Whistle Blower Protection. Provided a nurse has followed reasonable policies or procedures issued by the Employer concerned to protect the Employer’s entitlement to investigate and address any allegation of wrongdoing, nurses will not be subject to discipline or reprisal for the reasonable exercise of their professional obligations, including those related to patient advocacy.
Whistle Blower Protection. No employee shall be dismissed, disciplined or penalized as a result of reporting illegal violations in connection with pollution, WCB regulations, theft or other illegal violations unless it is determined that the employee is in any way involved in the infraction. It is agreed that the union shall advise the employer of any violation it may be aware of prior to reporting any alleged violations, and to afford the employer reasonable opportunity to correct the violation.
Whistle Blower Protection. The Employer and the Union agree that the District of Squamish and its Employees will not violate any Act, Regulation or law either Federal, Provincial or Municipal. The Employer will be notified in writing of any observed or alleged violations. No Employee shall be subjected to or suffer retaliation, or be disciplined for providing such information.
Whistle Blower Protection. The Employer shall not take any action against an employee in reprisal for the employee’s lawful disclosure of information that the employee reasonably believes evidences a violation of law, rule, or regulation, or evidences mismanagement, a waste of funds, an abuse of authority, or a danger to health or safety.
Whistle Blower Protection. The Company shall not discipline, terminate, or invoke a penalty of any kind in respect to employees who have in good faith, spoken out or complained about their workplace, working conditions, food safety, the Company, or any other aspect of the business, providing the issues have been brought to the Company's and Union's attention and the Company has had adequate and reasonable time to address it.
Whistle Blower Protection. The purpose of this Memorandum of Agreement is to provide a framework for employees to report suspected unlawful or fraudulent conduct, or breaches of Casino Policy, BC Lottery Corporation (BCLC) Regulations or Gaming Policy and Enforcement Branch (GPEB) Regulations ("Misconduct"). A key element of this framework is the protection of employees from retaliation where the employees have made such reports in good faith and based upon reasonable belief. Employees are expected to report suspected Misconduct internally, to the Chief Privacy Officer, and allow the Employer an opportunity to investigate the matter, prior to raising the matter externally, including to the BCLC or GPEB. When an employee who has reported suspected Misconduct is notified by the Employer that is investigation into the suspected Misconduct is complete, the employee may choose at that point, but not before, to report the suspected Misconduct directly to BCLC or GPEB, provided the employee reasonably and honestly believes that the matter has not been properly dealt with by the Employer. The Employer will consider all reports of suspected Misconduct to be provided in confidence, and will disclose such reports only to the extent required to adequately investigate the suspected Misconduct or as required by law. Employees who are interviewed during an investigation following a report of suspected Misconduct are expected to treat the matter confidentially and refrain from discussing it in the workplace or elsewhere. If an employee reports suspected Misconduct, in good faith and based on a reasonable belief, and in accordance with this Memorandum of Agreement and its procedures, the employee will not be subject to discipline or retaliation by the Employer for making the report.
Whistle Blower Protection. No Employee shall be dismissed, disciplined, penalized or intimidated as a result of reporting pollution, W.C.B. or other illegal statutory violations by the School District providing the Board is notified first, in writing, of the alleged violation.
Whistle Blower Protection. Employees are protected by the Whistleblower Protection Act against reprisal for the lawful disclosure of information, which the employee reasonably believes evidences a violation of any law, rule or regulation, gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, unless the disclosure is specifically prohibited by law. The Employer will annually provide employees with an electronic link to the U.S. Office of Special Counsel (OSC) web site which contains forms and information for filing a disclosure. The OSC receives and evaluates whistleblower disclosures.
Whistle Blower Protection. Consistent with the Whistleblower Protection Act, currently codified at 5 USC, 2302 (B) (8), employees shall be protected against reprisal of any nature for the disclosure of information not prohibited by law or Executive Order which the employee reasonably believes evidences a violation of law, rule or regulation, or evidences mismanagement, a waste of funds, an abuse of authority, or danger to public or employee health or safety.
Whistle Blower Protection. Foundation must have a confidential and anonymous mechanism to encourage employees to report any inappropriateness within the entity’s financial management and must prohibit punishment of or retaliation against any employee for reporting problems.
