Improper Activities Reporting Policy 114
|Policy 114||Approved: February 17, 2011|
|UNIVERSITY OF NORTH CAROLINA SCHOOL OF THE ARTS
Improper Activities Reporting Policy
|Source of Authority:||N.C.G.S. §§ 126-84 & 126-85;
N.C.G.S. § 116-34(a);
UNC Code § 502(A)
|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|
This policy provides guidance for reporting alleged improper activities by UNCSA employees and for protecting employees for reporting such alleged activities.
This policy applies to all UNCSA employees.
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;
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.
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
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: email@example.com
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.