City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

6.0 PROCEDURES 6.1 When a whistleblower complaint is received, the People & Culture Department serves as the central point of intake and coordination. People & Culture acknowledges the complaint when possible, records it in a secure system, and conducts an initial review to confirm that the concern falls within the scope of the policy and appears to have been raised in good faith. At this early stage, People & Culture also assesses whether any immediate steps are needed to protect individuals, preserve evidence, or address safety or operational risks. People & Culture will then follow the following steps: A. Following the initial review, People & Culture will conduct a preliminary assessment of the allegations and prepare a recommendation on how the matter should be investigated. This assessment will be provided to the City Manager, or designee, who will determine whether the investigation will be handled internally by People & Culture or referred to an external investigator due to the nature of the allegations or the presence of a conflict of interest. B. In the event of an internal investigation, People & Culture will develop and carry out an investigation plan. This includes identifying relevant issues, interviewing the reporting party, witnesses, and any individuals involved, and collecting and reviewing documents and other evidence. Throughout the process, People & Culture will maintain confidentiality to the greatest extent possible and remind all participants of the organization’s strict prohibition on retaliation. C. At the conclusion of the fact-finding process, People & Culture will prepare a written investigation report summarizing the allegations, the scope of the investigation, the evidence reviewed, and the factual findings. The report presents objective conclusions regarding whether the allegations are substantiated, unsubstantiated, or inconclusive, and is submitted to the City Manager, or designee, for review. 6.2 The City Manager, or designee, makes the final determination on the whistleblower complaint based on the investigation report and any other relevant information. This includes deciding whether wrongdoing or retaliation occurred and what corrective or remedial actions are appropriate. People & Culture will assist with communicating closure to the reporting party to the extent permitted by law and will monitor the situation to ensure that no retaliation occurs after the investigation is complete. 6.3 GSOCARES allows employee(s) to remain anonymous or identify themselves to report alleged violations of this policy. An employee can access GSOCARES online at https://greensboro. ethicaladvocate.com to enter a report. If the employee has concerns with remaining anonymous when using a City computer, the employee can use their personal computer or other personal device to access the website. An employee may also contact GSOCARES by calling 844-379-4457. A representative will enter the report into the GSOCARES online system for the employee.

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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