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Improper Activities Reporting Policy #114

Policy #114 Approved: February 17, 2011
UNIVERSITY OF NORTH CAROLINA SCHOOL OF THE ARTS
Improper Activities Reporting Policy
Policy #114
Source of Authority: N.C.G.S. §§ 126-84 & 126-85;
N.C.G.S. § 116-34(a);
UNC Code § 502(A)
Revision Authority: Chancellor
History: First Issued: February 17, 2011
Related Policies: N.C.G.S. Chapter 126, Article 14;
Alcohol Policy #102;
Cash Management Policy #302;
Facilities Use Policy #402
Fixed Assets Policy #304;
Contracts & Authority to Sign Policy #109;
Conflicts of Interest (Board of Trustees) Policy #108;
Conflicts of Interest (Employees) Policy #603;
Illegal Drugs Policy #702;
Involuntary Withdrawal Policy #807;
Political Activities Policy #117;
Prohibited Harassment Policy #117;
Purchasing Policy #308;
Research Misconduct Policy #120;
Smoking Policy #703;
Technology Use Policy #508;
Threat Assessment Policy #704;
Travel Policy #310;
Weapons Policy #705;
Workplace Violence Policy #706
Responsible Offices: Human Resources Department
Effective Date: February 17, 2011
PDF: POLICY #114

I. Purpose

This policy provides guidance for reporting alleged improper activities by UNCSA employees and for protecting employees for reporting such alleged activities.

II. Scope

This policy applies to all UNCSA employees.

III. Definitions

IV. Policy

A. Reporting. All employees should report verbally or in writing to their supervisor, or other appropriate authority at UNCSA as described below, all evidence of activity by a UNCSA department or employee that may constitute:

1. A violation of State or federal law, rule or regulation;

2. Fraud;

3. Misappropriation;

4. Substantial and specific danger to the public health and safety; OR

5. Gross mismanagement, a gross waste of monies, or gross abuse of authority.

B. Protections

1. From Retaliation. Any employee who reports such incidents as described above shall be protected from discharge, threats of retaliation, or other types of discrimination regarding compensation, terms, conditions, location, or privileges of employment directly related to the disclosure of such reports, unless the employee knows or has reason to believe that the report is inaccurate.

2. For Refusal to Act. In addition, no employee may be adversely affected in the manner described above because the employee refused to carry out a directive which in fact constitutes a violation of State or federal law, rule or regulation, or poses a substantial and specific danger to the public health and safety.

3. Generally. These protections shall include employees who report any of the activities described above to the State Auditor through the established statewide hotline or to the Program Evaluation Division.

V. Revision History

A. February 17, 2011 – Adopted by Board of Trustees as part of UNCSA Policy Manual


UNIVERSITY OF NORTH CAROLINA SCHOOL OF THE ARTS

Improper Activities Reporting Procedures

Procedure #114

I. Reporting Improper Activities

A. Any employee who desires to report evidence of alleged improper activity as described may contact any of the following:

1. the director of the office responsible for the administrative or educational function at issue;

2. the employee’s immediate supervisor, department chair, dean, director, or Vice Chancellor/Provost in their supervisory chain at a level sufficient to allow objectivity in evaluating the subject of concern;

3. UNCSA Internal Auditor (770-3310);

4. Chief of UNCSA Police (770-3349);

5. Chancellor (770-3200); OR

6. Chairman of Board of Trustees.

B. Furthermore, employees may also report improper activities to the State Auditor by calling the 24 hour toll-free hotline (1-800-730-8477) or by sending an email mailto: hotline@ncauditor.net

C. Improper activities may also be reported to the State Auditor’s Program Evaluation Division.

D. Employees are encouraged to provide as much specific information as possible including names, dates, places, and events that took place, the employee’s perception of why the incident(s) may be a violation, and what action the employee recommends be taken.

E. Anonymous or telephonic communications will be accepted.

F. Employees who choose to identify themselves will receive a reply to their report within 30 working days or as soon as practicable thereafter.

G. Any questions regarding this policy may be directed to the Director of Human Resources.