Workplace Expectations

This section describes university policies regarding attendance, breaks, lunches and expected behavior as well as other information and resources relating to your employment and employment practices at the university.

During your first few days on the job, your supervisor will explain explain the requirements of your job to you. Your supervisor will review the rules and regulations in your department and will cover any unit or departmental procedures or policies that may apply to you.

If you have any questions, problems or concerns while you are employed at the university, contact your supervisor first.Your supervisor is a source of information and usually can resolve your concerns.

Attendance

Every employee has an obligation to maintain regular and reasonable attendance as a condition of employment. Your supervisor will explain your work hours. You may be required to maintain very rigorous and specified hours, or you may have a more flexible work schedule based on the work needs of your department. You may also be allowed to work an alternative work schedule such as a ten-hour shift or a "job sharing" situation. Whatever schedule you are assigned, be assured it is designed to meet the needs of your department and the university.

The university recognizes that there may be certain infrequent circumstances that might prevent you from being at work. In those cases, you must notify your supervisor as soon as possible, prior to your regularly scheduled starting time. You should tell your supervisor why you cannot be at work and when you expect to be back.

Whatever your schedule, the university is depending on you to be at work when you are scheduled. (SPG 201.67)
Breaks and Lunches

Under normal circumstances, full-time employees are entitled to a lunch period in the middle of their shift. Lunch periods are usually one hour long and unpaid. Departments can designate either a 30- or 60-minute unpaid lunch break. Your supervisor will inform you about the policy in your department and instruct you to take your lunch period at a time when your work schedule permits.

In addition to lunch periods, you may take a rest period (break) of 15 minutes for each four-hour period of work. Rest periods may be taken as time and your work schedule permits, though in some departments they are scheduled. Rest periods should not disrupt the normal flow and efficiency of your department. Your supervisor will try to ensure that you receive appropriate rest periods, but in some cases they must be waived to accomplish the work schedule. Rest periods are not cumulative; they cannot be used to extend lunch breaks, to cover for late arrivals, or to leave work early. (SPG 201.31, 201.52)
Performance Standards and Conduct

As a university staff member, you are expected to maintain a standard of performance and conduct that does not interfere with or adversely affect the orderly and efficient operation of the university. This includes any violation of rules and regulations or unsatisfactory work performance that is caused by other than a lack of capacity or ability, and off-duty behavior which adversely affects the employment relationship. When you do not observe this standard, your supervisor may initiate correction through oral warning, issue you a written reprimand, give you disciplinary time off or discharge you. The severity of the discipline depends upon the nature of your misconduct and your previous discipline record. Disciplinary time off or discharge may result from a single act of serious misconduct or from repeated but less serious acts of misconduct. There is no requirement that discharge be preceded by any other disciplinary action.

In cases where a discharge is contemplated, you will be given an opportunity to respond. The extent of any discipline is based on the facts and your response.

Certain staff may be employed under specific terms of a contract under which they serve at the pleasure of the university. In these cases, the terms of such individual employment agreements will apply. (SPG 201.12)
Ethics and Compliance

U-M is committed to providing an environment where individuals feel comfortable discussing compliance problems—no matter how big or small—and where people can safely and confidentially come forward to identify instances of fraud or other serious concerns.

Compliance programs help protect our patients and customers, our trainees and students, our faculty and staff, our financial resources and our research ideas.

Customary resolution methods, such as talking to your supervisor, are important first-line approaches for reporting compliance concerns. For situations where conventional channels are uncomfortable or otherwise inappropriate, or when you wish to remain anonymous, the Compliance Hotline is a tool for raising concerns about financial, regulatory, NCAA, substance abuse and patient safety issues.
Sexual Assault
The university is committed to creating a community free from violence. Sexual assault, sexual harassment, domestic violence and stalking, as defined by State and Federal laws, will not be tolerated. It is the responsibility of all university employees to maintain a safe work environment.

Survivors may report sexual assault to any of the following:

Division of Public Safety and Security (911 or use the blue light emergency phones on campus)

Ann Arbor Police (911)

Sexual Assault Prevention and Awareness Center (SAPAC) Office (734-763-5865)

SAPAC 24-Hour Crisis Line (734-936-3333)

Office of the Dean of Students (734-764-7420)

Equity, Civil Rights, and Title IX Office (734-763-0235)

Any university official

For more information, visit the university's Sexual Misconduct Reporting & Resources website or the Abuse Hurts website.
Sexual Harassment

It is the policy of the university to maintain an academic and work environment free of sexual harassment for students, faculty, and staff. Sexual harassment is contrary to the standards of the university community. It diminishes individual dignity and impedes equal employment and educational opportunities and equal access to freedom of academic inquiry. Sexual harassment is a barrier to fulfilling the university's scholarly, research, educational and service missions and will not be tolerated.

A claim under the policy may be brought by the university or by a faculty, staff or student member of the university community based on the conduct of any university employee. Complaints based on conduct by students who are not also employees of the university are addressed to the Student Code of Conduct, which is administered by the Office of Student Conflict Resolution.

Sexual harassment can be a very serious matter, having far-reaching effects on the lives and careers of individuals. Intentionally false accusations can have a similar impact. The charge of sexual harassment is not to be taken lightly by a charging party, an accused party, or any member of the university community. A person who knowingly and intentionally files a false complaint under this policy is subject to university discipline.

Romantic and sexual relationships between supervisors and employees are prohibited. The policy requires the supervisor to disclose the relationship to their administrator, who must resolve the conflict with a written plan.

Romantic and sexual relationships between employees are covered under the university’s nepotism policy (SPG 201.23). The policy requires that both employees disclose the relationship to their administrator, who must resolve the conflict with a written plan.

Employees are similarly prohibited from making administrative decisions for a student with whom the employee has a romantic or sexual relationship. These relationships are regulated under the Employee-Student Relationships policy (SPG 601.22-1).

The university encourages persons who believe that they have experienced or witnessed sexual harassment to seek assistance. Procedural Guidelines for handling harassment complaints may be found on the UHR Procedures webpage. Individuals also have the right to pursue a legal remedy for sexual harassment in addition to or instead of proceeding under this policy (SPG 201.89-0). For information, visit the university's Sexual Misconduct Reporting and Resources website.

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