Human Resource Services

Policies You Should Know

Acceptable Use of Computing Resources Policy

All university employees are responsible for understanding their rights and responsibilities regarding the use of the university’s computing resources as well as the university’s policies about their use.

Please take the time to become familiar with the university’s policy on the Acceptable Use of Computing Resources. For questions regarding this policy, please contact David Pokorney at dp@ufl.edu or the Office of the General Counsel at cdeal@aa.ufl.edu.

Drug-Free Workplace Policy

Please visit this page to view this policy.

 

Fraudulent or Other Wrongful Acts Policy

Staff and academic personnel with a reasonable basis for believing fraudulent or wrongful acts have occurred have a responsibility to report such incidents to the Office of Audit and Compliance Review (OACR) and should not confront the individuals who may be investigated. Employees also should not initiate investigations on their own because such actions can compromise any ensuing investigations. The OACR will work in consultation with Human Resource Services, university administrators, law enforcement personnel when appropriate, and other levels of management in instances where fraud, including workers' compensation fraud, or other wrongful acts are suspected. This office also is available to assist with ensuring proper internal controls are in place.

In those instances where the OACR’s investigation indicates the probability of criminal activity, the investigation will be turned over to the university police or other appropriate law enforcement agency. An investigation will be completed expeditiously but always in a thorough manner and in accordance with established procedures. It is the duty of all employees to cooperate fully with those performing an investigation pursuant to this policy. The constitutional rights of those involved always will be observed. When appropriate, the results of an investigation conducted by the OACR will be communicated in a written report to the appropriate university administrators and to the president of the university.

Employees found to have participated in fraudulent or other wrongful acts will be subject to disciplinary action, up to and including termination of employment and prosecution if appropriate. Human Resource Services is available to assist with disciplinary matters involving TEAMS and USPS employees and should be consulted prior to taking such actions. Individuals who report suspected fraudulent or other wrongful acts under Section 112.3187, Florida Statutes (Whistle Blower’s Law), and those cooperating with the ensuing investigation will be protected from retaliatory actions.

Health Insurance Portability and Accountability Act (HIPAA)

For more information regarding this policy and related material, read UF’s HIPAA guidelines.

 

HIV/AIDS Policy

The policy of the University of Florida is to assess the needs of students or employees with HIV infection on a case-by-case basis. With the permission of the affected individual (whether student, academic personnel, or staff member), the Director of the Student Health Care Center will assist in the coordination of resources and services.

The confidentiality of the individual’s HIV status, as well as the individual’s welfare, is respected. Breach of confidentiality of information obtained by a university employee in an official university capacity may result in disciplinary action.

Based on current medical information concerning risk of infection, the university does not isolate persons with HIV infection or AIDS from other individuals in the educational or work setting.

Furthermore, the university supports the continued participation, to the fullest extent reasonably possible, of these individuals in the campus education/work environment.

It also is the policy of the university to provide education that seeks to prevent the spread of HIV infection. Those at risk for HIV infection are encouraged to get tested; those who are infected are urged to seek treatment. With current advances in HIV/AIDS treatment, early intervention can be crucial to maintaining well-being and delaying complications of illness.

In keeping with the Americans with Disabilities Act, the university considers HIV/AIDS to be a disability. Existing support services can be utilized by students or employees who are disabled by HIV infection or AIDS.

For more information, please contact the official University of Florida resource: the Director of the Student Health Care Center at 392-1161. You also may contact Employee Relations at 392-1072, or emprel@ufl.edu, or your human resources satellite office for assistance.

Sexual Harassment Policy

The University of Florida is committed to maintaining a safe and comfortable workplace and academic environment. Our sexual harassment policy is available in the Office of Human Resource Services and its web site at www.hr.ufl.edu/eeo. The Office of Human Resource Services provides several sexual harassment seminars each semester for employees and students. Sexual harassment of employees, students, or visitors will not be tolerated by the university.

Sexual harassment occurs in a variety of situations that tend to share a commonality: the inappropriate introduction of sexual activities or comments in a situation where sex would otherwise be irrelevant. Sexual harassment is a form of sex discrimination and a violation of state and federal laws as well as of the policies and regulations of the university.

The university’s policy is to protect all members of the community from sexual harassment. As a result, the responsibility for reporting incidents of sexual harassment also must rest with all members of the university community. Any employee or student who has knowledge of sexual harassment is encouraged to report it to the Director of Equal Employment Opportunity. Employees with supervisory responsibility who have knowledge of sexual harassment are required to report the matter directly to a university official. Any co-worker or student who has knowledge of sexual harassment is strongly encouraged to report it promptly. It is the university’s goal to process complaints of harassment in a prompt and responsive manner to enable appropriate corrective action.

Call the Equal Employment Opportunity Office at 392-1075 with your questions or concerns about sexual harassment, including information about reporting procedures, or attend a sexual harassment seminar sponsored by Human Resources Services. To register, visit Training and Organizational Development’s web site at www.hr.ufl.edu/training.

Smoking Policy/Florida Clean Indoor Air Act

The Florida Clean Indoor Air Act of 1992, implemented by Section 386.201, Florida Statutes, became effective October 1, 1992. This act prohibits smoking in educational facilities.

Accordingly, the University of Florida’s policy forbids smoking areas to be designated within any university facility including, but not limited to, classrooms, offices, dining facilities, student residential facilities, or any other building owned or leased by the university.

Each department chair and director is responsible for ensuring policy compliance within their areas.

Software Copyright Policy

The principles for using and managing software are derived from U.S. copyright law, the Florida Computer Crimes Act, and legal agreements in the form of licenses and purchase agreements. That foundation makes the University of Florida’s basic policy governing software clear:

All academic personnel, staff, and students of the university are required and expected to obey the laws and legal agreements governing software use. Failure to do so can lead to monetary damages and/or criminal penalties for the individual violator. Because such violations also are against university policies and regulations, disciplinary action will be taken as appropriate. The software copyright policy is provided on the basis of endorsement by the Council on Information Technologies and Services (May 12, 1994).

Guidelines for following this policy can be found at UF’s Software Copyright Policy, Guidelines, and Training Materials web site at pirate.ifas.ufl.edu.

Workplace Violence Policy

For more information regarding this policy and related material, read UF’s Workplace Violence Policy Statement.