69色情视频

Complaints relating to any accounting, internal controls or auditing matters, including, without limitation, the following:

• Actual, alleged or suspected fraud or deliberate error in the preparation, evaluation, review or audit of any financial statement of the College;
• Actual, alleged or suspected fraud or deliberate error in the recording and maintaining of financial records of the College;
• Actual, alleged or suspected fraud or deliberate misapplication of generally accepted accounting principles;
• Actual, alleged or suspected deficiencies in or noncompliance with the College鈥檚 internal accounting controls;
• Actual, alleged or suspected misrepresentation of a fact or the making of a false statement to or by a senior officer, accountant or other employee regarding a matter contained in the financial records, financial reports or audit reports of the College;
• Actual, alleged or suspected deviation from full and fair reporting of the College鈥檚 financial condition.
• Actual, alleged or suspected retaliation of anyone who in good faith makes a complaint.
• Violations pertaining to applicable state and federal laws, rules and regulations, College Codes of Conduct and Ethics and any other code, policy, or procedures established by the College.

Certain categories of concerns or general complaint should听NOT be reported through the whistleblower hotline, and it does not replace existing reporting methods on campus.听 We encourage you to try to resolve problems and disputes through established channels when possible.听 Please use the recommended procedures outlined by the College’s policies for the following types of issues:

• Emergencies– DO NOT report any emergencies via the whistleblower hotline.听 In case of a true emergency:
  • Call 911
  • Campus Public Safety Emergency听(201) 684-6666
• Discrimination and Harassment – View the procedures detailed in Discrimination, Harassment or Hostile Environment in the workplace or contact Nicole Morgan Agard, Esq.,听 (201) 684-7503
• Collective Bargaining Unit Issues/Grievances:
  • AFT – Please contact Nicole Morgan Agard, Esq.,听听 (201) 684-7503
  • CWA and IFPTE – Please contact David Vernon (201) 684-7506
• Human Resources听issues –听 Please contact David Vernon (201) 684-7506

Reports made under this Policy must be submitted to the Director of Internal Audit.听听All reports will be considered confident and privileged to the extent possible.

The reporter should provide sufficient, precise and relevant information such as to allow for a reasonable investigation to take place.

Anonymously

Please provide as much information as possible as to allow for a proper investigation.

Whistleblower Submission Form

Date of Submission *

Information (please be as detailed as possible to assist in our investigation)

Security Check

If you are human, leave this field blank.

The Conscientious Employee Protection Act, N.J.S.A 34:19-1 et. Seq. (“Whistleblower Act”)

1. 听New Jersey law prohibits an employer from taking any retaliatory action against an employee because the employee does any of the following:
   • Discloses, or threatens to disclose, to a supervisor or to a public body an activity, policy or practice of the employer or another employer, with whom there is a business relationship, that the employee reasonably believes is in violation of a law, or a rule or regulation issued under the law, or, in the case of an employee who is a licensed or certified health care professional, reasonably believes constitutes improper quality of patient care;
   • Provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into any violation of law, or a rule or regulation issued under the law by the employer or another employer, with whom there is a business relationship, or, in the case of an employee who is a licensed or certified health care professional, provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into quality of patient care; or
   • Provides information involving deception of, or misrepresentation to, any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner of the employer or any governmental entity.
   • Provides information regarding any perceived criminal or fraudulent activity, policy or practice of deception or misrepresentation which the employee reasonably believes may defraud any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner of the employer or any governmental entity.
   • Objects to, or refuses to participate in, any activity, policy or practice which the employee reasonably believes:
     • 听is in violation of a law, or a rule or regulation issued under the law or, if the employee is a licensed or certified health care professional, constitutes improper quality of patient care;
     • is fraudulent or criminal; or
     • is incompatible with a clear mandate of public policy concerning the public health, safety or welfare or protection of the environment. N.J.S.A. 34:19-3.

2. The protection against retaliation, when a disclosure is made to a public body, does not apply unless the employee has brought the activity, policy or practice to the attention of a supervisor of the employee by written notice and given the employer a reasonable opportunity to correct the activity, policy or practice. However, disclosure is not required where the employee reasonably believes that the activity, policy or practice is known to one or more supervisors of the employer or where the employee fears physical harm as a result of the disclosure, provided that the situation is emergency in nature.

The following contact person has been designated by 69色情视频 to answer your questions or provide information regarding your rights and responsibilities under the Whistleblower Act (N.J.S.A. 34:19-4):

Patricia听C.听Chavez, Director of Internal Audit

505 Ramapo Valley Road

Mahwah, New Jersey 07430

Phone: (201) 684 -7622

email: whistleblower@ramapo.edu

This notice must be conspicuously displayed.

Once each year, employers must distribute notice of this law to their employees.听 If you need this document in a language other than English or Spanish, please call (609) 292-7832.

La Ley de protecci贸n al empleado consciente

鈥淟ey de protecci贸n del denunciante鈥�

听Acciones de represalia del empleador; protecci贸n de las acciones del empleado

1.听 La ley de New Jersey proh铆be que los empleadores tomen medidas de represalia contra todo empleado que haga lo siguiente:

• Divulgue o amenace con divulgar, ya sea a un supervisor o a una agencia p煤blica toda actividad, directriz o norma del empleador o de cualquier otro empleador con el que exista una relaci贸n de negocios y que el empleado tiene motivos fundados para pensar que violan alguna ley, o en el caso de un trabajador licenciado o certificado de la salud y que tiene motivos fundados para pensar que se trata de una manera inadecuada de atenci贸n al paciente;
• Facilite informaci贸n o preste testimonio ante cualquier agencia p煤blica que conduzca una investigaci贸n, audiencia o indagaci贸n sobre la violaci贸n de alguna ley, regla o reglamento que el empleador o alg煤n otro empleador con el que exista una relaci贸n de negocios; o en el caso de un trabajador licenciado o certificado de la salud que facilite informaci贸n o preste testimonio ante cualquier agencia p煤blica que conduzca una investigaci贸n, audiencia o indagaci贸n sobre la calidad de la atenci贸n al paciente; o
• Ofrece informaci贸n concerniente al enga帽o o la tergiversaci贸n con accionistas, inversionistas, usuarios, pacientes, clientes, empleados, ex empleados, retirados o pensionados del empleador o de cualquier agencia gubernamental.
• Ofrece informaci贸n con respecto a toda actividad que se pueda percibir como delictiva o fraudulenta, toda directiva o pr谩ctica enga帽osa o de tergiversaci贸n que el empleado tenga motivos fundados para pensar que pudieran estafar a accionistas, inversionistas, usuarios, pacientes, clientes, empleados, ex empleados, retirados o pensionados del empleador o de cualquier agencia gubernamental.
• Se opone o se niega a participar en alguna actividad, directriz o pr谩ctica que el empleado tiene motives fundados para pensar que:
  • viola alguna ley, o regla o reglamento que dicta la ley o en el caso de un empleado licenciado o certificado en cuidado de la salud que tiene motivos fundados para pensar que constituya atenci贸n inadecuada al paciente;
  • es fraudulenta o delictiva; o
  • es incompatible con alg煤n mandato establecido por las directrices p煤blicas relacionadas con la salud p煤blica, la seguridad o el bienestar o la protecci贸n del medio ambiente. Art铆culo 34:19-3 de las Leyes comentadas de New Jersey de protecci贸n del empleado consciente (N.J.S.A., por sus siglasen ingl茅s)

2. No se puede acoger a la protecci贸n contra la represalia, cuando se hace una divulgaci贸n a un organismo p煤blico, a no ser que el empleado le informe al empleador de tal actividad, pol铆tica o norma a trav茅s de un aviso por escrito y le haya dado al empleador una oportunidad razonable para corregir tal actividad, pol铆tica o norma. Sin embargo, no es necesaria la divulgaci贸n en los casos en que el empleado tenga indicios razonables para creer que un supervisor o m谩s de un supervisor del empleador tienen conocimiento de tal actividad, pol铆tica o norma o en los casos en los que el empleado teme que tal divulgaci贸n pueda traer como consecuencia da帽os f铆sicos a su persona siempre y cuando la naturaleza de la situaci贸n sea la de una situaci贸n de emergencia.

Informaci贸n del Contacto

La persona siguiente para ha sido designada a contestar sus preguntas o, proporcionar informaci贸n adicional

relacionada con sus derechos y responsabilidades seg煤n lo indica esta ley (N.J.S.A. 34:19-4):

听Nombre:听听 Patricia C. Chavez

Direcci贸n: 505 Ramapo Valley Road, Mahwah, NJ 07430

N煤mero de tel茅fono: (201) 684-7622

E-mail: whistleblower@ramapo.edu

Facs铆mil: (201) 684-7960

听Este aviso se debe exponer a la vista de todos.

Una vez por a帽o, los empleadores deben de distribuir un aviso de esta ley a sus empleados. Si necesita este documento en alg煤n otro idioma que no sea ingl茅s o espa帽ol, s铆rvase llamar al (609) 292-7832.