The City expects all of its employees to comply with applicable laws and observe high standards of ethics and conduct in carrying out their duties and responsibilities. This Policy is intended to provide guidance and to assist employees to raise serious concerns so that the City can address and correct inappropriate conduct and actions. 

Reporting Responsibilities

It is the responsibility of all employees to report concerns about violations of the City’s policies or suspected violations of law or regulations that govern the City’s operations. Appropriate subjects to report under this Policy include, but are not limited to, financial improprieties, accounting or audit matters, ethical violations, or other similar illegal or improper practices, such as fraud, theft, embezzlement, bribery or “kickbacks” or misuse of City assets or resources.

Anyone reporting such a concern must act in good faith and have reasonable grounds for believing the information disclosed indicates a violation of law and/or standards of conduct. Any unfounded allegation that proves to have been made maliciously, recklessly, or knowingly to be false will be viewed as a serious offense and result in disciplinary action, up to and including termination of employment.

Reporting Procedure

The City has an open door policy and suggests that employees share their questions, concerns, suggestions or complaints with their supervisor. If you are not comfortable speaking with your supervisor, or if you are not satisfied with your supervisor’s response, you are encouraged to speak with Human Resources. 
Supervisors and managers are expected to report complaints or concerns about suspected ethical and legal violations in writing to the City’s Human Resources Department, who has the responsibility to investigate all reported complaints. Employees with concerns or complaints may also submit their concerns in writing directly to their supervisor or the Human Resources Director. 

Handling of Reported Violations

All reports will be promptly investigated in as discrete a manner as practicable and appropriate corrective action taken if warranted by such investigation.

No Retaliation

The City prohibits retaliation against anyone who in good faith reports suspected wrongdoing, including any potential violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of the City. 

No City employee who in good faith reports a concern or participates in a review or investigation of a concern will be subject to harassment, retaliation, or adverse employment consequences because of such report or participation. This protection extends to employees who report in good faith, even if the allegations are, after an investigation, not substantiated

An employee who retaliates against someone who has reported a violation is subject to discipline up to and including termination of employment.