Whistleblower Protection

All Policies › Administration & Operations › Whistleblower Protection

Responsible Office

University President

Policy Owner

Vice President for Strategic Operations & Human Resources

Policy Contact

Vice President for Strategic Operations & Human Resources

Issued

ISSUED-DATE

Last Revised

2026-10-01

On this page: Policy Statement · Reason for Policy · Policy Scope · Procedures · Frequently Asked Questions · Forms · Appendices · Additional Contacts · Definitions · Responsibilities · Related Information · History

Policy Statement

North Central University encourages all members of the university community, acting in good faith, to immediately report suspected or actual misconduct. The university considers such reporting, inquiring, or participating in an associated investigation to be protected activities in which all members of the university community may freely engage. Individuals who knowingly or intentionally file a false report or provide false or misleading information in connection with an investigation may be subject to disciplinary action up to and including termination of employment or expulsion.

Retaliation

The university prohibits any form of retaliation against any individual because of the individual’s good faith participation in reporting or otherwise expressing opposition to suspected or alleged misconduct, or participating in any process designed to review or investigate suspected or alleged misconduct or noncompliance with applicable policies, rules, and laws. No employee will be adversely affected because they refused to carry out a directive which constitutes fraud or is a violation of local, state, federal, or other applicable laws and regulations.

Individuals who believe that retaliation is occurring or has occurred as a result of their good faith participation must report those acts to the Office of Human Resources or the appropriate university administrator. Any university community member who engages in retaliation may be subject to disciplinary action up to and including termination of employment or expulsion. See the Non-Retaliation policy for more information.

Confidentiality

The Office of Human Resources and any individual who receives a report of misconduct must keep the report confidential to the extent allowed by law. The Office of Human Resources will hold documentation of reports received confidential to the extent allowed by law. Information about reports, including the outcome of any review of those reports, is shared on a need-to-know basis or as otherwise required by law. The university president will determine when a public report will be issued.

Reason for Policy

North Central University is committed to operating with fairness and integrity and expects members of its community to act legally, honestly, and ethically. The purpose of this policy is to promote an academic, research, and work environment that encourages community members to report any activity they believe in good faith to be wrongful or unlawful.

Policy Scope

This policy applies to all university faculty, staff, students, volunteers, visiting scholars, contractors, visiting researchers, consultants, and other individuals who work at or visit the university campus.

Procedures

Report Suspected or Actual Misconduct

Individuals should share their questions, concerns, suggestions, or complaints with the Office of Human Resources or a university administrator who can address them properly. In many cases, the individual’s supervisor is in the best position to address an area of concern. If the suspected wrongdoing involves crimes against persons or property, immediately report the incident to local law enforcement and Campus Safety & Emergency Preparedness at 612.343.4445. In an emergency, call 911 or Campus Safety & Emergency Preparedness at 612.343.4444.

University community members have the option to file a report anonymously. The anonymous reporting hotline is not a substitute for calling 911 or other emergency services. Reports of suspected wrongdoing can be filed anonymously (Company ID NCUMN required to file a claim):
- Online at www.fraudhl.com
- By calling 1-855-FRAUD-HL

Respond to Reports

Individuals receiving reports will escalate them to the Office of Human Resources, or to another appropriate university administrator who can properly address and investigate the report if a conflict exists with the Office of Human Resources.

Reporting requirements and investigation procedures may be subject to procedures set forth in other university policies.
If a report made in good faith and investigated internally is not resolved to the reporter’s satisfaction, the reporter has the right to report the matter to the appropriate legal or investigative agency.

Assess Claims

The Office of Human Resources or the university administrator receiving the report of misconduct gathers information from the report.
- The Office of Human Resources or university administrator determines whether an investigation is warranted.
If an investigation is not warranted, the division director or university official works with the reporter and explains how they reached the decision to close the matter. The unit may also identify other steps the reporter might take or other resources to assist with their concern.

Investigate Claims

The Office of Human Resources or university administrator determines who will investigate the matter and notifies the investigator.
The designated investigator creates an investigation plan.
The investigator conducts the investigation.

Adjudicate Claims

The investigator reviews all information to determine whether the allegations are substantiated.
If the allegations are substantiated, the investigator will:
- Consult with the employee’s supervisor.
- In consultation with relevant university offices, determine corrective measures to be taken.
- Identify who will take the corrective measures and the timeline.
If the allegations are not substantiated, the investigator will close the investigation.

Close an Investigation

Investigation records must be maintained in accordance with university policy.
The investigator determines the best way to communicate with the person who submitted the report and all other relevant parties.

Monitor Associated Actions

If the allegation was substantiated and an action plan was created, the investigator should meet with relevant leaders and/or human resources professionals to determine the appropriate monitoring actions.

Frequently Asked Questions

Q: What should I report?

A: Any suspected or actual misconduct, such as a violation of university policy, a violation of law, or the use of university property, resources, or authority for personal gain.

Q: Who do I report to?

A: The Office of Human Resources at 612.343.4412 or hr@northcentral.edu, your supervisor, or another university administrator who can address the concern. The Additional Contacts section lists offices for specific types of concerns.

Q: Can I report anonymously?

A: Yes. Report online at www.fraudhl.com or call 1-855-FRAUD-HL, using Company ID NCUMN. The hotline does not replace 911 in an emergency.

Q: What if the wrongdoing involves a crime against a person or property?

A: Report it right away to local law enforcement and Campus Safety & Emergency Preparedness at 612.343.4445. In an emergency, call 911 or 612.343.4444.

Q: Can I get in trouble for reporting?

A: No. The university prohibits retaliation against anyone who reports or participates in an investigation in good faith, even if the investigation does not confirm misconduct.

Q: What if I knowingly make a false report?

A: Anyone who knowingly files a false report or gives false information in an investigation may face discipline up to and including termination or expulsion.

Q: Will my report stay confidential?

A: The university keeps reports confidential to the extent the law allows and shares information only on a need-to-know basis or as the law requires.

Q: What happens after I report?

A: The Office of Human Resources or the receiving administrator reviews the report and decides whether to investigate. If an investigation occurs, the investigator determines whether the allegations are substantiated and identifies any corrective measures.

Q: What if I don’t agree with how the university handled my report?

A: If you made the report in good faith and the internal investigation does not resolve it to your satisfaction, you have the right to report the matter to the appropriate legal or investigative agency.

Forms

There are no forms associated with this policy.

Appendices

There are no appendices associated with this policy.

Additional Contacts

Subject	Contact	Phone	Email
Primary Contact	Office of Human Resources	612.343.4412	hr@northcentral.edu
All claims of retaliation	Office of Human Resources	612.343.4412	hr@northcentral.edu
Claims of misconduct	Office of Human Resources	612.343.4412	hr@northcentral.edu
Sexual harassment, discrimination, or equal opportunity claims	Title IX Coordinator	612.343.4412	titleix@northcentral.edu
Breach of data privacy or security	Office of Innovation & Technology	612.343.4170	incident@northcentral.edu
Scholarly misconduct	Provost	612.343.4400	provost@northcentral.edu
Misuse of university funds	Chief Financial Officer	612.343.4165
Environment, health, or safety issues	Campus Safety & Emergency Preparedness	612.343.4445	security@northcentral.edu
NCAA violations	Athletics	612.343.3542

Definitions

Adverse Action

Any action that might deter a reasonable person from engaging in reporting suspected or alleged misconduct, expressing opposition to alleged misconduct, participating in an investigation related to a misconduct allegation, or accessing Office of Human Resources services. Examples of adverse action include, but are not limited to: impeding the individual’s academic advancement; departing from any customary academic or employment practice regarding the individual; firing, refusing to hire, or refusing to promote the individual; transferring or assigning the individual to a lesser position in terms of wages, hours, job classification, job security, employment or academic status; and threatening or marginalizing an individual. In some situations, retaliatory conduct may also include inappropriate disclosure of the identity of the individual who has made a complaint protected by this policy.

Community Life Standards

North Central University’s baseline standards for its community members.

Good Faith Participation

Reporting, or otherwise expressing opposition to, misconduct based on a reasonable belief that misconduct has occurred; or honestly participating in an investigation of misconduct or accessing conflict resolution services.

Investigation

The steps taken to analyze all relevant information regarding suspected or alleged misconduct and then determine whether sufficient evidence exists to find that misconduct occurred.

Misconduct

A violation of university policy; a violation of applicable state and federal laws; or the use of university property, resources, or authority for personal gain or other non-university-related purpose except as provided under university policy.

Protected Activities

Protected activities include (i) reporting (whether internally or externally) or inquiring, in good faith, about suspected wrongful or unlawful activity; (ii) assisting others in making such a report; or (iii) participating in an investigation or proceeding related to suspected wrongful or unlawful activity.

Protected Disclosure

Communication about actual or suspected misconduct engaged in by a university employee, student, volunteer, agent, or contractor (who is not also the disclosing individual) based on a good faith and reasonable belief that the conduct has both occurred and is wrongful under applicable law and/or university policy.

Report in Good Faith

A report made with an honest and reasonable belief that a university-related violation of law or policy or other instance of non-compliance or related misconduct may have occurred.

Retaliation

Adverse action against an individual because the individual has made a protected disclosure or has participated in an investigation, proceeding, or hearing involving a protected disclosure.

University Community Member

All university faculty, staff, students, volunteers, visiting scholars, contractors, visiting researchers, consultants, and other individuals who work at or visit the university campus.

Responsibilities

University Community Members

Report in good faith concerns about misconduct and retaliation.
Be truthful and cooperative in investigations of alleged misconduct or retaliation.

Directors and Supervisors

Follow procedures for handling reported concerns.
Escalate reports to appropriate university staff as needed.

Deans and Vice Presidents

Ensure timely follow-up and resolution of reported retaliation in the respective college or unit.
Ensure that retaliation in response to the good faith reporting of violations of law or university policy does not occur.
Ensure that supervisory staff are appropriately trained on how to prevent retaliation.

Office of Human Resources

Accept and investigate protected disclosures regarding employment matters and take action as needed.
Accept and investigate complaints of retaliation for making protected disclosures and take action as needed.
Maintain findings of misconduct or false allegations.
Provide training for managers and departments about this policy.
Provide information about this policy during new employee orientation and human resources professional training.

Departments

Familiarize employees, students, and volunteers with this policy and incorporate it into orientation materials.
Implement action steps as necessary after an investigation.
Schedule training for leaders, supervisors, and managers.

Related Policies & Procedures

History

Amended

2026-10-01 – Non-substantive updates (e.g., titles, office names, contacts, and copy errors); moved the procedures onto the policy page; added frequently asked questions.

Issued

ISSUED-DATE

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