Number: HR 240
Effective: June 27, 2011
Department: Human Resources
Last Revision: June 24, 2020

Purpose

To provide protection for employees reporting the existence of any waste of public funds, property or manpower or the violation or suspected violation of applicable law in accordance with the Idaho Protection of Public Employees Act.

Scope

Applies to all employees of CWI.

Policy 

Pursuant to the legislative intent underlying the enactment of the Idaho Protection of Public Employees Act, CWI encourages its employees to report any waste of public funds, property or manpower or any violation or suspected violation of applicable law. In furtherance of this policy, CWI has adopted the following guidelines for employees reporting conduct of such a nature.

Guidelines

Retaliation Prohibited

CWI prohibits retaliation against any employee who:

  1. reports in good faith the existence of any waste of public funds, property or manpower or any violation or suspected violation of applicable law;
  2. participates in an investigation, hearing, court proceeding, legislative or other inquiry, or other form of administrative review related to any such report; or
  3. has objected to or refused to carry out a directive that the employee reasonably believes violates applicable law.

For purposes of this policy, an employee reports in good faith if there is a reasonable basis in fact for the communication. Good faith may be lacking where the employee knew or reasonably ought to have known that the report is malicious, false or frivolous.

Reporting Procedure

Employees are encouraged to report the existence of any waste of public funds, property or manpower or any violation or suspected violation of applicable law. Any such report should be made at a time and in a manner which gives CWI a reasonable opportunity to correct the waste or violation.

In most cases, an employee’s supervisor is in the best position to address an area of concern regarding conduct addressed in this policy. However, if an employee is not comfortable speaking with his/her supervisor or is not satisfied with his/her supervisor’s response, the employee should report his/her concerns to CWI’s Executive Director of Human Resources or CWI’s President. If the concern involves the Executive Director of Human Resources, the employee should contact CWI’s President. If the concern involves CWI’s President, the employee should contact the Chairman of CWI’s Board of Trustees. CWI will conduct an appropriate investigation of any such reports and will take corrective action as appropriate to address the waste or violation.

Although employees reporting possible violations are protected by this policy, employees may choose to remain anonymous when making a report. Therefore, CWI has established an Ethics Hotline to serve as an additional mechanism to make report.

Employees working on federal grants and contracts are directed to CWI’s Notice to Employees for Enhancement of Protection from Reprisal for Disclosure of Certain Information, 41 USC 4712