Whistleblower Policy

Obligation to Report Suspected Violations (“Whistleblower Policy”)

We are all obliged to report suspected violations of applicable laws, regulations, and policies, and of the principles expressed in this Code. The reporting of such suspicion normally should be made first through regular management channels beginning with our supervisors. If for any reason that’s not appropriate, we should go to a higher level of management, including the Chief Human Resources Officer, Provost, Dean of the Faculty, Vice President for Institutional Diversity, Equity, and Inclusion, or Vice President for Finance and Operations.  If the suspicious behavior involves a member of the Board of Trustees, the President, or a member of senior staff, employees may choose to report to the Chair of the Audit Committee of the Board of Trustees at
[email protected].  The Chair of the Audit Committee will then exercise judgment on how to best deal with the report depending on the circumstances, which may include involving other Board members.

The more information given in a report the more thorough the college’s follow-up can be.  Such reports can be made confidentially, although anonymity of the reporter may limit the college’s ability to follow-up on the report.  In all cases, the college will make its best effort to maintain the confidentiality of the person(s) reporting and of the report itself, subject to the need to conduct an effective investigation.

Protection from Retaliation

Raising such concerns is a service to the college and, when done in good faith, will not result in retaliation or jeopardize your standing at Williams. No one may retaliate in any way against an employee who, in good faith, reports a suspected violation in accordance with this Code.  The College must, however, reserve the right to distinguish between reports made in good faith and with a reasonable belief in their accuracy, on the one hand, and those made maliciously or with knowledge of their falsity, on the other.