These procedures support CWUP 2-40-050 Ethics in Public Service. Refer to
CWUP 2-40-230 Whistleblower Act and CWUR 1-50-010 Whistleblower Complaints
for specific contact information for the Office of the State Auditor and those designated to receive Whistleblower complaints at CWU.
Consultation – Faced with a question of ethics, employees are encouraged to discuss the issue with their supervisor, department chair, dean, and/or appointing authority. The director of the office for equal opportunity (OEO) is designated as the university’s ethics advisor and may be contacted. Since the individual employee is responsible for ethical compliance, the OEO director does not approve or disprove decisions or actions. Those who consult with the director of OEO can expect to engage in discussion about the situation, relevant criteria, laws, and regulations, and/or referral to other resources that may be available to assist in determining a proper course of action.
Documentation – Employees and supervisors are encouraged to document the process used to determine the course of action taken as a result of a question of ethics. Documentation may include a complete description of the situation, the people, agencies, and/or websites that were consulted, as well as the rationale for the final decision.
Internal Complaint – If a university employee does not wish to file a Whistleblower complaint through the State Auditor’s Office, they may disclose assertions of improper governmental actions to:
Director, Equal Opportunity
Human Resources, Bouillon 205
Mail Stop: 7425
The Whistleblower Act does not apply to communications between university employees and OEO. Instead, OEO provides an additional venue for employees to disclose concerns. To the extent permissible, OEO handles all information received in a confidential manner.
Investigation – OEO will analyze the complaint and develop a course of action to investigate and resolve the issue. Investigations are performed independently and objectively through interviews and reviewing relevant documents and other evidence. OEO documents the investigation procedures and results in working papers.
Retaliation Prohibited – The goal of this process is to create an opportunity where employees can, in good faith, report problems without fear of retaliation. Those who report improper governmental actions and believe they have been subjected to retaliation as a result of this report, should contact the Director of OEO (contact information above).
Information and Training – Through Human Resources, new university employees will be provided a summary of the Washington State Ethics Law and specific procedures for reporting improper governmental actions. Human Resources will include workshops on the Washington State Ethics Law as part of the regular training calendar. This workshop will also be included as a requirement of the Supervisory Enrichment Program. Annually, in January, the Director of OEO will notify all CWU employees of contacts, procedures, and processes related to the Whistleblower Act.
[Responsibility: President’s Office; Authority: Cabinet/UPAC; Reviewed/Endorsed by: Cabinet/PAC; Review/Effective Date: 11/2/2011; Approved by: James L. Gaudino, President]