Whistleblower/Whistleblower Retaliation

Whistleblower Reports

If you suspect that a UC Davis employee is engaged in unethical behavior that constitutes an improper governmental activity, the University encourages you to report your suspicions so that the campus can investigate the matter and take prompt corrective action as needed. Improper governmental activities include: 

  • Illegal acts, such as corruption, bribery, theft or misuse of University property;
  • Fraud, coercion, willful omission to perform duty or economic waste;
  • Any condition that may significantly threaten the health or safety of employees or the public;
  • Gross misconduct, incompetence or inefficiency by University employees; or
  • Serious or substantial violations of University policy.
How to report improper governmental activity
  • Your Supervisor
  • Another UC Davis administrator
  • Locally Designated Official: (530) 752-6550
  • Campus Human Resources Office:
    (530) 754-8892
  • Health System Human Resources Office:
    (916) 734-3362
  • Health System Compliance Office:
    (916) 734-8808
  • Academic Personnel Office: (530) 752-2072
  • Internal Audit Office: (530) 752-7596
  • Systemwide Whistleblower Hotline

Whistleblower Retaliation Reports

The University’s Whistleblower Protection Policy protects employees and applicants for employment from retaliation for reporting suspected improper governmental activities.

The following is required to evaluate a whistleblower retaliation complaint and accept it for review under the policy:

1.Complainant made a Protected Disclosure:  The complainant must: (a) describe what was disclosed, (b) identify the person(s) to whom each Protected Disclosure was made, (c) specify the date or approximate date of each Protected Disclosure, and (d) specify how each Protected Disclosure was communicated.

2. One or more Adverse Personnel Actions were taken against the Complainant.  The complainant must: (a) describe the Adverse Personnel Action(s), (b) identify the University employee(s) responsible for each Adverse Personnel Action, and (c) specify the date or approximate date on which each Adverse Personnel Action occurred.

3. The basis for Complainant’s belief that the Protected Disclosure was a contributing factor in the Adverse Personnel Action(s).

You can see the entire policy here: http://policy.ucop.edu/doc/1100563/WhistleblowerProtection.

How to report whistleblower retaliation

For more information about how to make a whistleblower retaliation complaint, click here.