Policies, Union Contracts, Handbooks > Support Staff Policies and Procedures

Rules Governing Personal Conduct of Employees (Support Staff Policies and Procedures)

Policy

Applies to: University support staff

Rules of personal 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, up to and including discharge. Discharge may result from an accumulation of minor infractions as well as for a single serious infraction. This statement of “Rules Governing Personal Conduct of Employees” does not preclude the establishment of additional rules for its employees by any university department that is necessary for the effective operation of that department.

Disciplinary action under these rules does not free an employee from possible criminal liabilities, nor preclude sanctions established for violations of MSU Ordinances, state, or federal laws.

These rules are not all inclusive and the employer reserves the right to discipline employees for acts or omissions that are not listed below.

Each employee is required to conduct him/herself in a proper, professional manner at all times. The following are examples of conduct that is prohibited:

1.      Sexual Harassment - Sexual harassment is a form of unlawful gender (sex) discrimination and is not tolerated at Michigan State University.  All employees should be familiar with the Policy on Sexual Harassment, located at www.hr.msu.edu/Hrsite/Documents/Uwide/Policies/Sexharass “Sexual harassment” means unwelcome sexual advances, unwelcome requests for sexual favors, or other unwelcome behavior of a sexual nature when: (A) submission to such behavior is made, explicitly or implicitly, a term or condition of an individual’s employment or status in a course, program, or activity; or (B) submission to or rejection of such behavior is used as a basis for a decision affecting an individual’s employment or participation in a course, program, or activity; or (C) such behavior is so severe, persistent, or pervasive that a reasonable person would find that it: (1) alters the terms or conditions of a person’s employment or educational experience, or (2) unreasonably interferes with an individual’s work or performance in a course, program, or activity, thus creating a hostile or abusive working or educational environment.  Many kinds of behavior may fit within the preceding definition of sexual harassment. The following list is not exhaustive.

·        Sexual assault

·        Threats or insinuations which lead the victim reasonably to believe that granting or denying sexual favors will affect her or his reputation, education, employment, advancement, or standing within the university

·        Sexual advances, sexual propositions, or sexual demands which are not agreeable to both parties

·        Unwelcome and persistent sexually explicit statements or stories which are not legitimately related to employment duties, course content, research, or other university programs or activities

·        Repeatedly using sexually degrading words or sounds to describe a person

·        Unwanted and unnecessary touching, patting, hugging, or other physical contact

·        Recurring comments or questions about an individual’s sexual prowess, sexual deficiencies, or sexual behavior

2. Sexual Conduct:  Behavior of a sexual nature that is not sexual harassment may nonetheless be unprofessional in the workplace or disruptive in the classroom and, like other unprofessional or disruptive behavior could warrant discipline.
3. Improper behavior relating to attendance:
   • Excessive absenteeism or tardiness
   • Leaving work early or extending break periods
   • Leaving the work area without permission
   • Making preparation to leave work before the lunch period, break period, or the specified quitting time
   • Failure to report for overtime work when scheduled
   • Failure to start work at the designated time
   • Failure to return from an authorized leave of absence or vacation at the designated time
4. Improper use of leave time to cover an absence (e.g., sick leave, bereavement leave, FMLA, jury duty)
5. Failure to properly and/or promptly report the reason(s) for being absent, if no previous arrangements were made with the supervisor
6. Malicious, negligent, or intentional destruction, damage, defacement, or willful neglect of university or other individual’s property
7. Unauthorized use or possession of equipment or property of the university or other individual
8. Unauthorized taking or attempting to take, misappropriation, concealment, or removal of property belonging to the university, an employee, student, customer, supplier, vendor, visitor, patron, or guest of the university
9. Improper documentation, destruction, or making false statements, alterations, deletions, or omissions on university forms, records or reports (including production records, time records, employment applications, and medical records) including, but not limited to, making false claims for wages, benefits, insurances, leaves of absence, and/or providing false information for personal gain.
10. Failure to comply with safety rules and regulations, including:
    • Failure to immediately report all accidents and injuries
    • Failure to comply with and/or follow safety rules and regulations as established by the university’s Department of Police and Public Safety, Office of Radiation, Chemical and Biological Safety, Local, State or Federal Statute, and/or unit supervisor
    • Failure to wear safety apparel and equipment when and where designated
    • Creating or contributing to disorderly, unclean, or unsafe working conditions
11. Non-work related use of official position and influence for personal profit
12. Conducting personal business while on duty
13. Unauthorized use of the university’s telephone, electronic, computer, or other equipment during working or non-working hours
14. Refusal or willful failure to carry out the instructions of the supervisor, including the assigned duties of the position, when such instructions do not require unsafe or illegal acts
15. Neglect of duty and/or lack of due care and/or diligence in the performance of duties
16. Unauthorized disclosure or misuse of records or other business information
17. Misconduct related to the use and possession of alcoholic beverages and controlled substances:
    • Consuming or possessing alcoholic beverages on university premises, except when authorized
    • Consuming or possessing controlled substances on university premises without a prescription
    • Unlawful manufacture, distribution, dispensation, or use of illegal drugs or controlled substances
    • Being under the influence of alcohol when reporting to or while at work
    • Being under the influence of illegal drugs or controlled substances without a prescription when reporting to or while at work.
    • Failure to pass a required drug or alcohol screen
    • Falsification of related laboratory test results and/or test samples
    • Adulteration or attempted adulteration of a drug screening specimen
18. Dissemination of sexually explicit materials through the university’s communication and/or email system.  University systems are not to be used to create, forward, or display any offensive or disruptive messages, including photographs, graphics, or audio materials.
19. Remaining on the premises or entering the premises without authorization unless on duty or having business as a citizen
20. Unsatisfactory work performance or failure to maintain reasonable standards of performance and production
21. Making or publishing:
    • Malicious statements concerning any employee, supervisor, or the university
    • Disparaging statements to the public concerning the university’s business
22. Knowingly admitting, or providing means of access, to an unauthorized person or persons into any locked or restricted building and/or area of the campus
23. Knowingly providing means of access to the university’s computer systems without authorization
24. Other misconduct such as, but not limited to, the following:
    • Use of vulgar or obscene language
    • Threatening, intimidating, obstructing, and/or harassing other persons; fighting and/or instigating a fight; verbal, physical, or psychological abuse; or mistreatment of a supervisor, co-worker, student, citizen, supplier, vendor, or guest
    • Gambling or engaging in other games of lottery on the university’s time and/or premises
    • Immoral conduct
    • Illegal acts committed by employees when not at work that reflect adversely upon the university
    • Unauthorized use/possession of the university’s or other’s property, including but not limited to, non-business use of university computers and peripheral equipment
    • Possession of weapons, firearms, or explosives on the premises of the university (unless authorized in the course of employment)
    • Ethnic intimidation based on a person’s race, color, religion, national origin, or sexual orientation
    • Negligent use of university property
    • Smoking in unauthorized areas or inappropriately disposing of smoking materials
    • Sleeping, loitering, or loafing on the job
    • Failure to maintain proper grooming, dress, cleanliness, or hygiene.  Dress or appearance should not be distracting to those with whom the employee works and should be within acceptable standards of health, safety, and public contact.
    • Working for pay at other employment while on leave from the university
    • Failure to disclose outside interests that may conflict with the interests of the university
    • Vending, soliciting, or collecting contributions on the university’s time or premises absent prior appropriate authorization from the university
    • Failure to report inappropriate use of university equipment or electronic systems

Refer questions to: MSU Human Resources Employee Relations (telephone 517-353-5510, e-mail)