A whistleblower, for our purposes, is an employee of the Foundation for Educational Exchange between Canada and the United States of America who reports an activity that they consider illegal or dishonest. Examples of illegal or dishonest activities are violations of federal, provincial, or local laws; billing for services not performed or goods not delivered; and other fraudulent financial reporting. The whistleblower is not responsible for investigating the activity or determining fault or corrective measures; appropriate board officials are charged with these responsibilities.
If an employee knows of or is concerned about illegal or dishonest fraudulent activity, they should contact the Finance, Audit and Investment Committee Chair at jrowe@fulbright.ca (mailto:jrowe@fulbright.ca). The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline.
Whistleblower protections are provided in two important areas -- confidentiality and retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, comply with the law, and provide accused individuals with their legal defence rights.
Fulbright Canada will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, poor work assignments and the like. Any whistleblower who believes they are being retaliated against must contact the Chair of the Finance Committee. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.
Revised April 2024