Any DTS employee who is arrested for a misdemeanor or felony must notify his or her Employment Representative of such arrest no later than seven calendar days after the arrest. If a DTS employee is convicted of a misdemeanor or felony while employed at Duke, he or she must inform his or her Employment Representative of such conviction (including pleas of guilty and nolo contendre) no later than seven calendar days after the conviction.
The arrest of a DTS employee-whether on or off campus-may result in corrective action. Corrective action depends upon a review of all factors involved- including whether or not the DTS employee’s action was work-related, the nature and severity of the act, or any resultant circumstances that adversely affect the DTS employee’s attendance. Such corrective actions may include termination. Any corrective action taken must be in consultation with an entity or department Human Resources Representative and the Director of Staff and Labor Relations.
If a DTS employee is convicted of a criminal offense while employed at Duke, he or she may be terminated and, if terminated, may be ineligible for rehire. The ultimate disposition of the issue will depend upon the nature of the offense and the DTS employee’s work duties. Any corrective action taken must be supported by available information coming from witnesses, police, or court records. All actions taken under this policy should be in consultation with the entity or departmental Human Resources Representative and the Director of Staff and Labor Relations.
A DTS employee’s failure to report an arrest or a conviction (for a misdemeanor or felony) within the specified time period may result in immediate termination.