staffpershandbook 2011[1] - Flagler College

College will not tolerate unsubstantiated claims of harassment or hazing that are unfounded and found
to be erroneous.
Retaliation is a serious violation of college policy and Federal law. It will be treated with the same
strict discipline as would the act of harassment or hazing itself. Acts of retaliation should be reported
immediately in accordance with the Complaint Procedure and will be promptly investigated.
F. Whistleblower Policy
It is the policy of Flagler College that directors, officers and employees are to observe high standards
of business and personal ethics in the conduct of their duties and responsibilities. Employees and
representatives of the College are expected to practice honesty and integrity in fulfilling their
responsibilities and to comply with all applicable laws and regulations.
It is the responsibility of all directors, officers, and employees to comply with this Policy and to report
violations or suspected violations, without fear of reprisal, in accordance with the Whistleblower
Policy. No director, officer or employee who in good faith reports a violation of the policy shall suffer
harassment, retaliation or adverse employment consequences. An employee who retaliates against
someone who has reported a violation in good faith is subject to disciplinary action up to and including
termination of employment. This Whistleblower Policy is intended to encourage and enable employees
and others to raise serious concerns within Flagler College prior to seeking resolution outside the
organization.
Such violations suspected or otherwise should be reported to the College’s Compliance Officer. The
College’s Compliance Officer is responsible for investigating and resolving reported complaints and
allegations concerning violations of the Whistle Blower’s Policy and at his/her discretion, shall advise
the President and/or the audit committee. The Compliance Officer has direct access to the audit
committee of the Board of Trustees and is required to report to the audit committee at least annually on
compliance activity. The Compliance Officer is the Vice President of Business Services. (Reference
Administrative Policy 134)
Confidentiality –
Violations or suspected violations may be submitted by the complainant and may be submitted
anonymously. Reports of violations, or suspected violations, will be kept confidential to the extent
possible, consistent with the need to conduct an adequate investigation.
Handling of Reported Violations –
The appointed Compliance Officer will notify the sender and acknowledge receipt of the reported
violation or suspected violation within five business days. All reports will be promptly investigated
and appropriate corrective action will be taken if warranted by the investigation.
G. Responsive Action
Misconduct constituting harassment or hazing will be dealt with appropriately. Responsive action may
include, for example, training, referral to counseling, and disciplinary actions such as warnings,
reprimands, withholding of a promotion or pay increase, reassignment, temporary suspension without
pay, compensation adjustments, or termination.
H. Appeals Process
If the party to a complaint does not agree with this resolution, that party may file a written appeal with
the President.
I. False and Malicious Accusations
False and malicious accusations of harassment or hazing, as opposed to complaints that even if
erroneous, are made in good faith, may be subject to appropriate disciplinary action up to and
including termination.
Flagler College at its option, may change, delete, suspend or discontinue parts or the policy in its
entirety, at any time and without prior notice. In the event of a policy change, employees will be
notified. Any such action shall apply to existing as well as future employees. Page 27