|Approved on February 3, 2006||Signatures and dates
on archival copy
Associate Director of Legal Affairs
|Roderick J. McDavis|
Anyone who files a Whistle-blower report or complaint recklessly or with a willing disregard for the facts, so that the report or complaint is found to be lacking in "good faith," may be subject to disciplinary action.
The University will make every reasonable effort to stop retaliation immediately, to conduct a complete and through investigation of alleged acts of retaliation in a timely manner, to provide remedies to victims of retaliation, and to sanction the perpetrators of retaliation as appropriate.
Whistle-blowers who believe that they have been retaliated against by a university employee should contact the Office of Legal Affairs, and may file a written complaint with the Office of Legal Affairs.
"University-related misconduct" includes any activity by a University department or by an employee that is undertaken in the performance of the employee's official duties, whether or not such action is within the scope of the individual's employment, and that is a violation of any state or federal law or regulation or University regulation or policy, including corruption, bribery, theft of University property, fraudulent claims, fraud, coercion, conversion of University assets, discrimination, sexual harassment, and violations of civil rights.
"Whistle-blowing" means good faith reporting of real or perceived University-related misconduct.
"Whistle-blower" means any visitor, student, faculty, or other employee who, in good faith, reports real or perceived University-related misconduct.
"Retaliation" means any adverse action or creditable threat of an adverse action taken by the University, or member thereof, in response to a Whistle-blower's good faith disclosure of University-related misconduct.
|Dick Piccard revised this file (/policy/03-006.html) on March 18, 2016.|