Protected Disclosure

 

Overview

Mount Royal University (the “University”) is committed to the highest standards of honesty, conduct and integrity in all its activities. The University requires all Employees to act honestly and with integrity and to safeguard the public resources for which they are responsible.

 

What is the Public Interest Disclosure (Whistleblower Protection) Act?

The Public Interest Disclosure (Whistleblower Protection) Act (Alberta) encourages and protects individuals who wish to disclose information about a wrongdoing within the public sector. A wrong doing is any serious or significant matter believed to be unlawful, dangerous, or harmful to the public interest.

For more information on the Public Interest Disclosure (Whistleblower Protection) Act, see the links below.

Read more on the Public Interest Disclosure (Whistleblower Protection) Act on the Public Interest Commissioner of Alberta’s website (here).

 

What is the Protected Disclosure (“Whistleblower”) Policy?

The Protected Disclosure (Whistleblower Protection) Act encourages and protects all Mount Royal University employees who wish to disclose information about a wrongdoing within the University.

The purpose of this Policy is to:

• demonstrate the University's compliance with the Public Interest Disclosure (Whistleblower Protection) Act and regulations;
• clearly state the University's position with respect to significant and serious matters in relation to what an Employee believes may be unlawful, dangerous to individuals or injurious to the public interest, including Wrongdoings and Wrongdoings committed for the benefit of the University;
• ensure reporting mechanisms are convenient, secure, and accessible to Employees; 
• ensure protection to those who report suspected Wrongdoing; and 
• outline consequences for Wrongdoings.

 

Who Can I Contact for Guidance or Support?

1. You can seek advice from your supervisor, the Designated Officer (here), the Chief Officer (here), or the Office of Public Interest Commissioner (here). 
2. May ask seek support from: 
   1. if unionized, your union (MRFA or MRSA);
   2. if a student, SAMRU (here); or
   3. the Safe Disclosure Office (here), if you are unsure who to see. 
3. If the matter is not with respect to a Wrongdoing, you can also reach out to your supervisor or Human Resources if you are an employee.

Mount Royal University has the following policy and procedures to support those who wish to disclose wrongdoings:

 

What Constitutes a Wrongdoing?

Any activity or conduct engaged in by an Employee in or relating to the University, as follows:

• engaging in, or counseling or directing someone to engage in, the following: breaking the law through contravening an Act or regulation.
• any act or omission that creates a substantial and specific danger to the life, health or safety of individuals or substantial and specific danger to the environment.
• gross mismanagement of public funds, a public asset, or the delivery of a public service identified in the regulations.
• gross mismanagement of employees through conduct of a systemic nature that indicates a problem in an organization’s culture relating to bullying, harassment or intimidation.
• Any other Wrongdoing as defined by the Act or related regulations.

 

How can I report a wrongdoing or reprisal?

If you believe a wrongdoing may have occurred, you can submit a Protect Disclosure Report as follows:

1. by email to designatedofficer@mtroyal.ca;
2. by going to the website at mru.confidenceline.net;
3. by calling the Confidence Line via telephone at 1 (800) 661-9675; or
4. by hand delivery to the Designated Officer – Office of General Counsel and University Secretariat within the Executive Offices Room A-317, 3rd Floor, Kerby Hall; or
5. by mail delivery at: 

 

The Protected Disclosure must include:

1. a description of the Wrongdoing;
2. the dates of the Wrongdoing;
3. the name of the individual or individuals alleged;
4. to have committed the Wrongdoing, or 
5. to be about to commit the Wrongdoing; and
6. any additional information that the Designated Officer may reasonably require to investigate the matters set out in the Protected Disclosure.

 

If a Discloser believes the Designated Officer may have a real or perceived conflict of interest relating to the alleged Wrongdoing, the Discloser may make a Protected Disclosure by using the Protected Disclosure Form to the Chief Officer (President) who can be contacted at president@mtroyal.ca.

A Discloser may contact the Commissioner at any time relating to a Protected Disclosure and may also follow up with the Commissioner if:

1. the Discloser has made a Protected Disclosure and does not agree with the Designated Officer’s decision not to investigate the Discloser has made a Protected Disclosure and the investigation has not been completed in accordance with the procedures; 
2. the Discloser has made a Protected Disclosure and the matter has not been resolved within the time periods established under the Act; or 
3. the Discloser has made a Protected Disclosure, the investigation has been completed, a final decision has been issued, and the Discloser is dissatisfied with the decision.

In advance of submitting a Protected Disclosure, a Discloser may seek advice or information on the process of filing a Protected Disclosure either through their supervisor, the Designated Officer, the Chief Officer, or the Office of the Public Interest Commissioner. The Discloser’s supervisor, the Designated Officer, the Chief Officer, or the Office of the Public Interest Commissioner may require the request for advice or information to be in writing.

Upon receipt of a report the Designated Officer will assess the allegation and where able, will follow up with the Employee to initiate the Procedure or filing a Protected Disclosure. If the Designated Officer is the subject of the alleged Wrongdoing, the Employee must clearly explain to Confidence Line that the allegation involves the Designated Officer so that Confidence Line contacts the Chief Officer to file the Protected Disclosure.

If a Discloser believes that the Chief Officer may have a real or potential conflict of interest in the alleged Wrongdoing, the Discloser may make a disclosure directly to the Commissioner.

A Discloser may contact the Commissioner as follows:

1. Email: info@pic.alberta.ca
2. Phone: 1-855-641-8659
3. Website: yourvoiceprotected.ca