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Whistle Blower Hotline

The University encourages its employees to make good faith reports of any workplace activity which they believe could be illegal or otherwise improper under applicable law or University policy.  Employees should approach their supervisor or higher-level management when they believe that questionable and/or inappropriate business conduct has occurred.  They should also feel comfortable bringing these concerns to the attention of University administration by using the whistleblower hotline. The whistleblower hotline supplements and complements, rather than replaces, other existing mechanisms and avenues for reporting employee concerns. The whistleblower hotline should not be used as a replacement for normal supervisory reporting lines or interdepartmental interactions.

The whistleblower hotline reporting system is operated by EthicsPoint, an independent service provider. Issues reported to the whistleblower hotline can be made via the secure website at www.hartford.ethicspoint.com or by calling (844)-256-3946, a phone line which is also confidential and operated by EthicsPoint.  Reports to the whistleblower hotline can be made anonymously if confidential reporting is preferable, although individuals may also identify themselves, if they wish.  This secure reporting tool also provides a means for whistleblowers and University investigators to communicate with each other through a password-protected website while still ensuring complete anonymity for the whistleblower.

Reports to the Whistleblower Hotline should be made in good faith by verifying that the report has a reasonable factual basis, and includes as much specific information as possible in the message to allow the University to properly assess the nature, extent and urgency of any applicable incident.  Examples of illegal or otherwise improper workplace activities include, but are not limited to, the following:

  • unauthorized or inappropriate use or misappropriation of University resources;
  • theft, embezzlement, fraud, self-dealing, or private benefit;
  • discrimination (i.e., use of any epithet, slur, negative stereotyping, or threatening, intimidating or hostile act) against an employee or potential employee based on race, color, sex, age, religion, national and ethnic origin, pregnancy, present or past history of mental disability, intellectual disability, learning disability, physical disability, marital status, sexual orientation, gender identity or expression, veteran status, genetic information or any other protected class under applicable law;
  • sexual or other protected class harassment;
  • violation of the University’s Drug-Free Workplace Policy;
  • conflict of interest;
  • breach of confidentiality or privacy;
  • any suspected cases of child abuse occurring on University property or involving any University activity.
    Note:  The University also encourages everyone to report suspected cases of child abuse directly to law enforcement officials; 
  • violation of NCAA regulations;
  • violation of the University’s policies related to human subjects research, and other research and academic misconduct;
  • violation of the University’s obligations under federal, state and local grants, contracts and sponsored research agreements; or
  • any other conduct which would constitute a violation of any federal, state or local law.

The University prohibits retaliation against any individual for making a good faith report of suspected illegal activity or wrongful conduct, or participating in a related investigation, hearing, or proceeding.  Any employee who violates this policy by engaging in retaliation may be subject to any level of discipline up to an including termination of employment.

This statement provides a summary of the Whistleblower Hotline. 

Please refer to the Employment Manual, Chapter 6.02 - General Expectations (page110-11) for the full policy statement.