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.
Please see rules of conduct for non-bargaining employees in the employee handbook.
Please see confidential information policy for employees in the employee handbook.
The whistleblower policy is located on the Western Michigan University policies page.
The sexual harassment policy is located on the Institutional Equity policies page.
The consensual sexual relations policy is located on the Institutional Equity policies page.
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.
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.
Please see workplace threats, violence and weapons in the employee handbook.
Please see drug-free workplace in the employee handbook.
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 smoke free policy is located on the Western Michigan University policies page.
Please see public office candidacy in the employee handbook.
Please see collections and donations in the employee handbook.
Please see Minors on Campus.
Please see gift policy in the employee handbook.
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.