Policy Number: 1032Responsible Office: Office of General CounselEffective Date: 12/1/06Revised: 4/10/08; 8/24/12; 5/14/14; 1/10/15; 3/16/21; 1/26/22
This policy, enacted in accordance with New York Labor Law Section 740, applies to all current and former University employees (including student employees), current and former members of the Board of Trustees, current and former members of the Board of Governors, any individual currently or formerly employed as an independent contractor to carry out work in furtherance of the University’s operations, and any individual who has volunteered or is volunteering with the University.
Current and former University Trustees, Governors, employees, independent contractors, and volunteers are to report any conduct that they reasonably believe violates any law, rule or regulation, executive order, or judicial or administrative decision, ruling, or order, as well as any conduct that they reasonably believe constitutes a substantial and specific danger to the public health or safety. To make a report, either call the toll-free number (844) 282-3525 or go to the SJU EthicsPoint website and click “Make a Report." The EthicsPoint link is also available on the SJU Human Resources home page and the General Counsel home page, as well as the University's internal portal, St. John's Connect (select "Report an Incident" in the Resources link). The direct URL for EthicsPoint is: https://secure.ethicspoint.com/domain/media/en/gui/41213/index.html. When a report is received, the person who completes the report will be assigned a unique code called a “report key” to be used to re-enter the system in order to access feedback and questions. The University's Office of General Counsel will review all EthicsPoint reports.
The University prohibits retaliation against anyone who in good faith: takes action under this policy; provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into such activity, policy or practice by the University; or objects to, or refuses to participate in any such activity, policy or practice. Prohibited retaliation includes discharge, suspension, demotion, or other adverse employment action, as well as an action that would adversely impact a former employee’s current or future employment.
View New York State Department of Labor's Notice regarding prohibited retaliatory personnel action by employers.
St. John's University, New York
Human Resources Policy Manual