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Middlebury College
Human Resources
	Data Privacy	Refers to the technical, contractual, administrative and physical steps taken by the institution to protect against unauthorized access to and disclosure of personally identifiable data of students, staff, faculty and other third parties that we possess. Includes the theft of, and intentional or inadvertent loss of such data.
	EEOC or ADA Matters as defined by the Equal Employment Opportunity Act	Failure to meet requirements as defined by Equal Employment Opportunity Commission (EEOC) or American Disability Act (ADA).
	Employee Benefits Abuses	Improper, misleading or deceptive actions /statements, falsification of records, or misrepresentation of actual conditions related to institution benefits plans, including health and supplemental insurance plans, tuition benefits and sick or other paid time-off programs. Includes observation of physical activity of employees receiving disability or other compensation benefits from the institution in contradiction to the degree of the disability certified by medical personnel.
	Employee Misconduct	Involves any employee conduct that is in violation of the institution's code of conduct, ethics policy, College handbook or any other printed materials that refers to employee conduct. Time abuse concerns about an employee or manager who are falsifying his/her work hours.
	Inappropriate Supervisor Directive	Improper use of supervisory authority in response to employee taking action or refusing to take action. Inappropriate management practices.
	Nepotism	Patronage bestowed or favoritism shown on the basis of a family relationship.
	Violence or Threat	An expression of the intention to inflict injury, or damage to a person or their property. (Examples include: direct, veiled, conditional, violent)
	Other	Refers to any situation that does not fit any of the previously defined issues, but should not be used for reporting employee performance issues.