601.25

Information Security Incident Reporting

Applies to: All Faculty and Staff

  1. Overview

    It is the policy of the University of Michigan to handle information security incidents so as to minimize their impact on the confidentiality, integrity, and availability of the university’s systems, applications, and data. An effective approach to managing such incidents also limits the negative consequences to both the university and individuals, and improves the university’s ability to promptly restore operations affected by such incidents.

601.07

Responsible Use of Information Resources

Applies to: All Faculty, Staff, Students, Affiliates, and Alumni

  1. Overview

    U-M information technology resources are primarily provided for university-related purposes and should be used in a manner consistent with the university’s academic, teaching, learning, research, clinical, campus life, public service, and administrative missions. The continuing ability to use these resources is contingent upon their appropriate and responsible use. Members of the university community are expected to be good stewards of the university’s information resources and data, and use them in a safe, responsible, ethical, and legal manner.

601.18

Violence in the University Community

Applies to: All Faculty, Staff, Contractors, Students, and Visitors

  1. Policy

    The University is committed to maintaining an environment that is safe and free from violence and will not tolerate violent and threatening behavior. All University community members share the responsibility and are expected to maintain a climate of behavior that does not foster acts of violence, threats, and aggression.

507.01

Procurement General Policies

Applies to: All Departments and Units of the University

  1. Procurement

    Procurement of goods and services for the university must be conducted in an open and competitive environment to ensure that prices paid are fair and reasonable and the selected supplier provides the best value to the University. Purchasing activities are conducted in Procurement Services as well as by academic and administrative departmental employees.

201.49

Rehire/Reinstatement

Applies to: All Regular Employees with the exception of those covered by a collective bargaining agreement

  1. Policy

    Individuals previously employed by the University in a benefits eligible regular full or part time position may apply for reemployment, reinstatement, or crediting of prior service under the following conditions:

    1. Rehire

      Individuals seeking rehire are subject to University employment procedures. Their previous University employment record will be reviewed and considered as part of the re-employment decision. An individual returning to regular employment at the University as a “rehire” (including a rehire eligible for reinstatement):

201.25

Garnishments, Tax Levies and Assignments

Applies to: All regular faculty and staff members

  1. Policy

    Staff members are expected to manage their personal financial affairs in a manner which prevents involving the University in legal proceedings and unnecessary expenses through garnishments, tax levies and other collection devices.

    Garnishments, tax levies, and other collection devices will not be considered cause for termination of employment.

201.24

Employment of Students

Applies to: All staff with the exception of those represented by a bargaining unit

  1. Policy

    Employment of students is encouraged to support their financial and educational needs, and to provide work experience that will assist them as they enter the regular workforce. Students will normally be placed into jobs that are seasonal, irregular, or sporadic and are considered supplementary to the regular workforce.

201.41

Performance Management

Applies to: Regular Staff with the exception of those covered by the terms of a collective bargaining agreement

  1. Policy

    Performance management is a system, not a single annual event. The primary purpose of a performance management system is to align performance to University objectives and achieve results. High levels of performance are achieved through clarification of expectations by managers, employee commitment and engagement, monitoring behavior and outcomes, provision of necessary resources, on-going feedback and planning for continuous development.

201.33

Military Reserve Duty Pay

Applies to: Regular Employees with the exception of those represented by a bargaining unit

  1. Policy

    Employees shall be granted time off work without loss of their regular compensation or any loss of their fringe benefits in order to participate in Military Reserve or National Guard Training Programs or for service required as a result of civil disorder or other emergency.