Whistleblower Policy

General
Bluffton University requires its trustees, administrators, faculty, staff and students to observe a high standard of personal, business and academic ethics. In protecting high ethical standards, all personnel associated with Bluffton University must act with honesty and integrity in carrying out their duties and responsibilities to ensure compliance with all applicable federal, state and local laws and regulations.  
 
Reporting responsibility
It is the responsibility of all trustees, administrators, faculty, staff and students to report illegal, dishonest and/or fraudulent activity ( Misconduct ) in accordance with this Whistleblower Policy. 
 
No retaliation
No trustee, administrator, faculty, staff or student who in good faith reports misconduct shall suffer harassment, retaliation or adverse employment consequence. An employee who retaliates against someone who has reported misconduct in good faith is subject to discipline up to and including termination of employment. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the university prior to seeking resolution outside the university. 
 
Reporting violations
An employee who has a question about the propriety of any practice under university policies or procedures should share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee s supervisor is in the best position to address an area of concern. However, if you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor s response, you are encouraged to speak with the director of human resources or anyone in management whom you are comfortable in approaching. Supervisors and managers are required to report suspected misconduct to the director of human resources, who has specific and exclusive responsibility to investigate all reported violations. If the complaint concerns the director of human resources, the complaint should be brought to the vice president for fiscal affairs.
 
Director of human resources
The university s director of human resources is responsible for investigating and resolving all reported complaints and allegations concerning misconduct and, at their discretion, shall advise the vice president for fiscal affairs. The director of human resources has direct access to the vice president for fiscal affairs who will report to the audit committee at least annually on compliance activity.
 
Accounting and auditing matters
The audit committee of the board of trustees shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or auditing. The director of human resources shall immediately notify the vice president for fiscal affairs of any such complaint and work with the vice president for fiscal affairs until the matter is resolved.
 
Acting in good faith
Anyone filing a complaint concerning misconduct or suspected misconduct must be acting in good faith and have reasonable grounds for believing the information disclosed indicates misconduct. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious discipline issue subject to discipline up to and including termination of employment. 
 
Confidentiality
Misconduct or suspected misconduct may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of misconduct or suspected misconduct will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.  
 
Handling of reported misconduct

The director of human resources will notify the sender and acknowledge receipt of the reported misconduct or suspected misconduct, if possible, within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.