Reporting concerns
Georgia College & State University recognizes that an ethical, efficient, and effective work environment is essential to accomplish our mission. As a result, a high priority has been placed on assuring that each member of the University community has the opportunity and means to convey any matter that could compromise that environment. Reporting through your supervisory chain frequently produces the most thorough and timely resolution of a matter and is encouraged. Other reporting avenues, such as the Department of Public Safety, Office of Human Resources, and Office of Internal Audit and Advisory Services, are also available. The Ethics and Compliance Reporting Hotline is an independent third-party service available 24 hours a day, 7 days a week, and allows anonymous reporting if preferred.
Section 16.6 of the USG Business Procedures Manual states that employees have an affirmative duty to report wrongdoing promptly and refrain from retaliating against those who report violations or assist with authorized investigations. Georgia College & State University is committed to preventing and detecting fraud, waste, abuse, and other wrongdoing and acting when it occurs. Examples of wrongdoing include but are not limited to USG Code of Conduct violations, discrimination, harassment, research misconduct, academic misconduct, and privacy violations.
Protection against Retaliation - Whistleblower Protection
Employees may not interfere with the ability of another employee to assert rights afforded to them by policy or law or report concerns or wrongdoing, and may not retaliate against an employee who has asserted rights afforded to them by policy or law, reported concerns or wrongdoing, has cooperated with an authorized investigation, has participated in a grievance or appeal procedure, or otherwise objected to actions that are reasonably believed to be unlawful, unethical or a violation of USG policy. Violations of this policy may result in disciplinary action, including the termination of employment.
Retaliation is any action or behavior that is designed to punish or harm an individual for reporting concerns or wrongdoing, asserting a right afforded to them by policy or law, cooperating with an investigation, participating in a grievance or appeal procedure, or otherwise objecting to conduct that is unlawful, unethical or violates USG policy. Retaliation includes but is not limited to dismissal from employment, demotion, suspension, loss of salary or benefits, transfer or reassignment, denial of leave, loss of benefits, denial of promotion that otherwise would have been received, and non-renewal. Other actions, such as increased scrutiny, verbal abuse, and spreading false rumors, are prohibited.
Alleged retaliation by an employee should be reported to the Chief Human Resources Officer.
This policy does not protect an employee who files a false report or provides information without a reasonable belief in the truth or accuracy of the information. Any employee who knowingly files a false report or intentionally provides false information during an investigation may be subject to disciplinary action, including the termination of employment.