ROWAN UNIVERSITY POLICY
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Title: Whistleblower Policy ("Reporting Compliance & Ethics Concerns")
Subject: Ethics
Policy No: ELO:2014:01
Issuing Authority:
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University President
Responsible Authority:
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Chief Audit, Compliance & Privacy Officer
Adopted: 08/21/2014
Reviewed:
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04/17/2026
Last Revision:
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04/17/2026
I. PURPOSE
Rowan University is committed to ethical conduct in all of its operations. At the very minimum, all employees, contractors, representatives or agents are responsible to ensure that their activities on behalf of the University, and those of their colleagues, comply with all applicable federal and state laws and Rowan University policies. To that end, all employees have a responsibility and an affirmative duty to report actual or suspected wrongful conduct, and the University has a responsibility to make sure that they can do so without fear of retaliation or reprisal. All Such reports that are filed in good faith shall be accepted, kept confidential to the extent possible in conformance with applicable laws, regulations and University policies and procedures, evaluated fairly and addressed promptly and appropriately.
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This policy applies to and should be read by all employees, students employed by the university, contractors, representatives or agents of the schools, departments and units that are a part of Rowan University as to their duty to report suspected wrongdoing, the methods they may use to meet their reporting requirements and the protections in place for individuals who provide reports of suspected wrongdoing in good faith.
This policy can be found on the University website as follows: www.rowan.edu/compliance /reporting .
III. APPLICABILITY
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- New Jersey law prohibits an employer from taking any retaliatory action against an employee because the employee does any of the following:
- 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.
- 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:
- 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.
CONTACT INFORMATION
The following contact persons at Rowan University have been designated to answer your questions or provide information regarding your rights and responsibilities under the Whistleblower Act (N.J.S.A. 34:19-4):
*Name: Ray Braeunig
Address: Stratford Campus - University Educational Center (UEC)
Telephone Number: (856) 566-6136
Or
*Name: Rowan University Integrity Line
Telephone Number: 1-855-431-9967
Website Access: http://rowan.edu/integrityline.
This notice must be conspicuously displayed.
Once each year, employers must distribute notice of this law to their employees.
If you need this document in a language other than English
or Spanish, please call (609) 292-7832.
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Employee Sexual Misconduct and Harassment Policy
Healthcare Compliance
- RowanSOM Office of Compliance and Corporate Integrity (856) 566-6136.
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Improper accounting and costing on sponsored projects
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- Rowan University Environment Health and Safety
- RowanSOM Emergency Management – contact Thomas Boyle at (856) 566-6289/ boyletp@rowan.edu or Department of Public Safety
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- Facilities-Rowan University Environment Health & Safety Department
- RowanSOM Emergency Management – contact Thomas Boyle at (856) 566-6289/ boyletp@rowan.edu
- Department of Public Safety
- Rowan University Radiation Safety Department
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Violations of EPA regulations and Hazardous material releases
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