POLICY OF ETHICAL PRACTICE

1. Introduction
2. Purpose
3. Ethical Behavior
4. Conflicts of Interest
5. Officer and Key Employee Conflicts of Interest
6. Financial Integrity Disclosure and Other Reporting
7. Confidentiality
8. Academic Freedom
9. Protection and Proper Use of University Assets
10. Disclosures
11. Violations - Consequences
12. Reporting Responsibility and Procedures
13. Handling of Reported Violations
14. Acting in Good Faith
Reporting Guidelines
Frequently Asked Questions (FAQs)
Download the Policy
HR University Policies

For More Information, Contact:

Dawn R Maida B.S., CPA, CRMA
Director of Internal Audit
Financial Operations


maida@rmu.edu
412-397-5274 phone
412-397-2119 fax
Revere Center 228
Moon Campus

Danielle S Uselman M.B.A., SPHR
Director, Human Resources
Human Resources


uselman@rmu.edu
412-397-6277 phone
412-397-2555 fax
Revere Center 206
Moon Campus


FACULTY/STAFF > UNIVERSITY > POLICY OF ETHICAL PRACTICE
1. Introduction


This Policy of Ethical Practice (the "Policy") covers a wide range of Robert Morris University practices and procedures. It does not cover every issue that may arise, but it sets out basic principles to guide all employees of Robert Morris University and its subsidiaries (collectively referred to as "Robert Morris University" or the "University"). Robert Morris University employees must conduct themselves in accordance with this Policy and seek to avoid even the appearance of improper behavior. Robert Morris University's agents and representatives, including consultants, vendors and volunteers, are also expected to abide by this Policy.

Employees must comply with all applicable federal, state and local laws. If a provision of this Policy conflicts with a law, employees must comply with the law. If an employee has any questions about conflicts or apparent conflicts, he/she should consult with his/her immediate supervisor, area vice president or senior vice president, or the vice president for human resources. This Policy supersedes all other codes of conduct, policies, procedures, instructions, practices, rules, or written or verbal representations to the extent that they are inconsistent with this Policy. However, this Policy does not supersede the provisions of any applicable collective bargaining agreement.