General Description
Policy Summary:
Purpose:
Scope:
Exceptions:
Responsible Department:
- Risk Management
Policy Content
Reports submitted to the hotline are forwarded to the Office of the General Counsel and the University Risk Management Office, which co-manages the hotline. After an initial complaint review, the co-managers determine the appropriate institutional division responsible for further review and resolution. Once identified, the co-managers send the complaint to the relevant Vice President for handling.
The Vice President will then assign a divisional investigator to conduct an inquiry or, if needed, a full investigation. The divisional investigator will conclude any violations once the inquiry or investigation is complete. If a violation is found, the University will take the necessary actions to address the issue.
Throughout the process, the hotline co-managers will update the individual who reported the complaint on the status of the complaint.
In consultation with relevant administrative officials who are not involved in the reported case, the General Counsel will decide whether the matter should be reported immediately to the Chair of the Audit Committee of the Board of Trustees. All issues reported through the hotline are presented to the Audit Committee in an annual summary report.
If the Whistleblower has made a confidential report, the University will exercise reasonable care to keep the Whistleblower's identity and the report confidential unless:
(1) The whistleblower agrees to the disclosure;
(2) disclosure is necessary to allow University or law enforcement officials to investigate or respond effectively to the report;
(3) disclosure is required by law; or
(4) the person(s) accused of violations by the Whistleblower are entitled to the information as a matter of institutional due process in disciplinary proceedings.
Whistleblowers who reasonably believe that a University employee or student has retaliated against them may file a written complaint with the General Counsel, with a copy to the Vice President of People, Culture, and Community. If retaliation is substantiated, the retaliating employee(s) are subject to appropriate disciplinary actions or remedies, up to and including dismissal. The prohibition against retaliation is not intended to prohibit managers or supervisors from exercising legitimate supervisory responsibilities in the usual scope of their duties.
Related Documents
Related Content:
Revision Management
Revision History Log:
Revision #: |
Date: |
Recorded By: |
---|---|---|
v2.1 | 11/7/2024 8:24 AM | Pamela Mota |
v2.0 | 9/30/2024 2:12 PM | Pamela Mota |
v1.0 | 8/9/2019 3:38 PM | Jennifer Gilmore Adamo |
Vice President Approval:
Name: |
Title: |
---|---|
Mark Detterick | Vice President for Finance and Administration |