Employee Handbook Section 9Please note: Employee conduct provisions are extremely important. The location of these provisions in this handbook and the order of the following provisions should in no way be construed to lessen the importance of any provision. Show
General policyRules of conduct for Western Michigan University employees are intended to promote the orderly and efficient operation of Western Michigan University, as well as protect the rights of all employees. Violations, therefore, shall be regarded as cause for disciplinary action. These rules are published for the 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. Rules of conduct for non-bargaining unit employeesHuman Resources shall be consulted regarding the consistency of rule interpretation and appropriateness of the penalty being applied for violation of any of the following rules of conduct. Section 1For violation of any of the following rules, an employee shall be subject to penalties ranging from a formal written warning notice up to, and including, discharge.
When an employee engages in conduct in violation of the Section 1 rules and the conduct is committed off-duty and not on University property, the University may discipline the employee, up to and including discharge, whenever the conduct causes unfavorable publicity to the University, impairs the credibility of the employee to perform the employee's job or is otherwise connected to employment at the University. Conduct that is off-duty but on University property or that is directed toward University students, employees, representatives or property is always connected to employment at the University. Likewise, conduct that is on duty but off University property is always connected to employment at the University. Section 2For the commission of any of the following offenses, an employee shall be subject to disciplinary action up to and including discharge. Disciplinary action for the same or different offenses shall progress in the following manner:
If an employee receives four warning notices for the same or different offenses within a period of 12 consecutive months, the employee shall, at the time of the issuance of the fourth such notice, be subject to discharge.
Confidential informationPlease refer to Western Michigan University's Confidential Information Policy (09-10): https://wmich.edu/policies/confidential-information WhistleblowerThe whistleblower policy is located on the Western Michigan University policies page. Non-discriminationThe non-discrimination policy is located on the Western Michigan University policies page. Sexual misconductThe sexual misconduct policy is available via Institutional Equity's website. Consensual sexual relationsThe consensual sexual relations policy is located on Institutional Equity's website. Employment of relatives (nepotism)Please see Conflict of Interest, Anti-Nepotism, Gifts - Employee Policy Outside employmentPlease see Conflict of Interest, Anti-Nepotism, Gifts - Employee Policy Workplace threats, violence and weaponsThe University is committed to the safety and security of all persons. To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace threats, violence and weapons policy. Threats and violenceThe University will not tolerate any threats, threatening behavior, or acts of violence committed by or against employees or on University property. Violations of this policy will lead to disciplinary action up to and including dismissal, as well as arrest and prosecution for any criminal acts. Weapons on campusThe weapons on campus policy is located on the Western Michigan University policies page. Prohibited conductEmployees are prohibited from making threats or engaging in violent activities. This list of behaviors, while not inclusive, provides examples of conduct that is prohibited.
Dealing with confrontationEmployees who confront or encounter an armed or dangerous person should not attempt to challenge or disarm the individual. Employees should remain calm, make constant eye contact and talk to the individual. If a supervisor can be safely notified of the need for assistance without endangering the safety of the employee or others, such notice should be given. Otherwise, cooperate and follow the instructions given. ReportingUniversity employees are responsible to notify the Department of Public Safety or the associate vice president for Human Resources of any threats they have witnessed or received, or any behavior they have witnessed which they regard as threatening or violent, when the threat or behavior is job-related, or might be carried out on University property, or is connected to University employment.
Enforcement and disciplineUpon notification to the Department of Public Safety and/or the associate vice president for Human Resources, the person making threats, exhibiting threatening conduct, or committing any other acts of aggression or violence on University property shall be removed from University property as quickly as safety permits and shall remain off University property pending investigation. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination and/or criminal prosecution. Non-employees engaged in violent acts on University property will be reported to the proper authorities and fully prosecuted. Risk assessmentThe University has established a risk assessment team consisting of representatives from Human Resources, the Department of Public Safety, the employee assistance program, the Office of Institutional Equity and other departments as required. Supervisors and managers who need assistance in assessing risk may contact Human Resources, who will then schedule a meeting of the risk assessment team. Drug-free workplaceThe 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 action, up to and including discharge. The term "controlled substance" refers to all illegal drugs and to legal drugs used without a physician's order. It does not prohibit taking prescription medication under the direction of a physician. Tobacco-free campus policyThe tobacco-free campus policy is located on the Western Michigan University policies page. Public office candidacyPlease see
Political Activities Policy Collections and donationsPlease see Conflict of Interest, Anti-Nepotism, Gifts - Employee Policy Minors on campusPlease see Minors on Campus. GiftsPlease see Conflict of Interest, Anti-Nepotism, Gifts - Employee Policy <back next> Which are examples of Unilever's sustainable business practices?Protect and regenerate nature. Taking a stand.. Strategy and goals.. Regenerating nature.. Deforestation-free supply chain.. Sustainable and deforestation-free palm oil.. Sustainable and regenerative sourcing.. Empowering smallholder farmers.. Water stewardship.. Which of the following are actions a company should take according to Integrative Social Contracts Theory?Which of the following are actions a company should take according to integrative social contracts theory? Uphold a small number of universal ethical principles that are applicable in all situations. Adhere to local values and customs that define the boundaries of ethical behavior.
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Which of the following statements is most likely to be true of an organization's code of ethics?Which of the following statements is most likely to be true of an organization's code of ethics? The code of ethics is written for the employees of an organization, and the stakeholders are not required to follow it.
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