University Policy 7030
Effective Date
February 1995
Last Revision Date
August 25, 2025
Responsible Party
Human Resources and Workforce Strategy, (208) 426-1616
Office of Compliance and Ethics, (208) 426-1258
Scope and Audience
This policy applies to all University employees or a person authorized to act on behalf of the employee who reports a violation of law, rule, regulation, or University policy.
For reports of protected-class discrimination or harassment, see University Policies 1060 (Non-discrimination or Anti-harassment) or 1065 (Sexual Harassment, Sexual Misconduct, Dating Violence, Domestic Violence, and Stalking). For reports of suspected fiscal misconduct, see University Policy 6000 (Fiscal Misconduct).
Additional Authority
Idaho Code Title 6, Chapter 21 (Idaho Protection of Public Employees Act)
1. Policy Purpose
To provide University employees with the opportunity to report, in Good Faith, waste, violations of law, rule, regulation, or university policy without fear of adverse action or reprisal.
2. Policy Statement
Boise State University employees or their authorized representatives have the right to report waste and actual or suspected violations of law, rule, regulation, or University policy in Good Faith.
3. Definitions
3.1 Adverse Action
To discharge, threaten, or otherwise discriminate against an employee in any manner that affects the employee’s employment, including compensation, terms, conditions, location, rights, immunities, promotions, or privileges.
3.2 Good Faith
When the employee has a reasonable basis in fact for reporting suspected Waste or Violation of Law or Policy or participating in an investigation of such matters.. Good Faith is lacking when the employee knew or reasonably ought to have known the report was malicious, false, or frivolous.
3.3 Waste or Violation of Law or Policy
Actual or suspected waste of University funds, property, or manpower, the fraudulent reporting of employee work hours or leave time, or any University or employee violation of law, rule, regulation, or University policy.
4. Reporting Guidelines
a. An employee who reports Waste or Violation of Law or Policy must do so in Good Faith and should communicate at a time and in a manner that gives the university a reasonable opportunity to address the report.
b. To report Waste or Violation of Law or Policy, an employee or their authorized representative (i.e., an individual who is permitted legally or authorized by the employee in writing to act on behalf of the employee) should communicate verbally or in writing with:
- The employee’s department administrator or supervisor,
- The appropriate Vice President, Provost, or the President of the university,
- Human Resources and Workforce Strategy, or
- The Office of Compliance and Ethics
c. Reports may also be made through the University’s Compliance Reporting Hotline and may be anonymous. Reports of discrimination or harassment based on protected class should be made through the Discrimination and Harassment Complaint Form. Such reports will be processed under University Policy 1060 (Non-discrimination and Anti-harassment) or University Policy 1065 (Sexual Harassment, Sexual Misconduct, Dating Violence, Domestic Violence, and Stalking). Reports of fiscal misconduct must be reported to the Office of Institutional Compliance and Ethics and will be processed under University Policy 6000 (Fiscal Misconduct).
5. Prohibition of Retaliation
The University, or its employees, may not take Adverse Action or retaliate against an employee for any of the following:
a. The employee’s or authorized representative’s communication, in Good Faith, of the existence of any Waste or Violation of Law or Policy.
b. The employee’s participation in an investigation, hearing, court proceedings, legislative or other inquiry, or other form of administrative review regarding the existence of any Waste or Violation of Law or Policy.
c. The employee’s objection or refusal to carry out a directive that the employee reasonably believes violates a law, rule, or regulation adopted by the state, local, or federal government, or University policy.
d. The employee’s exercise of their right to document the existence of any Waste or Violation of Law or Policy in a reasonable manner. The university will not implement rules or policies that unreasonably restrict the employee’s ability to document such matters.
6. Right to File a Grievance/Remedies for Employees Bringing Action
a. An employee who believes they have been adversely impacted by the university or any of its employees because they communicated about Waste or Violation of Law or Policy has the right to file a grievance against the offending employee or administrator under University Policy 4480 (Faculty Grievance Procedure) or University Policy 7560 (Problem-Solving Procedure) for Classified and Professional staff.
b. An employee who alleges a violation of Idaho Code Title 6, Chapter 21, for reporting Waste or a Violation of Law or Policy may bring a civil action for appropriate injunctive relief, actual damages, or both within one hundred eighty (180) days after the alleged violation occurs (see Idaho Code § 6-2105).
7. Related Information
University Compliance Reporting Hotline
https://www.boisestate.edu/compliance/compliance-reporting-hotline/
University Policy 4480 (Faculty Grievance Procedure)
University Policy 7560 (Problem-Solving Procedure)
Revision History
July 1995; April 2013; August 25, 2025