CHM HR - HR Policies for UW Employees
University of Wisconsin Madison Policies for Employees
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The University of Wisconsin-Madison (“UW”) prioritizes safety and strives to provide a safe learning environment for everyone. Children come into contact with the UW through various programs, camps, and events. On December 19, 2011, the Governor signed Executive Order #54 which requires that all University of Wisconsin System employees report incidents of child abuse and neglect. In addition, this policy extends that obligation to certain volunteers and contractors performing services for the UW.
Drug Free School & Communities Act
The University of Wisconsin System and UW-Madison prohibit the unlawful possession, use, distribution, manufacture or dispensing of illicit drugs (“controlled substances” as defined in Ch. 961, Wis. Stat.) and alcohol in accordance with s. UWS 18.09, Wis. Adm. Code, by students. The use or possession of alcoholic beverages is also prohibited on University premises unless expressly permitted by the chief administrative officer or under institutional regulations, in accordance s. UWS 18.09, Wis. Adm. Code. Without exception, alcohol consumption is governed by Wisconsin statutory age restrictions under s. UWS 18.09(1)(b) Wis. Adm. Code.
The University of Wisconsin System and UW–Madison prohibit the unlawful possession, use, distribution, manufacture or dispensing of illicit drugs (“controlled substances” as defined in Ch. 961, Wis. Stat.), in accordance with s. UWS 18.09, Wis. Adm. Code, by employees on university property or as part of university activities. The use or possession of alcoholic beverages is also prohibited on university premises, except in faculty and staff housing and as expressly permitted by the chief administrative officer or under institutional regulations, in accordance with s. UWS 18.09, Wis. Adm. Code. Without exception, alcohol consumption is governed by Wisconsin statutory age restrictions under s. UWS 18.09(1)(b) Wis. Adm. Code.
The safety of every student, visitor, and employee is a primary consideration in every University activity. Each person who is responsible for students and employees is also responsible for their safety. If an accident occurs, this responsibility includes making an adequate investigation and taking necessary corrective action to eliminate or protect against the hazard. Each employing unit is responsible for establishing and maintaining safety standards within the unit including compliance with Wisconsin Department of Commerce rules (equivalent to OSHA rules) and other applicable regulations. All supervisory personnel need to understand their responsibility for the safety of all persons coming into their work areas. Employees are responsible for following established safety procedures and using protective equipment.
Sexual Violence & Harassment Policy
The mission of the University of Wisconsin–Madison (University) is to provide a teaching, learning, and working environment in which faculty, staff, students, and guests can discover, examine critically, preserve, and transmit knowledge, wisdom, and values that will improve the quality of life for all. To promote the institutional mission, the University is committed to creating and maintaining a campus community that is free from sexual harassment and sexual violence.
This policy prohibits acts of sexual harassment and sexual violence (including sexual assault, dating violence, domestic violence, stalking, and sexual exploitation) in all programs and activities of the University. Individuals who engage in such acts, hereafter referred to collectively as sexual harassment and sexual violence, are in violation of this policy and are subject to disciplinary action. This policy also prohibits retaliation against individuals who report sexual harassment or sexual violence, who assist others in reporting, or who participate in University proceedings related to such a report. Individuals who engage in retaliation are subject to disciplinary action.
The University will provide appropriate education about sexual harassment and sexual violence and this policy. All participants in University programs and activities are responsible for helping to ensure that our campus community is kept free of sexual harassment and sexual violence by not engaging in such conduct, completing required training, and complying with reporting requirements when they become aware of sexual harassment or sexual violence.
Individuals who are subjected to acts of sexual harassment or sexual violence in violation of this policy are encouraged to report these incidents. All complaints will be treated seriously and responded to appropriately using a trauma-informed approach. Individuals who experience sexual harassment and sexual violence will have access to appropriate support resources regardless of their decision to pursue an investigation by the university or law enforcement.
The University of Wisconsin–Madison is committed to providing students, faculty, staff and visitors with access to its programs, services and facilities. This includes providing reasonable accommodations that ensure qualified applicants and employees with disabilities have equal employment opportunities. The Employee Disability Resources (EDR) office serves as the campuswide hub for information on the disability accommodation process for employees and applicants. We recognize that all UW–Madison applicants and employees with disabilities have a right to ask for a reasonable accommodation, and we advocate for a process to identify if one can be made. If you are experiencing difficulty in the hiring process, while performing duties of your job, or accessing an employment benefit, you can consider requesting an accommodation.
- Academic/Univeristy Staff L&S Contact: Linda Cleary
- Student+ (Graduate Students, ET (Postdegree/Postdocs) L&S Contact: Brenda Knowles
Tobacco use is the leading cause of premature and preventable death, responsible for more than 440,000 deaths a year in the United States. Tobacco addiction begins almost exclusively among youth and young adults making college and university campuses a critical target for tobacco use prevention and cessation efforts. The compelling scientific findings, as summarized by the United States Surgeon General and the Environmental Protection Agency, indicate that the simple separation of buildings into “smoking” and “non-smoking” sections does not eliminate the unequivocal health risks that result from Environmental Tobacco Smoke (ETS).
Electronic smoking devices, e-cigarettes, have not been fully studied, so consumers currently don’t know the potential risks of e-cigarettes when used as intended, how much nicotine or other potentially harmful chemicals are being inhaled during use, or whether there are any benefits associated with using these products. Additionally, it is not known whether e-cigarettes may lead young people to try other tobacco products, including conventional cigarettes, which are known to cause disease and lead to premature death.
In light of the clear health hazards associated with smoking for smokers and non-smokers alike, the University of Wisconsin- Madison adopted a SMOKE-FREE POLICY effective April 8, 1991. Based on input from the campus community and experience with the original policy, the UW-Madison SMOKE-FREE POLICY was reviewed and amended in 1995, 2011, and 2016.
The purpose of this policy is to outline the expectations of the Board of Regents regarding the acceptable use of IT resources by authorized users and to establish the parameters for the use of IT resources.
The University of Wisconsin–Madison is committed to the safety and welfare of the campus community. Inclement weather can negatively impact students, faculty, and staff, and the normal operations of the campus. This policy establishes the necessary and appropriate inclement weather policy for employees.
Consensual Relationship Statement
This policy describes UW–Madison’s expectations with respect to consensual romantic or sexual relationships where a power differential exists and is consistent with the Regent Policy Document 14-8 Consensual Relationships. This policy covers all UW–Madison employees, students, and affiliated individuals.
This policy addresses the potential for conflict of interest when a UW-Madison employee is involved in the hiring decisions and/or management or supervision of applicants or employees to whom they are related or with whom they have a close personal relationship.
These guidelines are intended to help you identify and assess potential issues related to the use of social and new media, including, but not limited to: Facebook, X (formerly Twitter), YouTube, Flickr, FourSquare, personal websites (including blogs), chat sites, etc.
Institutional and Public Position Statements Policy
This Policy has information about a new policy regarding the use of our institutional voice — whether (and how) we as UW–Madison take a position on issues or events that are in the national, international, state, or local spotlight. In recent years, and with increasing frequency, campus leaders across the country have elected to or have been asked to use our university platforms and positions to make public statements about or take positions on major issues, events, and controversies.