WHISTLEBLOWER POLICY
The Whistleblower Policy of the School District is to encourage staff and/or members of the board of education, students and patrons to come forward with credible information on illegal practices or serious violations of adopted policies, and procedures. The Superintendent or Board of Education will ensure that any person who reports credible information is protected from retaliation related to employment with the school district. Specific procedures for reporting information are as follows:
1. Encouraging Reporting. The school district encourages complaints or reports about illegal practices or serious violations of policies, including illegal or improper conduct by the school district itself, by its leadership, or by others on its behalf.
2. Protection from Retaliation. The school district prohibits retaliation by or on behalf of the school district against staff for making good faith complaints or reports under this policy or for participating in a review or investigation under this policy. This protection extends to those whose allegations are made in good faith but prove to be mistaken. The school district reserves the right to discipline persons who make bad faith, knowingly false complaints, reports or inquires, or who otherwise abuse this policy. Any discipline will be done in accordance with state law.
3. Where to Report. Complaints or reports may be made on a confidential basis. The complaint shall be in writing and shall describe in detail the specific facts alleged. Reports should be provided to the Superintendent or the President of the Board of Education. If both of those individuals are implicated in the complaint or report, the complaint should be directed to a member of the board of education. Once a report is received, an investigation into the allegations should be made and a report provided board of education as soon as possible detailing the allegations, the investigation, and a recommendation of action, if any, required to be taken. If the issue involves an employee issue that would result in adverse employment action being taken, the district’s legal counsel shall be consulted to determine appropriate steps to take to address the issue.
Adoption Date: June 13, 2022 Revision Date(s):
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