Title: Non-Retaliation and Whistleblower Protection
Effective Date: 01/01/2008
Responsible Official: Vice President of Human Resources
Responsible University Office: Department of Human Resources
Related Legislation and University Policies:
Review Period: 5 years
Date of Last Review: 01/01/2008
Relates to: faculty, executive staff, senior staff, staff, and student employees
The university strives to provide a positive, productive work environment in which employees are encouraged to report issues and concerns about their work environment or the university. If an employee has knowledge of or information that illegal, dishonest, discriminatory, or fraudulent activity has occurred, or a violation of university policy has occurred, the employee is to contact their immediate supervisor, Employee Relations, or the Integrity Hotline to report the activity or incident. Examples of illegal, dishonest, or fraudulent activities are: violations of federal, state, or local laws; billing for services not performed or for goods not delivered; and other fraudulent or improper financial reporting.
Individuals are encouraged to report their concerns first to their supervisor or to another appropriate university official. However, if that is not a viable option, or if the individual believes their concerns are being ignored, they can report any concerns to a university office such as the Department of Human Resources, the Office of Internal Audit Services; the Office of Equity; Public Safety; the Office of General Counsel; and/or Research Compliance.
If the individual is uncomfortable discussing their concerns with a university official, the university has engaged Global Compliance to be its third party ethics and compliance hotline provider, 1-866-483-9367. Efforts will be made to perform investigations discreetly. The details of the investigation will be kept confidential, to the extent feasible, and consistent with university policies and applicable federal, state, and local laws.
Whistleblower protections are provided against retaliation. University employees are prohibited from retaliation against or any form of harassment of an individual who reports a concern in good faith. Any employee who engages in retaliation or harassment against a reporter may be subject to corrective action, up to and including termination. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation reductions, poor work assignments, or threats of physical or mental harm. Any whistleblower who believes they are being retaliated against must contact Employee Relations or the Integrity Hotline immediately so that the university may take appropriate action.
The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing of the whistleblower that is found to exist following an investigation.
All reports of illegal, dishonest, or fraudulent activities should be promptly submitted to Employee Relations, which is responsible for investigating and coordinating corrective action.
The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing may be subject to corrective action, up to and including termination.
Employees with any questions regarding this policy should contact the Department of Human Resources by email at AskHR@case.edu, by phone at 216-368-6964, or in person in Crawford Hall, room 320.