35 Whistleblower

Policy Statement (Board Approval Date:  03/22/11)

The Whistleblower Policy is intended to encourage MSC directors, officers, employees, and volunteers to report illegal, unethical or inappropriate events (behaviors or practices) without retribution.


Actual, suspected, or threatened misuses are to be promptly reported to the President or his/her designee, or in the case of a report concerning the President, to the Board (each a “Responsible Officer”).  If the person making the report (the “Whistleblower”) so requests, the Whistleblower’s identity is kept confidential.  Furthermore, a Whistleblower may submit a report anonymously and in writing.  However, the Whistleblower should be aware that, in some instances, preserving anonymity could make it more difficult to investigate the report and ensure appropriate resolution of the reported misuse.

The Responsible Officer will take the following steps:

  1. Take appropriate action to investigate the reported misuse;
  2. If, after such investigation, the Responsible Officer reaches the conclusion that no misuse has occurred, the Responsible Officer will meet with the Whistleblower (unless the report was made anonymously) for the purpose of providing a copy of the Responsible Officer’s report and discussing the report, including decisions regarding the report and recommended resolutions;
  3. Any reported misuse that is believed to be credible will be investigated and/or resolved by the President, with a report and/or recommendation for appropriate action to the Board; and
  4. Any reported misuse that is believed to be credible that is concerning the President will be investigated and/or resolved by taking the appropriate action by the Board.

Appropriate action may include, but not be limited to: (a) requiring the return of any misappropriated assets or funds; (b) removal or dismissal of the person who committed the misuse; and (c) reporting the misuse to the appropriate legal and law enforcement authorities.

No Retaliation:  Every director, officer, employee, or volunteer who has a reasonable belief or suspicion that a misuse has occurred should feel free to raise the concern, in good faith, without fear of retaliation.  It is to be considered a violation of this policy for any director, officer, employee or volunteer to retaliate, encourage, or permit retaliation against a person for reporting an actual, suspected, or threatened misuse.  Employees will not be disciplined, demoted, dismissed, or otherwise face retaliation for bringing concerns, in good faith, to the attention of MSC and providing MSC a reasonable opportunity to investigate and take appropriate action.  Any director, officer, employee, or volunteer who engages in retaliation will be subject to disciplinary action, which may include, but not be limited to, removal and/or dismissal.  Reports of retaliation should be made pursuant to the reporting procedures of this policy.

This policy is intended to be used in good faith and in a judicious manner.  Reports that are not made in good faith, or are otherwise made for purposes of harassing or annoying another party, may result in disciplinary action, dismissal and/or other legal means to protect the reputation of the organization and members of its Board and staff.

MSC Contact Information:

Dr. Tim Faltyn, President

Murray State College, One Murray Campus, Tishomingo, Oklahoma 73460

Board Chair

Murray State College Board of Regents, One Murray Campus, Tishomingo, Oklahoma 73460


Murray State College Institutional Policies and Procedures Copyright © by Murray State College. All Rights Reserved.

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