Whistleblower Law
This policy provides information on the applicability of the Whistleblower Law contained in Wis. Stat. Chapter 230 to UW–Madison employees.
| Functional Owner | Office of Human Resources (OHR) |
|---|---|
| Executive Sponsor | Vice Chancellor for Finance and Administration (VCFA) |
| Policy Contact | OHR/Workforce Relations (WR) |
Policy Summary
UW–Madison employees, except for those exceptions listed in in Wis. Stat. § 230.80(3), may not be retaliated against for disclosing information regarding a violation of any state or federal law, rule or regulation, mismanagement or abuse of authority in state or local government, substantial waste of public funds, or a danger to public health or safety.
Who This Policy Applies To
This policy applies to all university employees as defined in Wis. Stat. § 230.80(3), including faculty, academic staff, university staff employees, and most limited employees.
Rationale
To protect UW–Madison employees from retaliation for disclosing information regarding a violation of any state or federal law, rule or regulation, mismanagement or abuse of authority in state or local government, substantial waste of public funds, or a danger to public health or safety.
Policy Detail
The law states that an employee of the State of Wisconsin, including UW–Madison employees, except for certain exceptions listed in § 230.80(3), may not be retaliated against for disclosing information regarding a violation of any state or federal law, rule or regulation, mismanagement or abuse of authority in state or local government, substantial waste of public funds or a danger to public health or safety. An employee may disclose information to any other person. However, before disclosing information to anyone other than an attorney, collective bargaining representative or legislature, the employee must do one of the following: disclose the information in writing to the employee's supervisor, or disclose the information in writing to an appropriate governmental unit designated by the Equal Rights Division, a division of the State of Wisconsin Department of Workforce Development. Individuals may file a complaint within 60 days after the retaliation or threat of retaliation occurred.
Consequences for Non-Compliance
The Whistleblower law prohibits the University from taking any retaliatory disciplinary action against an employee who has made a protected disclosure. If an employee believes he or she has been the subject of retaliation, they may file a written complaint with the Equal Rights Division of the State of Wisconsin Department of Workforce Development.
Definitions
For purposes of this policy, see Wis. Stat. 230.80, Definitions, and DWD chapter 224.02, Definitions
Link to Current Policy
https://kb.wisc.edu/ohr/policies/page.php?id=53049
Links to Related Policies
Whistleblower Policy – Research
RARC Whistleblower Policy and Posting
Links to Policy History
Unclassified Personnel Policies and Procedures, Chapter 17.03