PPM Section 9 - Employee conduct and disciplinary action
- 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.
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.
- 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
- 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
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.
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