Body
General Conduct
As part of a larger organization and as ambassadors for Miami University, as well as the Physical Facilities Department, individuals are expected to conduct themselves in a manner that allows for the successful completion of the Department’s mission. This means, among other things, that individuals are expected to treat others with respect and courtesy and to maintain civility in their interactions with others. Your actions and behavior reflect not only on yourself but also on the department and the university. As a guiding thought, Miami University’s Value Statement reads as follows:
“Miami University is a scholarly community whose members believe that a liberal education is grounded in qualities of character as well as of intellect. We respect the dignity of other persons, the rights and property of others, and the right of others to hold and express disparate beliefs. We believe in honesty, integrity, and the importance of moral conduct. We defend the freedom of inquiry that is the heart of learning and combine that freedom with the exercise of judgment and the acceptance of personal responsibility.”
The University’s Diversity Statement further explains the University’s expectations and our responsibilities:
“Miami University is a community dedicated to intellectual engagement. Our campuses consist of students, faculty, and staff from a variety of backgrounds and cultures. By living, working, studying, and teaching, we bring our unique viewpoints and life experiences together for the benefit of all. This inclusive learning environment, based upon an atmosphere of mutual respect and positive engagement, invites all campus citizens to explore how they think about knowledge, about themselves, and about how they see themselves in relation to others. Our intellectual and social development and daily educational interactions, whether co-curricular or classroom related, are greatly enriched by our acceptance of one another as members of the Miami University community. Through valuing our own diversity and the diversity of others, we seek to learn from one another, foster a sense of shared experience, and commit to making the University the intellectual home of us all.
We recognize that we must uphold and abide by University policies and procedures protecting individual rights and guiding democratic engagement. Any actions disregarding these policies and procedures, particularly those resulting in discrimination, harassment, or bigoted acts, will be challenged swiftly and collectively.
All who work, live, study, and teach in the Miami community must be committed to these principles of mutual respect and positive engagement, which are integral parts of Miami's focus, goals, and mission.”
Specific Policies
Policies concerning personal conduct in the workplace are provided in the Miami University Policy Library. The provisions of the University Policy Library apply to all individuals employed at Miami University. The GENERAL EMPLOYMENT POLICIES, provides the policies most applicable to the Physical Facilities staff. Some elements of the Policy Library are provided within this SOP for ease of reference; however, in the event of conflict, the policies as stated in the current version of the Policy Library prevail. For a complete treatment of the policies concerning personal conduct in the workplace, please refer to the Policy Library. It is available on the web at https://miamioh.edu/policy-library/
Harassment and Discrimination
The policy on harassment and discrimination available in the Miami University Policy Library states:
Respect for human diversity is an essential element of the Miami University community. Members of the Miami University community have the right to an environment free of conduct that unreasonably interferes, hinders, or otherwise denies another a suitable working, living, or learning environment. Therefore, members of the University community should refrain from harassing others or creating an environment that denies others a suitable working, living, or educational environment. Miami University strongly opposes and will not tolerate harassment or discrimination on the basis of age, color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation or protected veteran status in its activities, programs, admission, and employment. This prohibition extends to harassment or discrimination, based on the protected status listed above, including the creation of an intimidating, hostile, or offensive working, educational, or living environment.
Harassment of any nature will not be tolerated within PFD or by the PFD staff. Those who believe they are the subject of, or have knowledge of, harassment or harassing actions may report such to the appropriate individual. The Policy Library states:
Any person who believes he/she has been subjected to discrimination, harassment, or retaliation may report the behavior directly to the Office of Equity and Equal Opportunity (OEEO).
All employees who become aware of alleged protected-class discrimination or harassment as defined in this policy are required to report it to the Office of Equity and Equal Opportunity. This includes administrators, supervisors, managers, faculty and staff.
Graduate assistants, resident assistants (RAs), orientation leaders (SOULS) and student managers in Campus Services are also required to report.
Exemptions:
Employees with a legal privilege of confidentiality under Ohio law (including doctors, licensed counselors, and their staffs) are not required to report when the information is obtained in the course of a confidential communication.
Researchers are not required to report if the information is disclosed by a subject during participation in an Institutional Review Board-approved human subjects research protocol (IRB Research). The University’s Institutional Review Board (IRB) may, in appropriate cases, require researchers to provide such information to all student subjects of IRB Research.
Note: In addition to reporting discrimination and harassment, information regarding alleged retaliation as described in the section of this policy titled “Reporting Harassment, Discrimination, or Retaliation- Duty to Report” must also be reported.
OEEO will conduct a preliminary assessment of the report. The report should not be made to the person who is alleged to be engaging in discrimination, harassment, or retaliation.
Anonymous reports will be accepted; however, the University’s options for investigating or resolving anonymous reports may be limited because of the unique challenges presented. However, OEEO reviews and takes appropriate action on all reports including anonymous reports.
Romantic and Sexual Relationships in the Supervisory Setting
Individuals having a romantic or sexual relationship may not be in a supervisory/subordinate relationship within PFD. The Policy states:
Instructional, unclassified administrative and classified staff, and graduate students may not exercise supervisory responsibility or other University responsibility or authority over persons with whom they have a romantic or sexual relationship. “Supervisory responsibility” includes any relationship wherein one person has the power or authority to alter or influence the responsibilities, duties, terms, and/or conditions of employment of another. Those with “supervisory responsibility” as used in this policy are not limited to direct or first-line supervisors.
Relationships covered by this policy include, but are not limited to, relationships between administrative faculty and staff, faculty and student, coach or other athletic staff member and student, graduate student and undergraduate student, post-doctoral scholar/researcher and student, study abroad program director and student, and supervisor and supervisee.
Any instructional, unclassified administrative or classified staff member, or graduate student who is having or has had a romantic or sexual relationship with a person over whom he or she has academic authority, supervisory responsibility, or other University responsibility or authority must notify his or her immediate supervisor of the relationship. The instructional, unclassified administrative or classified staff, or graduate student must be removed immediately from all decision-making processes and positions of authority concerning the person with whom he or she is having or has had the relationship. The University requires the resolution of all conflicts of interest created by the relationship.
Failure to report the relationship, to cooperate in the transfer of responsibility and authority, or to resolve all conflicts of interest are grounds for discipline, up to and including termination, under appropriate University policies.
Drug-Free Workplace
The Miami University Policy Library states:
Miami University is dedicated to providing a safe, healthy, and efficient work place for its employees and for the entire University community. Therefore, Miami University recognizes that one of its most important obligations to its employees and students is to maintain a completely alcohol- and drug-free workplace.
The first four of six policy statements are summarized here for ease of reference. Please refer to the Policy Library for the entire statement.
- The illegal use of drugs or alcohol in the workplace or on University property or as part of any University activity is strictly prohibited.
- Employees may not be under the influence of drugs or alcohol in the workplace.
- The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on University property or as part of any University activity is strictly prohibited.
- Students and employees must notify Miami University of any criminal drug statute conviction for a violation occurring on University property no later than five (5) days after such conviction.
For a description of the applicable legal sanctions under local, state, or federal law for the unlawful possession, use, or distribution of illicit drugs and alcohol, the health risks associated with the use of illicit drugs and the abuse of alcohol or a description of drug and alcohol counseling, treatment, rehabilitation, or reentry programs that are available to employees or students, please consult Miami’s Annual Security Report.
Any PFD staff member having knowledge of violations of this policy are to notify their own supervisor or Division Director immediately.
Related Documents, Forms, and Tools
Miami University Policy Library is available at https://miamioh.edu/policy-library/
Revision History