7.4 Whistleblower Policy

Objective

Traverse Area District Library (“TADL”) requires all library employees, volunteers, and Trustees to observe a high standard of business and personal ethics in the conduct of their duties and responsibilities.  It is the responsibility of all employees, volunteers, and Trustees to report violations and suspected violations of the law, applicable rules or regulations, and TADL policies in accordance with this Whistleblower Policy (the “policy”) and with the Michigan Whistleblower’s Protection Act (Public Act 469 of 1980).

This policy outlines a procedure for employees to report actions that an employee reasonably believes violates a law, rules or regulations, TADL policies, or that constitutes fraudulent accounting or other practices. A copy of this policy shall be distributed to all employees, volunteers, and Trustees who provide services to TADL.

Authority:

The Library Director is designated to administer the policy and report to the Board of Trustees at least once annually on compliance activity.

Procedure:

If an employee, volunteer, or Trustee has a reasonable belief that an employee, volunteer or Trustee has engaged in an action that violates any law, rule, regulation, TADL policies, or that constitutes fraudulent accounting, auditing or other practices concerning accounting and auditing, constitutes other fraudulent practices or relates to a conflict of interest, the employee is expected to immediately report such information to the Library Director or the Assistant Director of Finance and Human Resources. If the report is related to the Library Director, the employee shall immediately report such information to the President of the Board of Trustees.

All reports will be promptly and thoroughly investigated. In conducting its investigations, TADL will strive to keep the identity of the complainant confidential whenever reasonably possible, however, confidentiality cannot be guaranteed.  After the investigation has been completed, the employee reporting the improper action shall be advised of a summary of the results of the investigation, except for personnel actions taken as a result of the investigation, which may be kept confidential.

Retaliation:

No employee who in good faith reports a violation shall suffer harassment, retaliation, or adverse employment consequence due to said report. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within TADL prior to seeking resolution outside TADL. TADL will conduct an investigation to determine whether an employee has engaged in retaliatory conduct. Any employee who, in management’s assessment, has engaged in retaliatory conduct in violation of this policy, will be subject to  disciplinary action up to and including termination of employment. TADL will not take any action against an employee who has provided truthful information, in good faith, to law enforcement personnel or a court of law, in accordance with this policy.

Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable basis in fact for believing the information disclosed indicates a violation under this policy.  Any allegations which prove to have been made maliciously or where the employee knew or should have known that the information reported or provided is false or frivolous will be subject to disciplinary action up to and including termination. 

Training:

Supervisors and managers will be trained on this policy and on TADL’s prohibition against retaliation in accordance with this policy.

New on September 15, 2022