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.
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 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.
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.
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.