Whistleblower Protection | University Policy Library

Whistleblowing activity is protected under Arizona Board of Regents (“ABOR”) Policy 6-914, Protection of Employees from Reprisal for Whistleblowing, to which Northern Arizona University adheres. Accordingly, supervisory personnel are prohibited from taking adverse personnel action against an employee, or failing to take an otherwise appropriate action, as a result of the employee’s good faith disclosure of alleged wrongful conduct to a public body or a designated University officer on a matter of public concern.

In order to allow the University an opportunity to investigate alleged wrongful conduct and to take necessary internal corrective action, employees are encouraged to report in writing a disclosure of alleged wrongful conduct to the President, a vice president or other member of the President’s Executive Team, the Provost, a vice provost, a dean, or a non-academic department director. Such disclosures should be made soon as possible within the applicable time period. If an employee is unwilling or unable to put a disclosure in writing, the University officer who receives the oral disclosure will prepare a written summary of the employee’s disclosure and will provide a copy to the employee.

An employee who discloses alleged wrongful conduct in good faith and subsequently suffers an adverse personnel action as a result is subject to the protections outlined in ABOR Policy 6-914. No later than thirty (30) days after a current or former employee is notified or becomes aware of an adverse personnel action that the employee believes was based on his or her prior disclosure of alleged wrongful conduct, the employee may protest the action by filing a written whistleblower complaint.

Additional important information regarding the University’s whistleblower disclosure and protection processes and related time limitations is outlined in ABOR Policy 6-914, to which employees should refer for the complete policy.