The Office of Institutional Equity administers the University's Equal Opportunity policies and practices. Please contact the Office of Institutional Equity (www.wmich.edu/equity) should you have a concern related to any form of prohibited discrimination.
The University's EEO statement is located on the Office of Institutional Equity's Web page at www.wmich.edu/equity.
This policy is located on the Western Michigan University Policies Web page at www.wmich.edu/policies/non-discrimination-policy.
WMU supports and complies with the Americans With Disabilities Act (ADA). WMU prohibits discrimination against individuals with disabilities in hiring, promotion, and other terms of employment provided that individual is otherwise qualified for the position and able to perform the essential functions of the position, with or without reasonable accommodation for that disability.
Please contact the Office of Institutional Equity (www.wmich.edu/equity) should you have a concern related
to the Americans with Disabilities Act.
All new employees are invited to attend orientation sessions which will be offered each Monday and will include important information about working at WMU. New employees will receive an invitation from Human Resources via email. The employee's supervisor is copied on this email.
In addition, all benefits eligible employees are asked to participate in the online benefits enrollment presentation as a condition of employment. This online presentation gives an overview of employee benefits and enrollment in group insurance plans and retirement programs. You may access this process via Benefits Enrollment.
All full- and part-time employees (exempt and non-exempt) go through a six-month probation
period immediately after starting a new job, whether as a new University employee or as a current
employee who moves to a new position by promotion, transfer, or demotion. Probation is a working
test period and also provides an opportunity for employees to learn their new jobs and related
duties and responsibilities. During probation, management may release the employee with or without
cause, and with or without notice, at management's sole discretion.
Your supervisor will complete a written Probation Evaluation Report and review it with you at two months, four months, and six months after beginning your new job. These evaluations provide an opportunity to discuss your strengths and weaknesses, and serve as a basis for maintaining or terminating your employment.
After successfully completing probation, employees achieve "regular" status. Regular status employees may only be released for just cause. Release for just cause is subject to the grievance process (see "Grievance Procedure").
Western tries to provide job security for its employees. However, changes in programming or
finances sometimes create the need for staff reductions. If this is required, it will be done
through attrition if possible.
If staff must be laid off, there is an established order for determining which employees will be laid off. Details regarding these policies can be found in the Human Resources Policies and Procedures Manual. The Department of Human Resources will be glad to answer any questions.
Each position at the University has an employment status that indicates if the position is full-time or part-time, and continuing, terminal, or temporary. Each position also has an FLSA (Fair Labor Standards Act) status. The FLSA is federal legislation that establishes labor and compensation standards, including provisions for overtime pay. Under FLSA, employees are either considered "non-exempt" or "exempt" for overtime payment. It is important that employees understand their employment and FLSA status and their benefits eligibility. The University uses the following terms and definitions.
Staff members whose positions have an FTE (full-time equivalency) of at least .69; as such, these employees are scheduled to work at least 27.5 hours per week or 1435 hours per year on a regular basis. These employees are eligible for all benefits.
Staff members whose positions have an FTE (full-time equivalency) of less than .69; as such, these employees are scheduled to work less than 27.5 hours per week or 1435 hours per year on a regular basis. Benefits eligibility depends on the position's FTE/number of hours the employee is regularly scheduled to work.
FTE (Full-Time Equivalency)
Hours Regularly Scheduled to Work
|.69 or greater||At least 27.5 hours per week or 1435 hours per year.||Considered full-time and eligible for all benefits.
·Sick leave accruals and annual leave lump sum allotments are pro-rated for employees in positions with less than 1.0 FTE (40 hours per week/2080 hours per year).
|At least .50 FTE but less than .69 FTE||At least 20 hours per week/1040 hours per year but less than 27.5 hours per week/1435 hours per year.||Eligible for all benefits, except dependent
tuition remission and retirement contributions.
·Sick leave accruals and annul leave lump sum allotments are pro-rated.
·Employee tuition discount at 50% of full-time employee benefit.
|Less than .50 FTE||Less than 20 hours per week/1040 hours per year.||Not eligible for benefits, except legally required Social Security and retirement contributions, and free parking while employed.|
A full- or part-time staff member whose job holds a known ending date. Benefits eligibility is the same as for regular continuing full-time or part-time staff, based upon the number of hours regularly scheduled to work (see table above, "Benefits Eligibility for Regular Continuing Non-Bargaining Employees").
A person scheduled to work forty hours per week or less in a position that does not offer benefits, except legally required Social Security and retirement contributions and free parking while employed. Non-bargaining temporary employees are not eligible to bid on University jobs through the Job Opportunity Program (see "Job Opportunity Program").
Employees (regular, terminal, or temporary) who meet definition of "exempt" under the FLSA are exempt from the provisions of the Act—they are not paid extra for overtime work. These employees are paid on a salaried basis.
Employees (regular, terminal, or temporary) who meet the definition of "non-exempt" are eligible for overtime pay as required by federal and state laws or University policies. These employees are paid on an hourly basis.
Every year, you and your supervisor will work together to develop and write a performance management plan, using the Performance Management Form which is available online from the HR Web site. Your annual performance management plan will include target objectives and competencies for the assessment period. These target objectives and competencies serve as criteria for your annual performance appraisal and also help you develop a plan for your on-going success, growth, and development. You and your supervisor will meet to discuss your performance and make written appraisals on the form at mid-year and year-end. Complete instructions and definitions are included on the Performance Management Form.
Human Resources Information Systems (HRIS) maintains and houses the University's official employee files. These files contain the official records of employment, such as hiring, transfers, wage changes, performance management, disciplinary action, benefits selection, etc.
Your Bronco Card identifies you as a WMU employee and is used for many campus activities and
services. You can obtain your Bronco Card at the Bronco Card Center, located in the Bernhard Center. For details about obtaining and, if necessary, replacing your Bronco Card please visit Faculty and Staff Bronco Cards.
Employees who separate from the University must return their Bronco Card to Human Resources during an exit interview (see "Exit Interviews").
The Michigan Social Security Number Privacy Act (MCL §445.81 et seq.) requires that universities institute a policy that protects the privacy of Social Security numbers. Western Michigan University recognizes the importance and sensitivity of an individual's private and personal information, including an individual's Social Security number. The University, in its capacity as an employer and an educational institution, collects a variety of personal and private information, including Social Security numbers. The University strives to ensure the proper handling of all private, personal information, including compliance with all legal requirements regarding such information.