Board Policy

Garrett County Board of Education (GCBOE) requires its’ employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. The Whistle Blower Policy is intended to provide a mechanism for the reporting of suspected illegal activities or the misuse of GCBOE assets while protecting employees who make such reports from retaliation.

Questionable Conduct

This policy is designed to address situations in which an employee or volunteer suspects that another employee or volunteer has engaged in illegal acts or questionable conduct involving GCBOE assets. This conduct might include outright theft (of equipment or cash), fraudulent expense reports, misstatements of any accounts to any GCBOE employee with managerial authority or to the GCBOE auditors, or a conflict of interest that results in actual or potential financial harm to the Garrett County Board of Education. The GCBOE encourages employees and volunteers to report questionable conduct and has established a reporting system that allows them to do so anonymously. 

Reporting Responsibility

It is the responsibility of all representatives to comply with the Policy and to report violations or suspected violations in accordance with this Whistleblower Policy.

If an employee or volunteer suspects another of engaging in illegal acts or conduct involving misuse of the GCBOE assets, he or she may report such conduct, anonymously if desired, and the reporting individual will be protected against any form of harassment, intimidation, discrimination, or retaliation for making such a report in good faith.

Reports will be made to the Superintendent or his/her designee.   If a report is made in regards to the Superintendent, the report will be made to the Board President.  A full and fair investigation into all reported matters will be made by keeping the informant’s identity as confidential as possible.

No Retaliation

No representative who in good faith reports a violation of the Policy shall suffer harassment, retaliation, or adverse employment consequence. A representative who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the GCBOE prior to seeking resolution outside of the GCBOE.

Accounting and Auditing Matters

The Director of Finance shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or auditing. These concerns will be documented and shared with the Superintendent or his/her designee and the Board President.

Acting in Good Faith

Anyone reporting a complaint concerning a violation or suspected violation of the Policy must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation of the Policy. Any allegations that prove not to be substantiated and which prove to have been made maliciously or known by the discloser to be false will be viewed as a serious offense.

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

Handling of Reported Violations

The Superintendent or his/her designee or Board President will notify the sender and acknowledge receipt of the reported violation or suspected violation within five - ten  business days, unless the report was made anonymously.  All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.