A whistleblower as defined by this policy is an employee of the Cleveland Institute of Art who reports an activity that they consider to be illegal or dishonest to one or more of the parties specified in this policy. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures. Appropriate officials of the College are charged with these responsibilities.

Examples of illegal or dishonest activities are violations of federal, state or local laws; fraudulent financial reporting.

If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the individual is to contact their immediate supervisor or the VP of Human Resources + Inclusion. Employees should exercise sound judgment to avoid baseless allegations. If an employee intentionally files a false report of wrongdoing, that employee may be subject to discipline, up to and including termination.

Whistleblower protections are provided in two important areas—confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law, and/or to provide accused individuals their legal rights of defense. The College will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments, and threats of physical harm. Any whistleblower who believes they are being retaliated against must contact the VP of Human Resources + Inclusion immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

All reports of illegal and dishonest activities will be promptly submitted to the VP of Human Resources + Inclusion who is responsible for investigating and coordinating corrective action. Employees with any questions regarding this policy should contact the VP of Human Resources + Inclusion.