Adoption Date: 12/1/2009, Revised: ; 1/17/17


Brockport Central School District requires staff to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. The District's employees and representatives must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations. The support and cooperation of all people connected to Brockport Central School District is necessary in meeting this obligation.

The Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the District prior to seeking resolution outside of the District. All directors, administrators and employees are responsible for reporting violations or suspected violations of a law, a rule, a regulation, or a clear mandate of public policy, in accordance with this Whistleblower Policy, including any concerns regarding financial impropriety or fraud. The District Board of Education and administration must be given a reasonable opportunity to investigate and correct the alleged unlawful activity.

Any director, administrator, or employee who acts in good faith and reports a violation of a law, rule or regulation or alleged unlawful activity, policy or practice, in accordance with this policy, will not suffer harassment, retaliation or adverse employment consequence. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

Reporting Violations

Brockport Central School District encourages its employees to share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee's supervisor is in the best position to address an area of concern. However, if an employee is not comfortable speaking with a supervisor or is not satisfied with the supervisor's response, the employee may then speak with anyone in administration with whom the employee feels comfortable.

Supervisors and managers are required to report suspected violation of a law, a rule, a regulation, or a clear mandate or public policy (hereinafter referred to as "Violation") to the Superintendent or Assistant Superintendent for Human Resources. For suspected fraud, or other serious violations, or if an employee is not satisfied or is uncomfortable with raising this issue with a supervisor, administrator or the Superintendent, the employee should contact the Assistant Superintendent for Human Resources directly.

Compliant Officer

The Compliant Officer, who is the Assistant Superintendent for Human Resources, is responsible for investigating and resolving, within a reasonable amount of time, all reported complaints and allegations concerning violations and, at his/her discretion, shall advise the Superintendent of such complaints. The Compliant Officer has direct access to the Board of Education and is required to report to the audit committee at least annually on compliance activity.

Acting in Good Faith

Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Sufficient reasonable amount of time must be afforded Brockport Central School District to investigate and address the complaint. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious offense that could result in disciplinary action, up to and including termination.


Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Such reports of violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate and timely investigation.

Handling of Reported Violations

The Compliant Officer will notify the sender and acknowledge receipt of the reported violation or suspected violation within a reasonable amount of time, but no later than 10 work days after such report. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

Policy References:

Education Law Section 3028-d

Labor Law Section 740

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