Student Handbook 2018

4) The matter involves allegations or events that have a significant possibility of being the result of a criminal act (e.g., disappearance of cash); 5) Thematter involves a significant threat to thehealthand safetyofemployees and/ or the public; or 6) The matter is judged to be significant or sensitive for other reasons. Policy If any College employee reasonably believes that some policy, practice, or activity of Bluefield College, or of another employee on behalf of the College, is in violation of law, the employee immediately should contact the President, Vice President for Finance and Administration, Human Resources Director, Chair of the Finance Committee of the Board of Trustees, or Chair of the Board of Trustees, preferably in writing, so as to assure a clear understanding of the issues raised. The employee should be as specific as possible in describing the occurrence or suspicion of irregularity, and the description should be factual rather than speculative or conclusive. The employee in this case is commonly referred to as a whistleblower. The whistleblower is not an investigator or finder of fact, nor does the whistleblower determines the appropriate corrective or remedial action that may be warranted. Whistleblower reports also may be made anonymously. ThePresident,VicePresident for Finance andAdministration, HumanResourcesDirector, Chair of the Finance Committee of the Board of Trustees, and/or Chair of the Board of Trustees will acquire the services of an external, independent source to perform any necessary audit/verification work. As is appropriate and/or as guided by legal counsel if consulted, the College will report suspected or confirmed irregularities to relevant officials. TheCollegewill encourage the performance of sufficient tests and investigations to identify the weakness in controls or security which contributed to such occurrence and request recommendations for corrective action as necessary. They will be responsible for ensuring that recommendations are implemented or that mitigating changes are made. If the occurrence is deemed to be a violation of the law, the College will participate in any investigation requested by authorities; and immediate, relevant personnel changes will be made. In all instances, theCollege retains the prerogative todeterminewhen circumstances warrant an investigation and, in conformity with this policy and applicable laws and regulations,theappropriateinvestigativeprocesstobeused. Thosereceivingwhistleblower reports always should share the report and results of the investigation with the Finance Committee of the Board of Trustees. The Finance Committee will use this information to identify important trends requiring further consideration relative to best practices and internal controls oftheCollege. Applicability: Whistleblowers, Participants, and Subjects All employees of the College have a duty to cooperate with investigations initiated under this Whistleblower Policy . The intentional filing of a false report, whether orally or in writing, is itself considered an improper activity which the College has the right to act upon. Regarding a suspected irregularity, whistleblowers may be committing an improper activity themselves by attempting to obtain evidence for which they do not have a right of access. Whistleblowers have a responsibility to be candid with those to whom they report a suspected irregularity and with investigators. They should set forth all know information regarding reported allegations and be prepared to be interviewed byCollege investigators. Whistleblowers must provide sufficient corroborating evidence to the extent possible to justify commencement of an investigation. However, whistleblowers are not to act on their own in conducting any investigative activities, nor do they have a right to participate in any

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