing gum/skin patches and snuff. Overdose results in dizziness, weakness, nausea, and in rare cases tremors and convulsions. It is particularly risky when used in combination with other drugs, which increase heart rate and blood pressure.

Smoking causes lung cancer, chronic lung disease, heart and vascular system diseases. Smokers develop thinner skin, possibly due to decreased blood supply, and often appear to age more rapidly than non-smokers.

Marijuana: Reactions to smoking marijuana depend on its strength, user expectations, mood, setting and other substances unknowingly mixed with the marijuana. It usually produces feelings of relaxation and mild euphoria, but an anxiety/panic reaction can also occur. Use results in cognitive impairment and perceptual distortions, making it very dangerous to drive or to operate machinery while under
its influence.

Smoking marijuana increases heart rate, damages lungs and interferes with sex hormone production. Regular users can develop a psychological dependence on the drug. Heavy use in adolescence can interfere with the development of adequate social and coping skills necessary for dealing with normal frustrations and stresses of life. "Amotivational Syndrome" is characterized by lethargy, loss of interest in work, relationships , exercise and other key life components. Academic performance can be particularly adversely affected by marijuana use in students who have been diagnosed with Attention Deficit Disorder.

MDMA (Ecstasy): Although ecstasy users typically seek an increase in pleasurable sensations and emotional closeness with others, use can also result in anxiety, paranoia, and psychotic episodes. It appears that with repeated use, depression and memory loss may be significant and long-term. Research suggests that repeated use or use at high doses may be linked to permanent changes in levels of the neurotransmitter, Seratonin and brain activity. These changes may be more evident in women than men.

Ecstasy use has been associated with a number of deaths, especially in conjunction with intense physical exertion. Overdose, characterized by greatly increased body temperature, hypertension and kidney failure, is typical of a stimulant overdose. It has also been linked to liver failure. Early signs of overdose are jitteriness and teeth clenching.

Hallucinogens: The effects of hallucinogens (e.g. LSD, psilocybin mushrooms, peyote) are often unpredictable, depending on what the drug is "cut" with, the user's personality, mood, expectations and setting. Effects include disturbances in sensory perceptions, dilated pupils, increased heart rate, blood pressure and body temperature, sweating, loss of appetitie, insomnia, dry mouth and tremors. Combining PCP-like drugs with alcohol or sedatives can be fatal. Mescaline (peyote) taken with stimulants can also be very dangerous.

 

Negative psychological reactions ("bad trips") are unpredictable and not uncommon. They may be mildly anxiety producing or terrifying. Sometimes they can unmask serious underlying psychiatric problems which may require long-term treatment. Flashbacks, in which a person experiences the drug's effects without taking it again, can occur for months afterwards. Chronic use can result in mental confusion, difficulty with abstract thinking, and impaired memory/attention span/concentration.

Stimulants: Stimulant drugs include amphetamines (Dexedrine, "uppers") diet pills, caffeine (found in products such as "No Doze") and nicotine. Stimulant drugs are used relatively safely to medically treat overweight, mild depression, fatigue, narcolepsy and Attention Deficit Disorder.

When abused, stimulants are associated with exhaustion, irritablility, heart and circulatory system damage (including cardiac arrest and strokes), mental fatigue and confusion, psychosis, convulsions, hallucinations, panic dizziness, social withdrawal depression and increased suicidal risk. Abusers can become profoundly physically dependent.

Sedatives: Sedatives include barbiturates, Rohypnol, Valium, Librium and other benzodiazapams (e.g., Xanax), GHB, "date rape drugs".

Sedatives produce relaxation and at higher doses, lightheadedness, drowsiness, slurred speed and incoordination. Driving can be extremely dangerous. Overdoses, using combinations of sedatives or mixing sedatives with alcohol can be fatal. Rohypnol and GHB, the "predatory drugs", can be added to drinks to facilitate a sexual assault. GHB is easy to namufacture, difficult to detect in a drink and can be fatal. Anyone who feels weak, dizzy, lightheaded or confused after a drink should obtain medical help immediately.

Cocaine: Cocaine is a short-acting, stimulant drug which induces short-lived euphoria and increased energy and alertness. Use results in increased motor activity, respiratory rate, blood pressure and body temperature. Cocaine use leads to impaired perception, coordination and reaction times. It also can cause mood changes, impulsive behavior, risk-taking, nervousness, and perceived decreased need for food and sleep.

Cocaine may initially appear to energize the body, but in fact depletes energy by using it up faster. Even small doses of relatively pure cocaine can be fatal by causing hypertension, seizures, convulsions, respiratory and cardiac arrest. Nicotine, when used with cocaine, increases risk for suddon death from cardiac arrest.

Long-term effects can include restlessness, extreme mood swings, insomnia, paranoia, malnutrition, dehydration, constipation, rapid tooth decay and difficulty urinating. Male impotence and reduced female sexual response can also occur.

Addiction develps rapidly, especially when smoked in the form of "crack" cocaine. After the initial euphoria wears off, the user begins to feel depressed. The user then uses more cocaine to offset the depression. Soon, frequent users need the drug just to feel normal.

Inhalants: Inhalants include nitrites, anesthetics (nitrous oxide), slovents, paints sprays and fuels (gasoline, glues). Risks are especially high with anesthetic agents and solvents which can cause cardiac arrhythmia/arrest and severe, sudden oxygen deprivation. Risks are compounded by the extreme flammability of some of these agents. These agents are also associated with accidents and suicides. A significant percentage of people who die from use, are first-time users. Inhalants are particularly dangerous when combined with alcohol, sedatives, and cold medicines.

Long-term use is associated with central nervous system damage, neurological damage and deficits in memory, attention and concentration.

Ketamine ("Special K"): Ketamine is an animal tranquilizer, sometimes used as a "club drug". It is a disassociative drug, in that the user may lose the normal sense of connection between body and mind. In its tablet, powder, or liquid form it is similar in appearance to cocaine and methamphetamine, and may be mistaken fo those drugs. In powder form, it may be sprinkled on tabacco or marijuana and smoked. Or it may be injected. large doses can lead to convulsions, brain damage, heart attack, stroke, coma, or death.

Sources: C Kuhn, S Swartzwelder, W Wilson, Bussed: The Straight Facts About the Most Used and Abused Drugs, W. W. Norton and Company, 1998.

NIDA (National Institute for Drug Abuse) website: http://www.drugabuse.gov/NIDAHome.html

Prohibited Conduct (Drugs): Employees may not posses, use, purchase, sell, or transfer illegal drugs or controlled substances in any amount on College property (including parking lots), or in college vehicles (either owned by, leased to or used on behalf of the College), or while on College business or performing College related duties on or off campus. Illegal drugs and substances are those which cannot be legally obtained, including controlled substances and controlled substance analogues, as well as those drugs which, although legal, have been illegally obtained (i.e., prescribed drugs not being used for prescribed purposes or not being used by the intended recipient of the prescription, including amphetamines and barbiturates). Examples of illegal drugs include marijuana, cocaine, "crack", heroin, morphine, phencyclidine (PCP), hallucinogins, narcotics, etc.

Employees may not possess, use or consume illegal drugs or substances on or off College property during working hours, lunch periods, or break or relief periods.

Employees may not report to work "under the influence" of illegal drugs or substances.

Employees are prohibited from bringing drug paraphernalia onto College property (including parking lots) at any time.

Prohibited Conduct (Alcohol): Employees may not possess, use, purchase, sell, or transfer alcohol on College property (including parking lots), or in College vehicles (either owned by, leased to or used on behalf of the College), or while on College business or performing College related duties on or off campus. An exception to this general rule is the responsible and legal use of alcohol at College sponsored events. The College does not take responsibility for the improper or illegal use of alcohol at such events.

Disciplinary Action: Any employee found to be in violation of this policy will be subject to disciplinary action that may include warning, immediate suspension, and up to and including termination. All such action requires the joint review and approval by the immediate supervisor and the Associate Vice President for Human Resources. Any illegal substance confiscated will be turned over to the apporpriate law enforcement agency for additional investigating and handling. Illegal sustances include medication or prescription drugs not being used in accordance with a legitimate prescription.

Relapse by Employee: Any employee who is rehabilitated through the EAP must abide by the terms of any last chance agreement and/or the terms and conditions of the EAP program. Any relapse by an employee will be considered a violation of this policy and the employee will be subject to disciplinary action, up to and including termination.

Reporting Violations: As a condition of employment with this College, any employee convicted in court of any workplace violation of any criminal drug statute must report the conviction to the College no later than five (5) days after such conviction. An employee who fails to report such a violation is subject to disciplinary action, up to and including discharge.

Each employee is required to notify the Human Resources Office, within five (5) days, of any conviction for violation of a criminal drug statute, where the violation involved conduct in the workplace.

Following is description of applicable legal sanctions under local, state, or federal law:

Pennsylvania Law/Borough Ordinances:

Underage drinking 18 Pa. C.S.A. 6308

This includes consumption, or transportation of alcoholic beverages. Penalties include fines from $300 to $500, 90 days to one year in prison, and 90 days to twoyear driver's license suspension. Parents will be notified for those under 18.
Requesting or inducing a minor to obtain alcohol 18 Pa. C.S.A. 6310

Penalties include fines of not less than $300 up to $2,500 and/or up to one year in prison.

Knowingly making, altering, selling, or attempting to sell a false ID:

18 Pa. C.S.A. 6310.2

Penalties include fines of not less than $1,000 and up to $5,000 and/or up to two years in prison.

Furnishing alcohol to minors (including allowing minors to possess alcohol onpremises owned or controlled by person charged) 18 Pa. C.S.A. 6310.1

Penalties include fines of not less than $1,000 up to $2,500 (can be per person served) and/or up to one year in prison.
Alcoholic Beverages ("Open Containers")

It is unlawful, within the Borough of Gettysburg, for any person to drink "liquor" or "malt or brewed beverages" upon any public street, municipal parking lot, private parking lot open for public use, or public park, or in any vehicle operated or parked thereon.
It is unlawful, within the Borough of Gettysburg, for any person to have in such person's possession, or in a vehicle under such a person's control, any open container containing "Liquor" or "malt or brewed beverages" upon any public street, municipal parking lot, private parking lot open for public use, or public park.

Noise Violations (Disorderly Conduct)

It shall be unlawful for any person to make unreasonable noise as to disturb, annoy or inconvenience any other person. Any noise includes, but is not limited to, noises caused by loud music, loud talking, yelling, barking dogs (etc.). The Gettysburg Borough Police Department has the right to issue citations on a single complaint from the public. A warning is not necessary if the Police Officer feels the citation is warranted.

Following is a description of applicable counseling, treatment, rehabilitation, or re-entry programs:

1. Gettysburg College's Counseling Services has a staff of counselors who are available to employees on a limited basis for crisis contacts, short-term assessment, and referral. All services are strictly confidential. For more information or to schedule an appointment, call 337-6960.

2. Local off-campus drug and alcohol assessment, treatment, and referral resources:

a. Adams-Hanover Counseling Services, 44 S. Franklin St., Gettysburg 334-9111

b. Behavioral Health Professionals of Gettysburg, 262 Baltimore St., Gettysburg, 334-5502

c. Cornerstone Counseling and Education Services, 108 N. Stratton St., Gettysburg, 334-8154

3. There are also a number of drug/alcohol related self-help groups, which meet regularly in the area. For a listing, contact Counseling Services, 337-6960.

Referral of questions: We want to encourage employees who think they may have a drug or alcohol dependency problem to seek help voluntarily through the Employee Assistance Program. Refer to Section 9 "Other Benefits"

Application of this policy or any questions concerning this policy should be directed to the Human Resources Office.