PPM Section 9 - Employee Conduct and Disciplinary Action
PPM Section 9 - Employee conduct and disciplinary action
General policy
- The University has established and, when appropriate, will modify or change certain rules
and regulations regarding the conduct of University employees and the appropriate discipline
for any violation. Such rules exist in accordance with all applicable laws, administrative
codes, and any labor agreements the University has made with its employees.
- Rules of conduct for employees are intended to promote the orderly and efficient operation
of the University, as well as to protect the rights of all employees. Violations, therefore,
shall be regarded as cause for disciplinary action.
- These rules are published for employees' information and protection. Ignorance of work rules
is not an acceptable excuse for violation. It is each employee's responsibility to know the
rules and abide by them. These rules are not all-inclusive, and other departmental or University
regulations may exist. Employees are expected to know and abide by these rules as well.
- Disciplinary action is dependent upon the seriousness and/or frequency of the violation. Human Resources shall be consulted regarding consistency of rule interpretation and appropriateness of the penalties before disciplinary action is undertaken.
Rules of conduct and disciplinary action for non-bargaining employees
Confidential information policy for employees
Whistleblower policy
Sexual harassment
Western Michigan University is committed to an environment which encourages fair, humane, and beneficial treatment of all faculty, staff, and students. In accordance with that fundamental objective, the University has a continuing commitment to assure equal opportunity and to oppose discrimination because of race, color, sex, sexual orientation, age, religion, national origin, handicap, height, weight, or marital status.
Therefore, in that same perspective, sexual harassment will not be tolerated behavior at Western Michigan University. It is expected that each member of the University community will consider himself/herself responsible for the proper observance of this policy.
Definitions
Sexual harassment is defined as unwelcome sexual conduct which is related to any condition of employment or evaluation of student performance. This definition is intended to include more than overt advances toward actual sexual relations. It applies as well to repeated or unwarranted sex-related statements, unwelcome touching, sexually explicit comments, and/or graphics.
All persons should be sensitive to situations that may affect or cause the recipient discomfort or humiliation or may display a condescending sex-based attitude towards a person. Sexual harassment is illegal under both state and federal law. In some cases, it may be subject also to prosecution under the criminal sexual conduct law.
Conduct will be defined as sexual harassment when any or all three of the following conditions exist:
- The sex-related situations are unwelcome by the recipient.†
- A specific or implied connection with employment or student status is involved.
- The sexual harassment continues after the recipient has made clear that the conduct is unwelcome.†
Depending upon the seriousness of the misconduct, informal corrective action may be adequate.
Complaint Procedure
Sexual harassment constitutes acts of misconduct. Therefore, whenever such acts are reported and confirmed, prompt disciplinary action will be taken, up to and including discharge. However, to enable the University to act through these formal procedures, employees and students are encouraged to report such incidents. Employees and students should report such conduct to the Office of Institutional Equity.
The Office of Institutional Equity shall investigate thoroughly any complaints of alleged sexual harassment, and then report the results of such investigations to the President of the University.
† In cases of overt physical sexual contact, a blatant threat if sexual favors are not given, or promised reward in exchange for sexual favors, no notice that the conduct is unwelcome shall be necessary and a finding of sexual harassment may be based on a single occurrence.
Consensual sexual relations
Employment of relatives (nepotism)
Persons related by family or marriage may be employed by the University provided such individuals meet and fulfill regular University employment standards. However, faculty and staff members shall not initiate, participate in, or influence in any way, institutional decisions involving a direct benefit (initial appointment, retention, promotion, pay rate, leave of absence, etc.) to members of their families (including full- and part-time faculty, staff, student employees, and temporary employees). In instances where a conflict of interest might occur under normal operating procedures, the responsibility for the decision will pass to an authorized representative at the next higher administrative level. All such decisions will be regularly and automatically reviewed by the appropriate dean or division director and vice president.
Outside/additional employment
- Full-time salaried (exempt) staff shall not receive additional compensation from any University
source for work performed for another unit of the University during normal working hours.
Exceptions must be approved in advance and in writing by the appropriate vice president, and
will be granted only when the best interests of the University will be served by granting
the exception.
- Salaried staff may accept additional compensation from other University sources for work
performed outside of normal working hours. However, the staff member must advise the appropriate
supervisor and vice president in advance, in writing, of the work to be performed and the
compensation to be received. The supervisor or vice president retains the prerogative to insist
that the staff member discontinue such work.
- Salaried staff may engage in non-University work performed outside of their normal working hours. However, if the work is similar to that performed for the University, staff members should advise their supervisor in advance and in writing of the nature and extent of the outside employment.
Workplace threats, violence, and weapons policy
Drug-free workplace
Western Michigan University prohibits the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance* in the workplace. All employees must abide by the terms of this Drug-Free Workplace policy. Employees violating such prohibition will be subject to disciplinary actions, up to and including discharge.
In accordance with the Drug Free Workplace Act of 1988, an employee must notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction.
*The term "controlled substance" refers to all illegal drugs and to legal drugs used without a physician's order. It does not prohibit taking prescribed medication under the direction of a physician.
Smoking policy
Public office candidacy
Collections and donations
Children
on campus 
Gift policy
The University discourages employees from accepting gifts from individuals or firms doing business with the University. Therefore, no employee shall solicit, accept, or agree to accept, anything of value under circumstances which could reasonably be expected to influence the manner in which the employee performs work or makes decisions.
If an individual employee (or group of employees) feels it is appropriate to make a gift to his or her supervisor, or to employees reporting to him or her, the gift is to be of limited monetary value. Limits do not apply to gifts made to an employee retiring or resigning from the University.