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Bad Faith Reports: A report that is knowingly false or made for improper motives.  Bad Faith Reports are themselves wrongdoing under the Code.

Good Faith Reports: A report made by a person who knows or reasonably suspects that wrongdoing has occurred or is occurring.  Whether or not the investigation substantiates the wrongdoing does not itself determine whether the report is made in good faith or bad faith.

Retaliation: A materially adverse action against an individual because that person has made a protected disclosure or has participated in an investigation, proceeding or hearing involving a protected disclosure.

Whistleblower: An individual who reports alleged wrongdoing by any means, including without limitation the Ethics and Compliance Reporting and HelpLine (the “HelpLine”).

This Policy is not intended to, nor shall it, supersede existing University policies and procedures for reporting perceived misconduct. Complaints or grievances such as those regarding discrimination or harassment, general personnel and employment matters, student academic and disciplinary matters, academic freedom infringements, research misconduct, and other conduct subject to specific University policies, should ordinarily be made in accordance with those governing University policies. More specifically:

• Student academic integrity matters should be reported to the Center for Student Conduct via the 
• Student conduct matters should be reported to Center for Student Conduct via their 
• Sexual harassment and misconduct matters should be handled pursuant to ����̽̽ policy and procedures, including the mandatory reports required of Campus Security Authorities
• Equal opportunity and non-discrimination concerns should be referred to the Director of the Office of Equal Opportunity, (802) 656-3368, 426 Waterman Building.

Insofar as grievance or complaint procedures are outlined in University policies, manuals, or collective bargaining agreements, those supersede the alternative reporting channels described below.

����̽̽ has established and implemented a confidential compliance reporting system comprised of multiple reporting mechanisms, including at least one anonymous reporting channel. These systems are designed to provide protection against retaliation to individuals who, in good faith, report suspected or actual violations of federal or state law, the Code of Conduct, or other University policies.  This protection from retaliation includes peer-initiated action as well as actions undertaken by supervisors or other persons in positions of authority.  Individuals who knowingly bring false accusations are not protected by this Policy. 

In the context of whistleblowing, examples of retaliation against staff or faculty include unjustified adverse personnel actions, such as unsubstantiated disciplinary actions or adverse performance reviews; a punitive reduction in hours or salary; improper withholding of an otherwise pending promotion; verbal abuse or threats; exclusion from department functions or meetings; and failures to transmit essential information relating to the unit, the job, or job safety. Examples of retaliation against students include grading in a punitive manner; excluding a student from consideration for an academic or co-curricular opportunity; and hazing or harassment.

The University will not tolerate retaliation against whistleblowers who have made a good faith report under this Policy or who have reported in good faith suspected violations of other institutional policies. Persons found, after appropriate process, to have retaliated against a whistleblower will face disciplinary action, up to and including dismissal. Under certain federal and state laws, the University may have reporting obligations to a government or law enforcement agency as well.

Any allegations of improper conduct that may result in disciplinary action shall be handled in accordance with applicable policies and procedures, including those set forth in collective bargaining agreements.

A report may be made using any of the following reporting mechanisms:

• Contact ����̽̽ Police Service if you believe that criminal activity is taking place or occurred or in the event of an emergency or any serious concern for safety, call 9-1-1 or by utilizing the “Emergency Call / Virtual Blue Light” in the CATSafe App immediately.
• For non-emergencies, use the appropriate reporting mechanism listed on ����̽̽’s Unified Campus Reporting Portal.
• Use the reporting process identified in the relevant ����̽̽ policy or procedure.
• Report through ����̽̽’s Compliance and Ethics Reporting and Helpline.  This mechanism provides reporters with the ability to report anonymously.
  • Call toll free: (800) 461-9330
  • Text: (802) 441-6649
  • File a report through the web.
• Report directly to the Director of Compliance/Chief Privacy Officer: 
  • Phone: (802) 656-0847
  • Email  compliance@uvm.edu
  • Regular Mail to:  Director of Compliance and Privacy Services, Office of Compliance and Privacy Services, University of Vermont, 284 East Avenue, Room 254, Burlington, VT 05405
  • In-Person: The Office of Compliance & Privacy Services located at 284 East Avenue during normal business hours (M-F, 8:30am to 4:00pm, additional times available by appointment).

The University will seek to handle all such reports with discretion and due regard for privacy. In addition, a person may request that a report be handled confidentially. Other obligations and considerations, including those relating to personal safety, may preclude the University from maintaining confidentiality in all circumstances. To maintain confidentiality, an individual may make an anonymous report through the HelpLine or contact individuals who, by nature of their professional positions, may engage in privileged conversations as a matter of law under most circumstances. These professional positions include health care providers, mental health professionals, clergy, and privately retained attorneys.  Due to privilege considerations, ����̽̽ will not address reports made to a professional in this group unless or until a ����̽̽ official is notified of the nature of the report.

While other reporting mechanisms may offer an anonymous reporting option, the HelpLine is the preferred method for maintaining anonymity. The HelpLine allows the University to communicate with the reporter without knowing the reporter’s identity, using a confidential mechanism provided through a third-party vendor. Although an anonymous report is preferable to not reporting, please note that an investigation may be hampered or impracticable if the person making the report cannot be questioned about the allegations and related facts. Therefore, those filing anonymous reports should monitor the status of their report by regularly and routinely checking back in to review the status and respond to investigator inquiries.

For more information on anonymous reporting, refer to the .

Training/education related to this policy is as follows:

• Code of Conduct and Ethical Standards
• Discrimination, Harassment, and Sexual Misconduct Policy
• Equal Employment Opportunity/Affirmative Action Policy Statement
• Grievance and Peer Advisor Policy for Non-Represented Staff
• Laboratory Health and Safety Policy
• Misconduct in Research Policy
• Personal Safety and Security Policy
• Procedural Guidelines for Disability Accommodation for Employees and Applicants for Employment
• Protecting Minors Policy