UFV recently established a new policy called the Public Interest Disclosure Policy. The purpose of this policy is to provide UFV employees with an additional mechanism for disclosing concerns about serious wrongdoing. The Policy aligns with the BC Public Interest Disclosure Act (PIDA) that provides a framework for employees to report specific kinds of improper activity, referred to in PIDA as Wrongdoing.
Integrity, one of the university’s identified core values, and ethics have always been important at UFV. The new Policy supplements existing policies and procedures that UFV has in place to support employees in speaking up and disclosing concerns about possible wrongdoing, including our Safe Disclosure Policy and Fraud Prevention Policy.
The Policy applies to UFV employees, including former employees if they were employed at the time the alleged Wrongdoing occurred or was discovered, and directors and officers of the institution. UFV’s Policy and Procedures are available online.
UFV's Public Interest Disclosure policy and procedures are available online:
Understanding PIDA
What is the Public Interest Disclosure Act (PIDA)?
PIDA is British Columbia legislation that provides a framework for employees to report specific kinds of improper activity, referred to in PIDA as Wrongdoing, with legislated protection from reprisal. PIDA is effective for employees of UFV as of June 2024.
Who does the Act apply to?
PIDA applies to the employees of UFV, including former employees if they were employed at the time the Wrongdoing has occurred or was discovered, and directors and officers of UFV.
What is "wrongdoing"?
PIDA deals with the following specific types of Wrongdoing:
- A serious act or omission that, if proven, would constitute an offence under an enactment of B.C., or Canada;
- An act or omission that creates substantial and specific danger to the life, health or safety of persons, or to the environment, other than a danger that is inherent in the performance of an employee’s duties or functions;
- A serious misuse of public funds of public assets;
- Gross or systemic mismanagement; or
- Knowingly directing or counselling a person to commit wrongdoing as described above.
Not all wrongdoing is Wrongdoing under PIDA
If the Wrongdoing the employee wishes to report doesn’t fit on the list, they can and should speak up through another process. Employees can ask for advice from their supervisor, Designated Officer, union, lawyer or the Ombudsperson if they aren’t sure where to report Wrongdoing or other concerns and issues.
What protections does PIDA provide for employees?
PIDA prohibits reprisals against employees who ask for advice, report Wrongdoing, cooperate in an investigation or make a complaint of reprisal.
Reprisal is a form of retaliation and is defined by PIDA to include discipline, demotion, termination of employment or any other measure that adversely affects an employee’s employment or working conditions, or threatens to do any of these things because of an employee’s exercise of their rights under PIDA.
It does not protect employees from measures necessary to manage their employment relationship for reasons unrelated to their exercise of their rights under PIDA. If an employee experiences reprisal, they can make a complaint to the Ombudsperson who has the authority to investigate reprisals.
