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Regional University System of Oklahoma
Human Resources
	Human Resources - Confidentiality and Data Privacy	Unauthorized and/or unlawful disclosure of information including personally identifiable data of employee, customer or student information resulting in the failure to protect the university and/or an individual. Includes the use of information for any purpose other than legitimate business use.
	Human Resources - Conflict of Interest	Concerns related to violations of conflict of interest policies governing researchers.
	Human Resources - Discrimination or Harassment	Treating someone unfavorably on the basis of a protected personal characteristic (race, sex, gender etc), or imposing an unreasonable condition that disadvantages a person because of their protected personal characteristic. Also includes failing to provide reasonable accommodation to persons with disabilities
	Human Resources - ADA Matters	Failure to meet requirements as defined by the Americans with Disability Act (ADA). (Examples include: proper disability access and making reasonable work accommodations.)
	Human Resources - 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.
	Human Resources - Employee Misconduct	Involves any employee conduct that is in violation of the RUSO or university policy and procedures or any other printed materials that constitute employee conduct.
	Human Resources - Offensive or Inappropriate Communication	The use of inflammatory, derogatory, unduly critical or insulting communication to a staff person, faculty, administrator, alumni or student.
	Human Resources - Sexual Harassment	The making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position or when acquiescence to such behavior is a condition of continued employment, promotion, or satisfactory evaluation.
	Human Resources - Substance Abuse	Substance abuse is defined as the misuse of both legal and illegal drugs. including alcohol. (Examples: narcotics, marijuana, stimulants or steroids)
	Human Resources - Threat or Inappropriate Supervisor Directive	Improper use of supervisory authority in response to employee taking action or refusing to take action. Inappropriate management practices.
	Human Resources - Time Abuse or Falsification of Employment Documents	Improper and/or excessive use of work time for personal business, interest, advantage, or gain; or falsification of records consisting of altering, fabricating, falsifying, or forging all or any part of a document including work hours.
	Human Resources - Unsafe working conditions	Failure of meeting requirements needed to perform all duties in a reasonably secure environment. Potential areas of harm. (Examples include: environmental damage, OSHA, EPA, supervisor directive) Includes a failure to inform supervisors of the failure to meet the requirements.
	Human Resources - Violence or Threat	Violence is an expression of the intention to inflict evil, injury, or damage to a person or their property. (Examples include: direct, veiled, conditional, violent)
	Human Resources - Workers Compensation or Disability Benefits Abuse	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.