Reporting and Investigating Fraudulent or Other Wrongful Acts
- Alternate Work Location
- Breastfeeding in the Workplace
- Children in the Workplace
- Commercial Motor Vehicle Operator Drug Testing
- Compensation Policies
- Criminal Background Screening
- Disclosure of Campus Security Policy and Campus Crime Statistics
- Drug-Free Workplace
- Eligibility for Rehire
- Employment of Relatives Policy
- Employment Reference Policy
- Essential Employees
- Faculty & Staff Name/Gender Change
- Family Medical Leave Act (FMLA) Policy
- Institutional Recovery and COVID-19 Return to the Workplace
- Marine Operator Drug and Alcohol Testing Policy
- Modified Duty Program
- Non-student Hourly OPS Employment
- Notice of Voluntary Resignation
- Political Activity
- Reporting and Investigating Fraudulent or Other Wrongful Acts
- Sexual Harassment
- Social Media
- Software Copyright Policy
- State Vehicle Seatbelt Use Requirement
- Training Attendance
- Vulnerable Persons
- Workplace Violence
Policy Title: Reporting and Investigating Fraudulent or Other Wrongful Acts
Type of Policy: UFHR – ER
Effective Date: July 1, 2015
Last Revised: September 25, 2018
The purpose of this policy is to provide guidance for faculty and staff to understand reporting expectations for known or suspected fraudulent or wrongful acts and outline the basic investigative responsibilities of the Office of Internal Audit (OIA).
This policy applies to all UF faculty, staff, volunteers, and students who may have access to university resources and funds.
- Policy Statement
The University of Florida is committed to adhering to the highest ethical and business practices, including responsible use and management of university resources and funds.
- 4.1 – Reporting Obligations
Staff and academic personnel with a reasonable basis for believing fraudulent or wrongful acts have occurred have a responsibility to report such incidents to OIA and should not directly 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 OIA works in consultation with UF Human Resource, university administrators, law enforcement personnel, when appropriate, and other levels of management in instances where fraud, including workers’ compensation fraud, research misconduct, p-card abuse, inappropriate use of funds, or other wrongful acts are suspected.
Employees reporting instances of inappropriate acts by others, as well as anyone participating in investigations involving wrong-doing of this type may be protected by Section 112.3187, Florida Statutes (Whistle Blower’s Law), and the University’s protection from retaliation in the workplace as stated in UF Regulation 1.0101.
OIA is also available to assist managers with ensuring proper internal controls are in place to assure best business practices are being observed and assist in preventing and deterring fraudulent and other wrongful acts.
- 4.2 – Internal Audit Investigations
In those instances where the OIA’s investigation indicates the probability of criminal activity, the investigation will be turned over to the UF Police Department (UFPD), 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 OIA will be communicated in a written report to the appropriate university administrators and to the president of the university.
- 4.3 – Policy Inquiries
The following is the department, office, or individual responsible for overseeing implementation of, and assuring compliance with, this policy. Any individual with questions about the policy should contact:Office of Internal Audit
903 W. University Avenue
P.O. Box 113025
Gainesville, FL 32611-3025
Phone: (352) 392-1391
Email: email@example.com (to expedite a response, please include the phrase “Fraudulent and Wrongful Acts” in the subject line of any email inquiries or reports)
- 4.1 – Reporting Obligations
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.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.
UF Reg. 1.008 Disruptive Behavior
UF Reg. 1.0104 University of Florida Ethics Policy
Office of Internal Audit
Employee Relations – Complaint Filing Options
UF Reg. 1.0101 Policy for Dealing with Conduct in Research
Section 112.3187, Florida Statutes (Whistle Blower’s Law)
|07/01/15||Office, Department/Unit||Policy Adopted|
|09/25/2018||OIA & UFHR – Employee Relations||General policy update and adoption of UF HR policy template|