Code of Ethics and Conflicts of Interest
The Wisconsin Code of Ethics is intended to avoid conflicts of interest between an employee’s personal interests and his or her public job responsibilities. For classified employees the Code of Ethics is found in the Wisconsin Administrative Code ER-MRS 24. For unclassified employees, it is found in the Wisconsin Administrative Code UWS 8. (The Wisconsin Administrative Code is found on the Wisconsin State Legislature website, http://www.legis.state.wi.us/rsb/code.htm).
Activities that cause a conflict of interest are prohibited. A conflict exists whenever the employee’s public action could reasonably be expected to directly or indirectly produce a private benefit for the employee or the employee’s immediate family or an organization with which the employee is associated. Employees may not use their public positions or state property for private or personal benefit other than the compensation paid to them by the employer. No employee may accept money or anything to value from a person or organization if it could reasonably be expected to influence his or her official actions or judgment or could be considered a reward for any official action or inaction.
This means that employees may not accept anything of value such as meals or fees for speaking for performing their state duties. Employees retain the right to be paid for papers, appearances and talks made on their own time and not directly part of their duties. It is the employee’s responsibility to notify his/her supervisor any time he or she feels that he or she might be involved in a conflict of interest.
Computing Policy and GuidelinesUniversity Information Technology Services (UITS) develops and maintains academic computing facilities at UWM. These resources are for instructional and research purposes only. UITS endeavors to maximize the available computational resources within financial constraints and legal commitments of our software licenses. The Campus Computer Use policy is online, http://www4.uwm.edu/secu/facdocs/2480.pdf.
Lots of information about Computer Policy, establishing an ePanther ID, and using campus Email can be found the Technology and Media Resource Guide, published by the University Information Technology Services, http://www4.uwm.edu/uits/about/, http://www4.uwm.edu/technology/index.cfm.
Crime Statistics and Campus Security PolicyThe Clery Act of 1998 requires that UWM publish crime statistics along with policies and procedures to be followed in cases of sex offenses. Most of this information has been and will continue to be published each semester in the Schedule of Classes in the section called "Student Alert", http://www4.uwm.edu/safety/annual_security_report.cfm .
UWM also complies with the Campus Sex Crimes Prevention Act of 2000. Further information regarding this compliance may be obtained by contacting the UWM Police Department, or the UWM Public Records Custodian.
Drug Free Campus PolicyThe University of Wisconsin - Milwaukee prohibits the unlawful possession, use, distribution, manufacture or dispensing of illicit drugs and alcohol by students and employees on university property or as part of university activities. Selected Academic and Administrative Policies, S-19.5, http://www4.uwm.edu/secu/docs/other/S19.5.htm.
The use or possession of alcoholic beverages is prohibited on university premises, except in faculty and staff housing and as expressly permitted under institutional regulations, in accordance with Wisconsin Administrative Code (UWS 18.06(13)(a), Wis. Adm. Code) and UWM's Guidelines for Serving Alcoholic Beverages (S-5), Selected Academic and Administrative Policies http://www4.uwm.edu/secu/docs/other/S5.htm . Without exception, alcohol consumption is governed by Wisconsin statutory age restrictions under UWS 18.06(13) (b), Wis. Adm. Code. University employees are maybe subject to disciplinary sanctions for violation of these provisions occurring on university property or the worksite or during work time, up to and including termination.
Employees who are convicted of any drug statute violation occurring in the workplace must notify their dean, director or department chair within five days of the conviction if the employees are employed by the university at the time of the conviction. Employees who have problems with drugs or alcohol are encouraged to seek referral through the Employee Assistance Program provider.