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Classified Employee Handbook

V. Information-Related Offenses

A. Unauthorized release or divulgence of confidential information from University records

Confidential records relating to employees and University affairs are protected by the Freedom of Information Act. These records must not be released to the public except under prescribed conditions.

      1. Supervisors are responsible for knowing what information is confidential and what is not.
      2. Supervisors must advise employees of proper precautions to take to ensure confidentiality, especially where employee files are concerned.
      3. Any employee who releases confidential information without authorization is terminated.
B. Falsification of facts on employment application

Information on an application is used to determine if the applicant meets the minimum requirements for a position. The application is a primary tool in the selection process.

    1. Falsification for the purpose of acquiring a position is viewed as a serious offense and is grounds for immediate termination.
C. Falsification of facts or altering any University records in connection with work (in any record, report, investigation, or other proceeding)
      1. This offense refers to any type of falsification which is damaging to the University or to the public.
      2. In keeping records or making reports, occasional errors occur. However, intentionally falsifying any report is an infraction.
D. Altering or falsification of student records either for one’s self or other students.
E. The Student Information System (SIS) contains confidential student academic, biographic,  demographic, and financial information. There are specific laws and regulations that prevent disclosure of this information to individuals and agencies without the written consent of the student. It is the responsibility of the user to be knowledgeable concerning these laws and regulations and to protect the security of the information.


Last revision 11/1995

Updated 10.26.2011