201 - USU Code of Conduct

Title:	USU Code of Conduct
Owner:	Office of the President
Last Updated/Revised:	07/01/2024

Policy: All United States University (USU) Community members are responsible for sustaining the institution's and broader community's ethical standards. Broadly speaking, USU’s core values include affordability, diversity, quality, inclusiveness, integrity, and life-long learning. In addition to our core values, we integrate respect, communication, freedom of inquiry and expression, trust, honesty, and fairness into daily actions. The education, research, and business practices demonstrate our commitment to the USU Code of Conduct.

In accordance with federal, state, and university policies, USU does not discriminate based on sex, race, color, height, weight, national origin, religion, age, marital status, gender, sexual orientation, veteran status, physical or mental disability, medical condition as defined by law, or any basis prohibited by law. The University is committed to non-discrimination in its educational services and employment delivery.

Some professions and disciplines represented at USU are governed by standards and codes specific to their profession (such as nurses, teachers, psychologists, lawyers, etc.). Those professional standards generally advance the quality of the profession and/or discipline by developing codes of ethics, conduct, and professional responsibility and standards to guide their members. Those belonging to such organizations are expected to adhere to the USU Code of Conduct in addition to any professional standards. If a community member believes there is a conflict between a professional standard and University policy, they should contact the Provost’s Office (academic concerns) or President’s Office (all other concerns) for counsel.

Adherence to the USU Code of Conduct also requires addressing any suspected violations of applicable standards, policies, laws, or regulations. Raising such concerns is a service to the University and does not jeopardize the community member’s position, employment, or student status. USU is committed to:

Confidentiality - Concerns may be reported confidentially and even anonymously, although the more information is given, the easier it is to investigate the concerns.
Cooperation - All community members are expected to cooperate fully in investigating potential violations of USU policy and applicable rules, laws, or regulations
Non-Retaliation - Retaliation against an individual who, in good faith, reports or provides information about concerns or suspected violations is prohibited. Retaliation is defined as an adverse action taken because an individual has made a report or has participated in an investigation. An adverse action is any action materially affecting that individual's standing or terms and conditions of student status or employment. False accusations made with the intent of harming or retaliating against another person may subject the accuser to disciplinary action.

Confirmed violations will result in appropriate disciplinary action up to and including termination of employment, dismissal from an academic program, or termination of other relationships with the University. In some circumstances, civil or criminal charges and penalties may apply.

Purpose: This Policy is intended to protect the integrity and reputation of United States University.

Procedures:

Specific policies function to sustain The Code and are listed below (employees should also reference the Employee Handbook, which is available on the Company Intranet page)
Reporting Suspected Violations
1. Lowest level resolution – Unless specified in a policy listed above, and if appropriate, community members are encouraged to discuss their concerns with the person (or persons) involved. Open and candid communication is often all that is needed to resolve issues that may be rooted in a simple misunderstanding. If this is not appropriate and/or the community member is uncomfortable attempting to resolve the allegation at the lowest level, then reporting is the next step.
2. Reporting to management
  1. Begin with your immediate supervisor, instructor, or advisor.
  2. If, for any reason, it is not appropriate to report suspected violations to the immediate supervisor (e.g., the alleged violation is by the supervisor, Title IX, etc.), or the employee is uncomfortable doing so, individuals may go to a higher level of management within their school or department (e.g., Program Director, or Human Resources).
  3. Students should also refer to Complaints, Grievances, and Appeals (students only)
  4. Employees should also refer to Grievance and Complaints (employees only)
  5. A final reporting avenue is through the Whistleblower Policy for USU employees
Consequences of Violations – Consequences depend on the violation and are detailed within each of the policies listed above.

Scope: The USU Code of Conduct applies to all USU faculty, staff, students, applicants, members of the Board of Trustees, consultants, contractors, and others when performing services for the University or interacting with members of the University Community.

Documents and Forms: None