3.1.22: Whistleblower Policy
Spalding University is committed to providing all members of the university community, including students, faculty, staff, alumni, vendors and guests with a safe and productive environment. It is important for all members of the University community to feel free to report facts which may indicate that a law, regulation, or policy has been violated without fear of any form of reprisal or retaliation. To ensure unfettered, good faith reporting, it is the policy of the University that no one who, in good faith, reports a suspected violation of law, policy or procedure (“wrongful conduct”) will suffer any form of retaliation, or any adverse employment action, academic or educational consequence on account of such report.
Any University employee with knowledge of specific acts which he or she reasonably believes constitute wrongful conduct should disclose the conduct to the Director of Human Resources or to any member of the Leadership Team. If the alleged misconduct is by the President or a member of the Leadership Team, the employee may also be report the misconduct to the Chairperson of the Board of Trustees.
Any University student with knowledge of specific acts which he or she reasonably believes constitutes wrongful conduct should disclose the conduct to the Dean of Students. In lieu of or in addition to notification of the Dean of Students, any University student with such a complaint may contact the Director of Human Resources or any other member of the Leadership Team.
Any vendor, guest or alumnus of the University, or any other interested person with knowledge of specific acts which he or she reasonably believes constitutes wrongful conduct, should notify the Director of Human Resources or the University General Counsel.
After notification of alleged illegal or improper activity, a thorough investigation will be conducted. If the investigation reveals the existence of illegal or improper activity, recommendations for appropriate measures to be taken will be relayed to the University President or Board Chair. All information reported will be held in the strictest confidence and will be disclosed only on a need-to-know basis in order to investigate and resolve the matter.
Individuals who in good faith disclose or communicate intent to disclose an act or omission that the individual reasonably believes to be a violation of law, rule or regulation by any member of the University community shall not suffer harassment, retaliation or adverse employment or academic or educational consequence. Retaliation includes, but is by no means limited to, threats of physical harm, loss of employment, punitive work assignments, or impact on salary or wages, or the access to educational benefits. An employee who retaliates against someone who has made a report in good faith under this policy is subject to disciplinary action, up to and including dismissal from the University.
Complaints of reprisal will be investigated by the Director of Human Resources or by three members of the Leadership Team appointed by the President. Findings of the investigation and recommendations concerning whether retaliation occurred will be reported to the President or to the President’s designee. The decision of the President or the President’s designee will be final.
Reports made in bad faith or with knowledge of their falsity may subject individuals to disciplinary or other appropriate action. Making a report under this policy shall not insulate an individual from personnel or other actions that are warranted based on performance or other factors and are not caused by the making of a complaint under this policy. Nothing in this policy is intended to interfere with legitimate employment decisions.