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University of Hartford
Human Resources Concerns
	ADA Matters	Failure to meet requirements as defined by the Americans with Disabilities Act (ADA). Examples include: reasonable accommodations or accessibility of buildings.
	Confidentiality	Confidentiality refers to the protection of the institution's, our employees', and our students' non-public information, and use of such information only for legitimate business purposes.
	Conflict of Interest	A situation in which a person or a family member has a financial or non-financial interest that may compromise, or provide the incentive to compromise, (a) behavior in the conduct of the person's duties at the institution, (b) the person's influence on decisions that the institution may make, or (c) the person's influence over his or her associates outside the institution. A conflict of interest may be real, potential or apparent.
	Discrimination or Bias Incidents	A speech, act, or harassing action that targets, threatens, or attacks an individual or group because of their actual or perceived race, color, national origin, ethnicity, age, marital status, religious affiliation, sex, gender identity or expression, disability, sexual orientation, veteran status, genetic information or any other protected class based on applicable law. Examples include: bias in hiring, bias in assignments, bias in promotions, bias in educational decisions, unfair compensation, inappropriate language, use of retaliation, retribution, or wrongful termination.
	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.
	Employee Misconduct	Involves any employee conduct that is in violation of the institution's employment manual, including, without limitation, the General Expectations policy, faculty policy manual or any other printed materials that constitute employee conduct. Includes time abuse concerns about an employee or manager who may be falsifying his/her work hours.
	Offensive or Inappropriate Communication	The use of inflammatory, derogatory, unduly critical or insulting communication to a staff person, faculty member, administrator, alumni, student, or other third party.
	Sexual Harassment	The making of unwanted and/or 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.
	Inappropriate Supervisor Directive	Improper use of supervisory authority in response to employees taking action or refusing to take action. Inappropriate management practices.
	Time Abuse	Falsifying time reporting or improper and/or excessive use of work time for personal business, interest, advantage, or gain.
	Violence or Threat	An expression of the intention to inflict evil, injury, or damage to a person or their property (including direct, veiled, conditional, or violent threats).
	Workers Compensation Abuses	Observation of physical activity of employees receiving workers compensation insurance benefits in contradiction of the degree of the disability certified by medical personnel.
	Other Human Resource Concerns	Other matters of concern not specifically outlined above.