Board PolicyDescriptor Code: GAGCEmployee Ethics
This Whistleblower Protection Policy encourages all employees of the District to report any activityin the District constituting fraud, waste, and abuse relating to any program and operation in theDistrict. The District shall not retaliate against an employee for disclosing a violation of, or non-compliance with a law, rule, or regulation to either a supervisor or a government agency, unlessthe disclosure was made with knowledge that it was false or with reckless disregard for its truth orfalsity.
B. GENERAL PROVISIONS
- The types of disclosures protected under this Board policy include,but are not limited to, the following: suspected fraud; theft; forgery; alteration of officialdocuments; embezzlement; accounting or auditing irregularities; bribery; pursuit of a benefitor advantage in violation of Board Policy “Code of Ethics,” Descriptor Code “GBU” or BoardPolicy “Staff Conflict of Interest,” Descriptor Code “GAG”; abuse of resources, including, butnot limited to, District funds, supplies, or other assets; authorizing or receiving compensationfor goods or services not performed; authorizing or receiving compensation for hours notworked; or any other suspected regulatory, compliance, or ethics-related issue, concern, orviolation.2.
- All current employees will have access to this Whistleblower Protection Policy,which shall also be posted on the District’s website.
- Any employee who makes a good faith report, to a supervisor orgovernment agency, of activity constituting suspected fraud, waste, and abuse in or relatingto any programs and operations in the District.2.
- Any individual employed by the District, full or part-time, who performs aservice for wages or other compensation.3.
- Any individual: (1) to whom the District has given the authority to direct andcontrol thework performance of the affected employee; (2) who has authority to take corrective actionregarding a violation of, or non-compliance with a law, rule, regulation, or policy of which theemployee complains; or (3) who the District has designated to receive complaints regardinga violation of, or non-compliance with a law, rule, or regulation.4.
- An employee acts in good faith when he/she acts on a basis that onereasonably believes is true, in a manner lacking malice or consideration of personal benefit.5.
Retaliate or Retaliation
- The discharge, suspension, demotion, or any other adverseemployment action taken by the District against a District employee, that results from theemployee’s disclosure of fraud, waste, or abuse, including any violation of a law, rule, orregulation, to a District supervisor or government agency.6.
Law, Rule, or Regulation
- Includes any federal, state, or local statute or ordinance or anyrule or regulation, including Board of Education policies, adopted according to any federal,
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