Employment Policies: What Employers Need to Know
Northern Michigan University does not unlawfully discriminate on the basis of race, color, religion, sex, national origin, age, height, weight, marital status, familial status, handicap or disability, sexual orientation or veteran status in employment or the provision of services, and provides, upon request, reasonable accommodation including auxiliary aids and services necessary to afford individuals with disabilities an equal opportunity to participate in all programs and activities. Persons having Civil Rights inquiries may contact the Equal Opportunity Office at 906-227-2420. Students having inquiries regarding the Americans with Disabilities Act (ADA) may contact the Disability Services Coordinator at 906-227-1737.
GENERAL HIRING POLICY
In no case may a university employee hire or supervise student employees who are members of his or her immediate family. When hiring student employees, departments are encouraged to give hiring preference to NMU students in the following priority order:
1. Students enrolled when employment occurs during the academic term. "Academic term" is defined as the time between the first scheduled day of classes and the scheduled Commencement date of Fall and Winter semesters or the final day of summer session examination periods.
2. Continuing students enrolled the previous academic term and pre-registered for the upcoming term.
3. Newly admitted students who have paid their Orientation Fee. (If these students have not yet registered for classes, they must be hired as temporary labor, not regular student employment or Work Study. See the Employee Classifications Section for more information.)
4. Newly admitted students who have been accepted by the University for enrollment but who have not paid their Orientation deposit. (These individuals must also be hired as temporary labor).
To facilitate a student's academic success and to ensure compliance with specific regulations, students may not be scheduled to work:
- More than eight (8) hours per day during the academic year;
- During their regularly scheduled class periods;
- In positions that are, or have historically been, filled by full-time NMU employees; or
- More than an average of 20 hours per week (or a maximum of 40 hours in a pay period). The department head may grant occasional exceptions to this criterion (see Work Schedules and Payroll Monitoring)
In accordance with their visa requirements, International students are not permitted to work more than 20 hours per week under any circumstances. For additional information, contact International Programs at 227-2510.
SEXUAL HARASSMENT, CONSENSUAL RELATIONS POLICY
Northern Michigan University is committed to creating a work environment for all faculty and staff and a living and learning environment for all students that is fair, humane, and responsible. Such an environment supports, nurtures, and rewards faculty and staff and students on the basis of ability and work performance in their progress toward career and educational goals. Sexual harassment has no place in this environment.
Harassment on the basis of sex is discrimination in violation of the Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and the Michigan Elliot-Larsen Civil Rights Act. Federal and state laws prohibit sex discrimination in employment and in the utilization of educational facilities and services. Sexual harassment is considered to be sex discrimination and is therefore illegal.
Supervisors must document any complaints or incidents of sexual harassment in a manner consistent with the Northern Michigan University Sexual Harassment, Consensual Relations Policy. Supervisors are responsible for making employees aware that sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or visual communication or physical conduct of a sexual nature when:
1. Submission to such conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining employment, public accommodations or public services, education, or housing.
2. Submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting such individual’s employment, public accommodations, or public services, education, or housing.
3. Such conduct or communication has the purpose or effect of unreasonably interfering with an individual’s employment, public accommodations or public services, education, or housing, or creating an intimidating, hostile, or offensive employment, public accommodations, public services, educational, or housing environment.
Please contact Career Services at x2800 or the Human Resources office at x2470 for more information regarding the Sexual Harassment, Consensual Relations policy.
WORK ACCIDENTS / INJURIES
Public Safety must be immediately notified of all personal injury accidents involving faculty, staff, students, or visitors, resulting in injuries requiring treatment other than self-administered first aid. The injured individual must notify his/her immediate supervisor, responsible faculty member, or Public Safety. A University Incident Report must be prepared within 24 hours by the supervisor, responsible faculty member, or Public Safety.
A personal injury accident is an accident other than a motor vehicle accident. Motor vehicle accidents involving injuries are required to be reported by the Motor Vehicle Code.
Time spent by a student employee waiting for and receiving medical attention at the direction of the employer during the employee's working hours is considered work time.