City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

3.0 SCOPE This policy applies to all City of Greensboro employees, including benefit eligible and non-benefit eligible employees (rosters), interns, volunteers, contractors, job applicants and any other individual acting on behalf of the City. This policy does not replace or supersede other applicable complaint or reporting procedures but operates in conjunction with them. 4.0 DEFINITIONS 4.1 Good Faith Report – A report made honestly, with a reasonable belief that the information disclosed is true, regardless of whether the allegation is ultimately substantiated. 4.2 GSOCARES – The City of Greensboro’s confidential, third-party online and telephone reporting system that allows employees to report concerns related to ethics, policy violations, legal compliance, and safety, with the option to remain anonymous. 4.3 Improper Governmental Action – Any action by a City employee or an individual or person who is acting on behalf of the City that violates federal, state, or local law; City ordinance or policy; constitutes fraud, waste, or abuse; or represents a gross mismanagement or misuse of City resources. 4.4 Protected Activity – Reporting a concern in good faith, cooperating in an investigation, providing information, appearing as a witness, or otherwise participating in proceedings related to a report under this policy. 4.5 Retaliation – Any adverse action or threat of such action taken against an individual or person because they engaged in protected activity under this policy. Retaliation may include, but is not limited to, hardships incurred by the individual or person; loss of any benefits the individual or person would normally receive; penalties incurred by the individual or person; disciplinary action, up to and including dismissal; refusal to hire or promote; salary reduction; job or shift reassignment; threats; unjustified negative evaluations; unjustified negative references; or increased surveillance. Nothing in this policy prohibits the City from taking non-retaliatory action that is appropriate and lawful against any individual based on legitimate business or operational needs, provided such action is not motivated by the individual’s engagement in protected activity. 4.6 Whistleblower – An individual or person who, in good faith, reports suspected or actual wrongdoing, improper governmental action, or violations covered by this policy. 5.0 Organizational Rules 5.1 Individuals are encouraged to report concerns as soon as reasonably possible to allow the City to review and address the matter in a timely manner. 5.2 Reports may be made through the employee’s supervisory chain when applicable, directly to the People & Culture (P&C) Department Executive Director, Senior Manager, or member of the Employee Success Partnership Division, or through GSOCARES.

Table of Contents A B C D E F H I J K L List of Appendices G

H - Employee Success Partnership

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