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Retired Policies

  • Policy 02-18-01 - Athletic Council Constitution

    *Policy retired as of September 8th, 2023

    Athletic Council Constitution

    02-18-01

    Organization

    The Council shall be composed of the following 13 members:

    1. Six faculty members (it shall be the policy as a general rule to make appointments from the ranks of teaching, research and extension faculty);
    2. The faculty member appointed by the President as Faculty Representative to the Intercollegiate Conferences, ex officio;
    3. The Director of Athletics, ex officio;
    4. The Director of Alumni Relations, ex officio;
    5. The Controller, ex officio;
    6. Two Alumni Members;
    7. The President of Student Government, ex officio.

    The faculty members shall be appointed by the President, subject to the approval of the Academic Senate. Three shall be appointed each year to serve a two-year term. An alumni member shall be nominated by the Alumni Varsity Club and the second by the Alumni Advisory Council. Both alumni members are to be recommended by the Alumni Advisory Council to the President for appointment. Alumni members shall not be employees of Michigan State University.

    Terms of office shall begin on July 1 following the member's appointment or election.

    Vacancies occurring during the term of any member shall be filled by appointment by the President in the case of faculty, and upon the recommendation of the Director of Alumni Relations in the case of alumni.

    Officers

    The officers of the Council shall be a chairperson, vice chairperson, and a secretary. The Director of Alumni Relations shall serve as secretary. The Faculty Representative to the Intercollegiate Conference shall serve as chairperson. The vice chairperson shall be elected at the first regular meeting following July 1 and will take office immediately to serve a one-year term.

    Duties

    1. Rule on eligibility of students for intercollegiate competition.
    2. Vote on intercollegiate conference legislation under the terms of the White Resolution.
    3. Vote on National Collegiate Athletic Association legislation requiring faculty action.
    4. Review schedules and develop schedule policy.
    5. Control complimentary ticket allocation.
    6. Determine ticket prices and policies.
    7. Determine athletic contest television and radio policy.
    8. Determine athletic awards policy.
    9. Serve in an advisory capacity to the University administration on matters of intercollegiate athletic policy.
    10. Serve in an advisory capacity to the Athletic Director on such matters as the Director may refer to the Council.
    11. Serve in an advisory capacity to the Faculty Representative concerning special matters requiring faculty action on the Big Ten or National Collegiate Athletic Association.
    12. Determine what sports shall be part of the intercollegiate athletic program.

    Responsibilities

    1. The Director of Athletics shall advise the Council as to the development of the athletic program at each regular meeting.
    2. The Faculty Representative shall advise the Council as to relationships with other members of the Big Ten and on all matters requiring faculty action at each regular meeting.

    Meetings

    The Council will meet during the first month of the fall, winter, and spring terms and at such other times as the chairperson may determine.

    Enacted: 11/19/55

    Amended: 1/3/56

    Retired: 7/8/23

    bylaws-ordinances-policies/policies/02-18-01

  • BOT 503: Conflicts of Interest, Faculty/Academic Staff

    BOT 503: Conflicts of Interest, Faculty/Academic Staff

    *Policy retired as of June 13, 2025

    This policy was approved by the Board of Trustees on April 13, 2012.

    I. PREAMBLE

    As a modern research-intensive land-grant university, Michigan State University is committed to maintaining the trust of the general public which supports it and which it serves. For the University to do so, its faculty must pursue their research, teaching, outreach, and service responsibilities with integrity and proper professional judgment in a manner consistent with the highest standards of their respective disciplines and in the best interests of the University. A faculty member’s reputation for integrity and for exercising proper professional judgment can be seriously compromised, however, if the faculty member fails to disclose a significant financial interest that is related to his/her institutional responsibilities. Moreover, an individual faculty member’s unmanaged and unresolved conflict of interest can undermine confidence in the University and, thus, harm its standing and that of its entire faculty.

    This Policy addresses the disclosure, review, management, and resolution of conflicts of interest relating to the performance by faculty of their research, teaching, outreach, and service responsibilities at the University. For purposes of this Policy, a “conflict of interest” exists when a faculty member’s financial interests or other opportunities for tangible personal benefit may compromise, or reasonably appear to compromise, the independence of judgment with which the faculty member performs his/her responsibilities at the University.1

    II. APPLICABILITY2

    This Policy applies to individuals appointed through the academic personnel system with research, teaching, outreach, or service institutional responsibilities. This Policy also applies to other individuals who have independent responsibility for proposing, conducting, or reporting the results of University research and other sponsored projects.3

    III. IMPLEMENTATION

    A. Disclosure

    Faculty members must annually disclose all significant financial interests4 and other opportunities for tangible personal benefit that are related to the faculty member’s institutional responsibilities. Faculty members must also submit anupdated disclosure within thirty days of acquiring any new significant financial interest or other opportunity for tangible personal benefit. “Institutional responsibilities” refer to the faculty member’s professional responsibilities on behalf of the University, which include research, teaching/education, outreach, and service activities, both within and outside the University, in the general area of expertise for which the faculty member is employed by the University.

    Disclosures will be made in accordance with the procedure established by the Faculty Conflict of Interest Officer (FCOIO). Each faculty member shall provide all information necessary for the University to review, manage, and resolve any conflicts of interest involving that faculty member.

    The University shall respect the confidentiality of private financial and other private information supplied by faculty, and shall not release this information publicly unless it is legally required to do so, the resolution or elimination of the conflict of interest requires public disclosure of the information, or the faculty member consents to its public disclosure.

    B. Faculty Conflict of Interest Officer

    The Vice President for Research and Graduate Studies (VPRGS), in consultation with representatives of the University Committee on Graduate Studies (UCGS) and the University Committee on Faculty Affairs (UCFA), will appoint a FCOIO to administer this Policy. The FCOIO shall serve as a resource to faculty and administrators on defining and addressing faculty conflicts of interest and shall convene and serve, ex officio, as a non-voting member of the Conflict Review Committee described in Section III.D of this Policy.

    The FCOIO shall develop and maintain an institutional procedure for faculty members to report significant financial interests and other opportunities for tangible personal benefit, as required by this Policy.

    The FCOIO, in consultation with relevant administrators and appropriate academic governance committees, shall arrange for the preparation of a handbook for faculty, incorporating a list of frequently asked questions, explaining and interpreting this Policy. Assessment, management, and resolution of conflicts of interest should take into account the different norms, customs, and expectations of the various disciplines found among faculty in the University.

    C. College-Specific Addenda

    Each college (or relevant non-college unit) is encouraged to prepare, in consultation with the FCOIO, a supplement to the conflict of interest handbook, with frequently asked questions, that addresses conflict of interest issues specific to the disciplines and activities of the faculty of that college. A college may also adopt its own addendum to this Policy to address specific conflict situations which occur in that college. Such addenda must be prepared in consultation with the FCOIO and approved by the VPRGS. College-specific addenda must be consistent with, and no less stringent than, the provisions of this Policy and federal law and regulations regarding conflict of interest.

    D. Conflict Review Committee

    The VPRGS, in consultation with representatives of the UCGS and the UCFA, shall appoint a Conflict Review Committee (CRC) composed of at least five faculty members from different disciplines, one of whom they will select as chairperson. At the discretion of the VPRGS, additional members may be appointed to the CRC. CRC members shall serve for staggered three-year terms and may be reappointed to additional terms. The FCOIO shall convene the CRC and serve, ex officio, as a non-voting member. The FCOIO and CRC have the authority to invite any input they deem necessary to assess a potential conflict of interest.

    The FCOIO shall make the initial assessment about the existence of a conflict of interest based on the extent to which a disclosed significant financial interest or opportunity for tangible personal benefit could reasonably be expected to affect, or be perceived to affect, a faculty member’s performance of a University responsibility. If the FCOIO determines that a disclosed interest may create a real or potential conflict of interest, the FCOIO shall forward the disclosure to the CRC for additional assessment. If the CRC determines that no conflict of interest exists, it shall inform the faculty member and the VPRGS of that determination in writing. If the CRC determines that a conflict of interest exists as a result of the disclosures made by the faculty member, or as a result of a report made by another party, the CRC shall develop a written plan for the resolution or management of the conflict of interest. The CRC may consult with the faculty member, the faculty member’s unit administrators,5 the FCOIO, and appropriate representatives of the central administration in developing a plan.

    The FCOIO shall submit the plan to the faculty member and the faculty member’s unit administrators for review and comment. If the faculty member does not agree with the CRC’s plan for the management or resolution of the conflict of interest, the faculty member may file a written objection detailing the nature of his/her objections with the VPRGS within ten days of receiving notice of the CRC’s plan. The CRC’s plan, along with any written comments submitted by unit administrators, and the objections of the faculty member shall be submitted to the VPRGS. The VPRGS may accept the CRC’s plan or decide to implement an alternative plan for the management or resolution of the conflict of interest. The VPRGS shall issue his/her decision within thirty days of his/her receipt of the CRC’s plan and any supplemental material.6 The VPRGS shall report his/her decision to the CRC, faculty member, unit administrators, and FCOIO.

    In devising the plan to address the conflict of interest, the CRC shall seek to employ the least intrusive management techniques that will suffice to resolve the ethical and legal concerns arising from the conflict.

    The CRC may recommend to the Provost and VPRGS the issuance of specific guidelines to investigators and other faculty regarding common conflict situations.

    IV. SPECIFIC REQUIREMENTS FOR RESEARCH AND PROJECTS FUNDED BY THE PUBLIC HEALTH SERVICE AND NATIONAL SCIENCE FOUNDATION

    The Public Health Service (PHS) and National Science Foundation (NSF) have developed policies and procedures to ensure that the design, conduct, and reporting of research funded under PHS or NSF grants, cooperative agreements, and contracts will not be biased by conflicts of interest affecting the investigators responsible for such research.

    The PHS/NSF regulations require that each institution and investigator applying for, receiving, or being supported by PHS/NSF funds be compliant with PHS/NSF rules regarding training and disclosure prior to applying for funds and the establishment of conflict of interest management plans prior to the expenditure of funds.

    Investigators applying to PHS or NSF must disclose to the University all “significant financial interests” (as defined in the regulations) related to the investigator’s institutional responsibilities. Further, investigators participating in PHS- or NSF-funded research are required to submit an updated disclosure of significant financial interests within thirty days of acquiring any new significant financial interest.

    A conflict of interest exists if the University determines that the investigator has a significant financial interest that could directly and significantly affect the design, conduct, or reporting of PHS- or NSF-funded research. The University will not authorize the expenditure of any funds under a PHS- or NSF-funded research project until (a) all investigator disclosures have been reviewed for potential conflicts of interest; and (b) if a conflict of interest exists, a plan satisfactory to the VPRGS to manage the conflict of interest has been developed and implemented.

    ]To the extent that these or any other legal requirements are more stringent than this Policy, they will take precedence. For a detailed description of the disclosure requirements applicable to PHS/NSF investigators, refer to the “Guidelines on Conflict of Interest Pertaining to Applications for NSF and PHS Research Support,” which is a supplement to this Policy.

    V. NON-COMPLIANCE

    A faculty member who violates this Policy is subject to disciplinary action. Any University employee or student who knowingly files a false allegation that this Policy has been violated, or who knowingly provides false information to or intentionally misleads University officials who are investigating an alleged violation of this Policy, may be subject to disciplinary action. The VPRGS shall establish a mechanism, after consulting with the FCOIO, for investigating concerns or allegations regarding significant financial interests and other opportunities for tangible personal benefit of faculty which are not reported as required under this Policy. The review and investigation of concerns or allegations that this Policy has been violated will be conducted confidentially to the extent permitted by law, except insofar as information needs to be disclosed so that the University may effectively investigate the matter or take corrective action. If the failure of a faculty member to comply with this Policy has biased the design, conduct, or reporting of funded research, the University may, and in some cases is required to, notify the awarding agency of the compliance failure and the corrective action taken by the University.

    IV. TIMING OF IMPLEMENTATION

    The current Faculty Conflicts of Interest Policy was approved by the Board of Trustees on April 13, 2006. This revised Faculty Conflicts of Interest Policy shall supersede the current Policy upon approval by the Board of Trustees.

    Effective August 24, 2012, all individuals who have independent responsibility for proposing, conducting, or reporting the results of University PHS- or NSF-funded research must be in compliance with this Policy and related University policies and guidelines applicable to PHS or NSF-funded research.

    The President, in consultation with the VPRGS, shall determine the timing of implementation of the annual reporting requirement under Section III, Part A of this Policy for covered individuals to whom the foregoing paragraph does not apply. Such individuals shall comply with the disclosure requirements set forth in the Faculty Conflicts of Interest Policy approved by the Board of Trustees on April 13, 2006 until the President has determined that the disclosure requirements set forth in this revised Policy are applicable to them, which shall be no later than January 1, 2015.

     ____________________________________

    1In amplification and not in limitation of the foregoing, a conflict of interest exists if a faculty member’s financial interests (or other opportunities for tangible personal benefit) directly and significantly affect the design, conduct, or reporting of the results of research or other sponsored projects.

    2For purposes of this Policy, the individuals described in Section II (Applicability) will generally be referred to as “Faculty” or “Faculty Members,” although the term encompasses, and the Policy applies to, all individuals described in Section II. For a more detailed description of this Policy’s application to individuals involved in University research and other sponsored projects, refer to the Faculty Conflict of Interest Handbook.

    3A significant financial interest” is defined in the Faculty Conflict of Interest Handbook.

    5For purposes of this Policy, references to a faculty member’s “unit administrators” include the relevant department chair, dean, and/or separately reporting director.

    6This thirty-day period may be extended by the FCOIO upon the written request of the VPRGs.

    Appendix: Role, Appointment, and Evaluation of the Faculty Conflict of Interest Officer (FCOIO)

    1. Role of the FCOIIO
    1. Serves as an information resource to faculty and administrators on defining and addressing conflicts of interest, as defined in the Policy.
    2. Prepares an institutional procedure to be used in establishing conflict reporting mechanisms.
    3. Convenes the Conflict Review Committee (CRC) and serves, ex officio, as a non voting member.
    4. In consultation with relevant administrators and appropriate faculty committees, arranges preparation of a handbook incorporating a list of frequently asked questions explaining and interpreting the Policy.
    2. Appointment of the FCOIIO
    1. The FCOIO shall be appointed by the Vice President for Research and Graduate Studies (VPRGS) after consultation with representatives of the University Committee on Graduate Studies (UCGS) and University Committee on Faculty Affairs (UCFA). The FCOIO shall serve at the pleasure of the VPRGS.
    2. The FCOIO shall report to the VPRGS. The FCOIO shall keep the Provost and President informed about the implementation of this Policy and about educational and other activities of his/her office.
    3. Should the FCOIO recuse himself/herself from FCOIO duties with regard to a particular conflict of interest, the VPRGS shall appoint a substitute after consultation with the chairperson of the Academic Subcommittee of the UCGS.

    3. Evaluation of FCOIO

    The VPRGS shall evaluate the performance of the FCOIO at intervals not to exceed five years pursuant to criteria established by the President, Provost, and VPRGS in consultation with the UCGS. The VPRGS shall submit the results of this evaluation to the President, the Provost, and the UCGS.

    Enacted: 4/13/06

    Amended: 4/13/12

    *Please note that this policy supersedes the Interim Guidelines for Potential Conflicts of Interest in Academic Areas of the University which were repealed by the Board of Trustees on 5/16/08.

    Retired Policy No. 03-17-01

    Retired: 6/13/25

  • BOT 409: Outside Work for Pay

    BOT 409: Outside Work for Pay

    *Policy retired as of June 13, 2025

    I. Policy Overview

    Full time faculty members are compensated for full time professional effort for the University. Faculty may have duties in instruction, research, or outreach, or in a combination of these areas. Regardless of the character of the faculty member's duties, the University expects that each full-time faculty member will carry a reasonable and full time load, assuming a proper share of the total functions and responsibilities of the department/school, college, and University. Within this framework, the University recognizes that, through consulting and other relationships with government, industry, not-for-profit organizations, and others outside the University, its faculty members can make valuable contributions off campus while enhancing their expertise in their discipline.

    This Policy is intended to protect the integrity of the faculty-University professional relationship, to ensure that approved outside work for pay is consistent with the University's mission, and to provide that faculty members remain accessible to students, colleagues, and the public.

    II. Applicability1

    This Policy applies to all faculty members (tenure system and fixed term) at the rank of instructor through professor who hold appointments of at least 50% time.2 Faculty appointed less than full-time are not eligible to perform outside work for pay during regular University duty periods. With the exception of the approval process, outside work for pay performed during non-duty periods is subject to the remaining provisions of this Policy.

    Certain activities are expected of faculty members as part of their normal scholarly activities and are not regulated by this Policy (even if a faculty member is paid to do them by a person or entity other than the University). These include, but are not limited to3:

    • presentations at professional meetings and other similar gatherings
    • peer review of articles and grant proposals
    • leadership positions in professional societies
    • preparation of scholarly publications
    • editorial services for educational or professional organizations
    • service on advisory committees or evaluation panels for government funding agencies, nonprofit foundations, or educational organizations
    • musical and other creative performances and exhibitions, if there is an expectation in the faculty member's discipline that he/she will engage in such performances or exhibitions.

    III. Limitations on Performing Outside Work for Pay During Duty Periods

    Faculty members may request approval to engage in outside work for pay during duty periods if all of the following conditions exist:

    1. All approved outside work for pay and overload pay assignments for the faculty member will not exceed a total average of four (4) days a month.
    2. The work in question will enhance the faculty member,s expertise as a teacher and scholar in his/her discipline.
    3. The work will not interfere with the performance of the faculty member's University duties, including those non classroom responsibilities expected of all faculty members.
    4. The work will not adversely affect the University,s interests or violate University policies or regulations.
    5. The work will be of a professional nature.

    IV. Definitions

    1. "Outside work" is any work performed for a person or entity other than Michigan State University.
    2. "Work" is any service or activity in the general area of expertise for which the faculty member is employed by the University. Examples of work include, but are not limited to, consulting, advising, research, demonstrating, performing, outreach, or teaching in the faculty member’s discipline.
    3. "Pay" is anything of value received in consideration for work (except reimbursement of expenses, indemnification, or insurance coverage for claims arising out of or occurring in connection with the work). Examples of pay include, but are not limited to, any salary, fee, honorarium, stock, stock option, monetary gift or contribution beyond actual expense, or the promise of any of these in the future. Work for any business or other for-profit enterprise owned or operated by a faculty member or by his/her relative(s), shall be considered “pay” (whether or not the faculty member receives anything of value in consideration for the work) because of the likelihood that the faculty member’s work will increase the value of the business or enterprise to the faculty member’s direct or indirect financial benefit.

    V. Required Approval

    1. A faculty member must request and obtain the written approval of his/her unit administrator and dean/separately reporting director before engaging in outside work for pay. (See the Outside Work for Pay Authorization form.)
    2. University administrators to whom the Authorization Form is submitted may seek additional information or clarification from the faculty member regarding the proposed outside work for pay.
    3. University administrators shall process completed Authorization Forms in a timely fashion.
    4. If a request to engage in outside work for pay is denied, the unit administrator shall provide the faculty member with written reasons for the denial. A faculty member may not challenge a decision to deny approval for outside work for pay through the Faculty Grievance Procedure unless the faculty member alleges that the denial is contrary to University policy or established practice.
    5. Each dean/separately reporting director shall keep Authorization Forms submitted by faculty on file for at least three years.
    6. Each dean/separately reporting director shall submit annual reports to the Office of the Provost concerning the outside work for pay performed by faculty in that college/administrative unit. The reports shall not identify individual faculty by name.

    VI. Non-Duty Periods

    Faculty who hold academic year appointments or part-time appointments of at least 50% time may engage in outside work for pay during non-duty periods if the work does not adversely affect the University’s interests, violate University policies or regulations, or circumvent University policies or regulations that would apply if the work was performed during the duty period. The University does not limit the amount of time faculty may spend on outside work for pay at times other than their duty periods.

    A faculty member must provide written notice to his/her unit administrator prior to engaging in outside work for pay during non-duty periods by submitting an Outside Work for Pay Authorization form.

    VII. Intellectual Property

    The University’s policies regarding intellectual property are applicable to faculty members engaging in outside work for pay.

    VIII. Indemnification

    Outside work for pay is not covered under the University’s Indemnification Policy or its Travel Accident Plan.

    IX. Other Provisions

    1. Faculty may use University facilities, supplies and materials, equipment, services, or employees for outside work for pay, but only if (a) such use would not be contrary to University policy or collective bargaining agreements, (b) such use would not adversely affect the use or availability of such facilities, supplies and materials, equipment, services, or personnel for unit and other University activities and operations; and (c) the University is reimbursed in full for the fair market value of the se of the facilities, supplies and materials, equipment, services, or employees.4
    2. If a faculty member seeks to use intellectual property owned by the University in outside work for pay, the unit administrator must consult with the Office of Intellectual Property before the outside work for pay may be approved or performed. The purposes of this consultation are to avoid violation of third party licenses, to prevent loss of patent rights through premature public disclosure, and to preserve the rights of other authors or inventors.
    3. When engaged in outside work for pay, faculty members must make it clear that (a) they are acting in their individual capacities and not on behalf of the University; and (b) that the University does not endorse, sponsor, or support the outside work. A faculty member may use his/her University title when signing reports and letters pertaining to outside work for pay so long as it is clear that the University title is used solely to document his/her professional credentials. Official University letterhead shall not be used in outside work for pay.
    4. Faculty members shall not divert to outside work for pay research or teaching opportunities that might reasonably be offered to the University, nor should they knowingly participate in outside work for pay that might compete with the University’s programs.
    5. The involvement of University students or staff (especially those for whom the faculty member has oversight responsibilities) in a faculty member’s outside work for pay must be disclosed and may require monitoring.
    6. Approval for outside work for pay is subject to termination at any time the University considers such action to be advisable. Written reasons for the decision to terminate approval will be provided to the faculty member by his/her unit administrator. Decisions to terminate approval for outside work for pay are not disciplinary action. A faculty member who wishes to challenge a decision terminating outside work for pay through the Faculty Grievance Procedure must allege that the termination is contrary to University policy or established practice.
    7. When involvement in outside work for pay substantially interferes with a faculty member’s performance of his/her University duties, the faculty member’s unit administrator may issue an administrative warning to the faculty member or the faculty member and his/her unit administrator may arrange by mutual agreement a voluntary unpaid leave of absence or a reduction in the faculty member’s appointment. Voluntary leaves of absence should normally not exceed six months, and the frequency and duration of leaves of absence should not impair a faculty member’s contributions to the University.
    8. Violation of this Policy may be the basis for discipline under applicable University policies.
    9. Individual colleges or other units may establish lower maximum time limits for outside work for pay than those stipulated in this Policy and may promulgate guidelines and impose reporting requirements for outside work for pay in addition to those set forth in this Policy.

    X. Applicability to the Medical Colleges

    Faculty in the Colleges of Human Medicine, Nursing, and Osteopathic Medicine may engage in outside work for pay pursuant to this Policy, provided that, if the outside work for pay includes patient care or administrative or consulting activities significantly related to, but not directly involved in, the provision of patient care, the income derived therefrom is subject to the provisions of the Michigan State University Practice Plan. Faculty in the College of Veterinary Medicine may engage in outside work for pay pursuant to this Policy, provided that private practice by faculty in the College of Veterinary Medicine may occur only in accordance with College of Veterinary Medicine policy, and provided further that, if a practice plan is established for the College of Veterinary Medicine in the future, any income derived by a faculty member of the College of Veterinary Medicine from private practice will be subject to the provisions of that practice plan.

    1This Policy does not apply to unrenumerated outside activities, whether of a charitable or professional nature. However, faculty members are expected to arrange their outside activities so as to avoid conflicts of commitment. A "conflict of commitment" occurs when the time and attention a faculty member devotes to outside activities interferes with the performance of his/her responsibilities to the University.
    2Executive managers (senior level University administrators, including associate and assistant vice presidents and specified directors) and academic administrators (e.g., deans, department chairs, and school directors) are also subject to this Policy and must obtain prior written approval from their direct supervisor before engaging in outside work for pay.
    3A faculty member or unit administrator may (1) request an individual or group exemption from specific provisions of this Policy, or (2) request that a particular activity or type of activity be exempt from this Policy. Such requests must be approved in writing by the applicable department chair/director and dean/separately reporting director and by the Provost or his/her designee. Failure to request or receive exemption approval in writing results in coverage of the activity under this Policy.
    4Faculty using University facilities, supplies and materials, services, or equipment for outside work for pay do not need to reimburse the University for the fair market value of the use if it is a de minimis, incidental use which imposes no, or little, additional cost or expense on the University.

    Enacted: 8/9/51

    Amended: 3/4/83, 6/7/91, 11/19/93, 5/5/06

    Retired Policy No. 03-17-02

    Retired: 6/13/25

  • BOT 601: Accounting System-Adoption of Michigan Uniform System

    *Policy retired as of June 13, 2025

    BOT 601: Accounting System-Adoption of Michigan Uniform System

    The Michigan Uniform Accounting Manual and the American Institute of Certified Public Accountants (AICPA) Guide are the accounting standards for Michigan State University.

    Enacted: 1/18/68

    Amended: 7/28/83

    Retired Policy No. 05-07-01

    Retired: 6/13/25

  • Policy BOT 704: Student Disorderly Conduct

    *Policy retired as of April 11, 2025

    Prohibition

    Michigan State University students shall not engage in disorderly conduct at or in connection with a riot.

    Definitions

    “Riot” means five or more persons, acting in concert, who engage in violent conduct and thereby intentionally or recklessly cause or create a serious risk of causing public terror or alarm.

    “Acting in concert” means acting with a common intent or purpose.

    “Disorderly conduct at or in connection with a riot” includes, but is not limited to, setting fires; throwing bottles or other projectiles; damaging, destroying, or defacing property not the student’s own; obstructing, interfering with, or disrupting the activities of peace officers or public safety personnel engaged in the lawful performance of their official duties; intentionally or recklessly causing or threatening physical harm to another; endangering the physical safety of another; tampering with or misusing fire or safety equipment; theft or looting; resisting arrest; and conspiring with others or inciting others to do any of the foregoing.

    Application

    This Policy applies to all Michigan State University students whenever the prohibited conduct occurs on the land governed by the Board of Trustees of Michigan State University (the “campus”), when students are engaged in University-sponsored or student group sponsored (student governing group and registered student organization) activities off campus, in all local government jurisdictions adjacent to the campus, or on any other college or university campus.

    Enforcement

    Violations of this Policy will be adjudicated according to procedures outlined in Article 4 of “Academic Freedom for Students at Michigan State University.”

    Students found through University disciplinary proceedings to have violated this Policy may be subjected to a variety of sanctions as described in Section 4.2.4 of “Academic Freedom for Students at Michigan State University.” These sanctions may include: No Action, Warning, Warning Probation, Disciplinary Probation or Suspension from the University. Either probation may also include stipulations requiring a student living on campus to move to another location on or off campus. Students may also be required to make restitution for damage to University property.

    In addition to sanctions outlined in Section 4.2.4 of “Academic Freedom for Students at Michigan State University,” violators of this Policy may also be required to make restitution for damage to public and private property.

    In some instances, students accused of violating this Policy may be suspended on an interim basis.

    Behaviors violating this Policy may also be in violation of professional standards established by colleges and professional schools at Michigan State University. Procedures for adjudicating these alleged violations are outlined in “Graduate Student Rights and Responsibilities,” “Medical Student Rights and Responsibilities,” and documents from Michigan State University-Detroit College of Law.

    Interpretation

    This Policy shall not be interpreted to restrict or limit any student’s First Amendment rights to freedom of speech or assembly.

    NOTE: All members of the University community must abide by standards of behavior that reflect the collegial nature of their endeavors. Faculty members and staff members are subject to the disciplinary policies set forth in the Faculty Handbook and the Employee Handbook, respectively.

     

    Enacted: 4/9/99

    Amended: 12/8/00

    Retired Policy No. 06-11-01

    Retired: 4/11/25

  • Policy 06-09-02 - Student Traffic Fines Loan Fund

    *Policy retired as of September 8th, 2023

    Student Traffic Fines Loan Fund

    06-09-02

    Fines paid by students for violations of student motor vehicle regulations shall be placed in a student loan fund.

    Enacted: 11/20/39

    Retired: 7/8/23

    bylaws-ordinances-policies/policies/06-09-02

  • Policy 06-05-01 - Computer Policy

    *Policy retired as of September 8th, 2023

    Computer Policy

    06-05-01

    It was recommended that the Board of Trustees approve a computer policy under which

    1. all undergraduate students who matriculate with less than sophomore standing during or after Fall 2001 will be expected to equip themselves with a computer that can be attached to the Internet at appropriate speeds, and
    2. all undergraduate students who matriculate with more than sophomore standing during or after Fall 2003 will be expected to equip themselves with a computer that can be attached to the Internet at appropriate speeds.

    In establishing this policy, the Board understands that the current standard for Internet connectivity is speeds of at least 10 million bits per second (which represents Ethernet direct connection speeds). The Board delegates to the administration the authority to update this policy on an on-going basis to reflect emerging technology. The Provost will provide reports of such changes to the Trustee Policy Committee.

    Enacted: 2/15/00

    Retired: 7/8/23

    bylaws-ordinances-policies/policies/06-05-01

  • Policy 01-07-02 - Investments - Republic of South Africa

    *Policy retired as of September 8th, 2023

    Investments-Republic of South Africa

    01-07-02

    A Resolution of the Michigan State University Trustees Concerning Sanctions against the Republic of South Africa

    Whereas, the Trustees with the faculty, staff and students of Michigan State University, in common with millions of people around the world, have sought to support their common cause with the peoples of South Africa in eliminating discrimination on the basis of race, creed, and gender;

    Whereas, since 1978, the Michigan State University has supported the struggle against the apartheid system of racial discrimination in South Africa through education research, and extension, including conferences, workshops, and publications;

    Whereas, the Transitional Executive Council of South Africa has announced elections in April 1994 in which, for the first time, all South Africans will be eligible to vote;

    Whereas, representatives of the majority peoples of South Africa have called on all the friends of South Africa to end economic and cultural sanctions in light of the irreversibility of the process which they believe will create in 1994 a majority-rule and democratic government to represent all the people of South Africa;

    Therefore, be it resolved that the Board of Trustees of Michigan State University:

    Hereby revokes its resolutions passed in 1978 sanctioning South Africa and divesting from corporations operating in the Republic of South Africa;

    Hereby urges the Michigan State University Foundation to undertake a similar revocation of its resolutions sanctioning South Africa;

    Calls on the corporations, public and private institutions, and individuals in Michigan to re-engage with South Africa to seek to build educational and citizen exchange as well as foreign trade and investment between the two peoples as the foundation for a more just, prosperous, and democratic non-racial South Africa;

    Urges the faculty, staff, and students of Michigan State University, through its departments, centers, and institutes, to continue and to increase their activities to assist in the educating and training of disadvantaged South Africans and to assist the State of Michigan in establishing and enlarging such educational, trade, financial, and citizen exchange as is helpful in building a non-racial and democratic South Africa and increasing the foreign trade and linkages of the State of Michigan;

    Urges all corporations, institutions, and individuals in Michigan to continue to honor the special United Nations sanctions against South Africa relating to arms, nuclear matters, and oil, until those sanctions are revoked by the Security Council of the United Nations;

    Calls on all those who re-invest in South Africa to abide by the Code of Conduct of the South African Council of Churches (attached), as revised from the Platform of Guiding Principles for Foreign Investors of the African National Congress and the Congress of South African Trade Unions,

    States unequivocally that these actions to end sanctions and to re-engage with South Africa do not constitute a recognition of the white minority government as though it were representative of all the people of South Africa; and,

    Asserts that the Trustees of Michigan State University, as representatives of the people of Michigan, stand ready to re-impose our acts of sanction if we are called to do so by the democratic movement of South Africa because of any interference with the orderly progress to democracy and majority rule by the present or succeeding government or other powerful minority forces in South Africa.

    Enacted: 3/31/78

    Amended: 12/8/78, 12/3/82, 11/19/93

    Retired: 7/8/23

    bylaws-ordinances-policies/policies/01-07-02

  • Policy BOT 602 - Transition to University-Wide Policy

    *Policy retired as of October 15th, 2024

    Transition to University-Wide Policy

    BOT 602

    BOT 602: Advertising, Endorsements, and Sponsorships was transitioned to a university-wide policy July 1st, 2024. The Board of Trustees approved the changes to the policy as well as the transition from a board-level policy to a university-wide policy on June 28, 2024. The President approved the new draft of the policy on July 2, 2024.

    The MSU university-wide policy library copy of the Advertising, Endorsements, and Sponsorships Policy can be found here.

    The Board of Trustees resolution regarding the transition of this policy can be found here.

    Enacted: 6/28/24

    Retired: 10/15/24

  • Policy BOT 801 - Development Program-Centralized

    *Policy retired as of December 13th, 2024

    BOT 801: Development Program-Centralized

    Michigan State University shall have a centralized development program which will have the primary responsibility for all programs and activities relating to private sector support for the University and its components.

    As of this date, authority for the final approval of all internal programs, activities, and procedures which originate on the campus by any person, group, or organization associated with the University for purposes of raising funds from nongovernmental sources shall reside with the President.

    Enacted: 9/26/80

    Retired Policy No. 02-13-01

    Retired: 12/13/2024

  • Policy BOT 106 - Investment Advisory Subcommittee

    *Policy retired as of December 13th, 2024

    BOT 106: Investment Advisory Subcommittee

    The Investment Advisory Subcommittee is a subcommittee of the Committee on Budget and Finance. Its role and responsibilities are set forth in the Board’s Investment Policy.

    The following stipulations apply to the membership of the committee.

    1. The committee will have four (4) current trustees as members.
    2. The committee will have five (5) individuals from outside the MSU community as members.
    3. The President, Chief Investment Officer and the Senior Vice President, Chief Financial Officer and Treasurer will be ex officio members of the committee without voting rights.
    4. The Committee on Budget and Finance, in consultation with the President, the Executive Vice President for Administration, the Chief Investment Officer and the Senior Vice President, Chief Financial Officer and Treasurer, will select the outside members of the committee to fill vacancies.
    5. Outside members will serve staggered three-year (3-year) terms and may be reappointed. 
    6. Outside members shall possess high ethical standards and have wide-ranging institutional investment experience. 
    7. Outside members will be required to comply with board-approved conflict of interest standards.
    8. Members of the committee are expected to regularly attend committee meetings in person or, when necessary, electronically.

    Enacted: October 21, 2011

    Amended: December 14, 2018

                    September 10, 2021

    Retired: 12/13/2024

Policies