Common use of Whistle Blower Protection Clause in Contracts

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. The purpose of this Memorandum memorandum of Agreement 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 ("Misconductmisconduct"). 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 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. T he Employer will respond to the employee within seven days. When an employee who has reported suspected Misconduct is notified by the Employer that is the investigation into the suspected Misconduct misconduct is complete, the employee may choose at that point, but not before, to report the suspected Misconduct 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 misconduct to be provided in confidence, and will disclose such reports only to the extent required to adequately investigate the suspected Misconduct misconduct or as required by law. Employees who are interviewed during an investigation following a report of suspected Misconduct misconduct are expected to treat the matter confidentially and refrain from discussing it in the workplace or elsewhere. If an employee reports suspected Misconductmisconduct, in good faith and based on a reasonable belief, and in accordance with this Memorandum memorandum of Agreement agreement and its procedures, the employee will not be subject to discipline or retaliation by the Employer for making the report.

Whistle Blower Protection. The purpose of this Memorandum memorandum of Agreement 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 ("Misconductmisconduct"). 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 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 misconduct is complete, the employee may choose at that point, but not before, to report the suspected Misconduct 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 misconduct to be provided in confidence, and will disclose such reports only to the extent required to adequately investigate the suspected Misconduct misconduct or as required by law. Employees who are interviewed during an investigation following a report of suspected Misconduct misconduct are expected to treat the matter confidentially and refrain from discussing it in the workplace or elsewhere. If an employee reports suspected Misconductmisconduct, in good faith and based on a reasonable belief, and in accordance with this Memorandum memorandum of Agreement agreement and its procedures, the employee will not be subject to discipline or retaliation by the Employer for making the report.

Whistle Blower Protection. The purpose of this Memorandum memorandum of Agreement 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 ("Misconductmisconduct"). 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 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 misconduct is notified by the Employer that is investigation into the suspected Misconduct misconduct is complete, the employee may choose at that point, but not before, to report the suspected Misconduct 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 misconduct to be provided in confidence, and will disclose such reports only to the extent required to adequately investigate the suspected Misconduct misconduct or as required by law. Employees who are interviewed during an investigation following a report of suspected Misconduct misconduct are expected to treat the matter confidentially and refrain from discussing it in the workplace or elsewhere. If an employee reports suspected Misconductmisconduct, in good faith and based on a reasonable belief, and in accordance with this Memorandum memorandum of Agreement agreement and its procedures, the employee will not be subject to discipline or retaliation by the Employer for making the report.

Whistle Blower Protection. The purpose of this Memorandum memorandum of Agreement 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 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. The Employer will respond to the employee within 7 days. When an employee who has reported suspected Misconduct misconduct is notified by the Employer that is the investigation into the suspected Misconduct misconduct is complete, the employee may choose at that point, but not before, to report the suspected Misconduct 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 misconduct to be provided in confidence, and will disclose such reports only to the extent required to adequately investigate the suspected Misconduct misconduct or as required by law. Employees who are interviewed during an investigation following a report of suspected Misconduct misconduct are expected to treat the matter confidentially and refrain from discussing it in the workplace or elsewhere. If an employee reports suspected Misconductmisconduct, in good faith and based on a reasonable belief, and in accordance with this Memorandum memorandum of Agreement agreement and its procedures, the employee will not be subject to discipline or retaliation by the Employer for making the report.

Whistle Blower Protection. The purpose of this Memorandum memorandum of Agreement 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 ("Misconductmisconduct"). 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 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. The Employer will respond to the employee within seven days. When an employee who has reported suspected Misconduct is notified by the Employer that is the investigation into the suspected Misconduct misconduct is complete, the employee may choose at that point, but not before, to report the suspected Misconduct 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 misconduct to be provided in confidence, and will disclose such reports only to the extent required to adequately investigate the suspected Misconduct misconduct or as required by law. Employees who are interviewed during an investigation following a report of suspected Misconduct misconduct are expected to treat the matter confidentially and refrain from discussing it in the workplace or elsewhere. If an employee reports suspected Misconductmisconduct, in good faith and based on a reasonable belief, and in accordance with this Memorandum memorandum of Agreement agreement and its procedures, the employee will not be subject to discipline or retaliation by the Employer for making the report.