City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G 5.11 The People & Culture Department is responsible for administering this policy, providing guidance to employees and management, coordinating investigations, and ensuring compliance. This policy shall be interpreted and administered in a manner consistent with applicable law. In the event of a conflict between this policy and applicable law, the law takes precedence (control). 5.3 Supervisors and managers who receive or become aware of a potential whistleblower concern must promptly notify the P&C Department Executive Director, Senior Manager, or member of the Employee Success Partnership Division. 5.4 The City Manager, or designee, retains final administrative authority regarding corrective and disciplinary actions arising from substantiated findings, consistent with City policy and applicable law. 5.5 A whistleblower or any person or individual may exercise all rights and procedures under this policy without being subject to reprisal, harassment, or retaliation. No hardship, no loss of benefit, and no penalty may be imposed as punishment for: A. Making a good faith report of suspected or actual wrongdoing; B. Filing or responding to a bona fide complaint; C. Appearing as a witness or providing information in an investigation; or D. Serving as an investigator or otherwise participating in a review under this policy. 5.6 Retaliation or attempted retaliation is a violation of this policy and the City’s core values. Any employee who engages in retaliation will be subject to disciplinary action up to and including dismissal. 5.7 Nothing in this policy is intended to limit any rights or remedies available under federal or North Carolina law, including protections against retaliatory employment actions recognized under Chapter 95 of the North Carolina General Statutes. 5.8 All reports will be handled with discretion and shared only on a legitimate need-to-know basis. Confidentiality cannot be guaranteed, as information may need to be disclosed to conduct a thorough investigation, comply with legal requirements, or take disciplinary action. 5.9 This policy is intended to protect all individuals or persons who make reports in good faith. Knowingly making false statements, providing false information, or filing reports in bad faith may result in disciplinary action, up to and including dismissal. A report that is unsubstantiated, by itself, does not constitute a bad faith report. 5.10 This policy operates in conjunction with, and does not replace, other City policies, including the Employee Complaint Resolution Policy (H-2) and the Anti-Harassment & Discrimination Policy (H-10). Complaints involving discrimination, harassment, hostile work environment, or bullying will be handled under the applicable policy.

H - Employee Success Partnership

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