Breadcrumb
1.2.220 Whistleblower Policy
University of Central Missouri Policy
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Policy Name: Whistleblower Policy |
Date Approved: April 19, 2006; revised and approved April 28,2017 |
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Policy Category: Board of Governors- University Operation |
Date Effective: April 28, 2017 |
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Policy Number: 1.2.220 |
Date Last Revised: April 28, 2017 |
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Approval Authority: Board of Governors |
Review Cycle: 4 years |
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Responsible Department: Office of the President |
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Purpose/Policy Statement
The purpose of this policy is to provide protection from retaliation to a person who reports that he or she has witnessed or has evidence of potential personal appropriation of university resources, any violation of university policy, or other alleged wrongdoing while employed with the university and who communicates, in good faith, or testifies to, the alleged wrongdoing verbally or in writing, to one of the employee’s superiors, to an agent of the university or to an appropriate authority, provided that the communication is made prior to any adverse action by the employer. More specifically it:
- encourages persons to disclose serious breaches of conduct covered by university policies, procedures or law;
- protects employees from reprisal/retaliation by adverse employment action as a result of having disclosed wrongful conduct (employees who self-report misconduct are not afforded protection by this procedure); and
- provides individuals who believe they have been subject to reprisal a fair process to seek relief from retaliatory acts.
This policy is intended to encourage and enable employees and others to raise serious concerns within the university prior to seeking resolution outside the university. It is intended to complement and supplement existing policies, procedures and legal requirements. Nothing in this policy is intended to interfere with legitimate employment decisions or other legal right(s).
Scope
This policy applies to all university employees and students.
Definitions
Procedure
Resources
Policies and procedures are included in the following manuals:
- Board of Governors Policy Manual
- UCM Procedures and Guidelines
- Human Resources Procedure Manual
- Academic Policies and Procedures
- Memorandum of Understanding between the University of Central Missouri and Missouri Educations Workers Local No. 1
- UCM Student Handbook
The above-referenced resources have been listed for the convenience of employees and students but should not be considered an all-inclusive list. Individuals are encouraged to contact the university policy director, the Office of Human Resources, or the office responsible for the policy or procedure when questions arise regarding university policy and procedures.
Reporting
All members of the university community are encouraged to report any suspected retaliation, harassment or adverse employment consequences as a result of his or her reporting in good faith instances of alleged wrongdoing. An employee should report his or her concerns to a supervisor or manager. If for any reason an employee finds it difficult to report his or her concern to a supervisor or manager, the employee can report it directly to the Office of Human Resources. A student should report his or her concern to the associate vice provost for student experience and engagement or the Office of Human Resources, who will be able to assist in receiving the report.
Directors, officers, supervisors and managers are required to report suspected violations to the Office of Human Resources, who has responsibility to investigate or refer for investigation all reported violations.
Reasonable care should be taken in dealing with suspected misconduct to avoid:
- publication of baseless allegations;
- premature notice to persons suspected of misconduct and/or disclosure of suspected misconduct to others not involved with the investigation; and
- violations of a person’s rights under law.
Accordingly, an officer, director, manager, or supervisor who receives a report of suspected retaliation:
- should not contact the person suspected to further investigate the matter or demand restitution;
- should not discuss the case with anyone other than the Office of General Counsel, the Office of Human Resources, the assigned investigator or auditor, or a duly authorized law enforcement officer;
- should direct all inquiries from an attorney retained by the suspected individual to the general counsel; and
- should direct all inquiries from the media to University Relations.
No officer, director, or employee who, in good faith, reports a violation of policy, procedure or law shall suffer harassment, retaliation or adverse employment consequence based on such reporting. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. The university will use best efforts to protect whistleblowers against retaliation. In matters of disclosure, the university will make all reasonable efforts to maintain the identity of the individual making the disclosure confidential, as long as maintaining confidentiality does not interfere with conducting an investigation of the specific allegations or taking corrective action. Whistleblowers should be cautious to avoid baseless allegations.
Fact Finding
Enforcement
Appeal Process
*If an employee is unsure of their appropriate administrator they may refer to the University of Central Missouri's organizational chart or contact the Office of the Human Resources for assistance.
