- FAS Division
- Human Resources and Equal Opportunity
- HREO Reorganization
- Employment Opportunities at CSUSM
- Summer 9/80 Alternate Work Schedule
- Equal Employment Opportunity
- Conflict of Interest
- Employee Relations
- Employment & Recruitment Process
- HR Forms
- Human Resources Information System
- Mandatory Reporting of Child Abuse and Neglect
- Performance Management
- Policies and Procedures
- Training & Professional Development
- Whistleblower Protection
Executive Order No. 929 establishes procedures for employees and applicants for employment at the CSU to make protected disclosures of improper governmental activities or significant threats to health and safety.
Examples of improper activities by state employees that can be reported are illegal acts like theft, fraud or conflicts of interest; misuse or abuse of state property or time; and gross misconduct, incompetence or inefficiency.
How to Report Improper Governmental Activities
The campus administrator designated to receive protected disclosures by employees, or applicants for employment, at the California State University San Marcos, is: Ellen Cardoso, Director, Human Resource and Equal Opportunity, Craven Hall 1200, (760) 750-4416. CSUSM employees may also make protected disclosures directly to the Vice Chancellor of Human Resources.
Employees also have the option of contacting the California Bureau of State Audits (BSA). There are three ways to share information with the BSA: Call the Whistleblower Hotline at (800) 952-5665, mail it to Investigations, Bureau of State Audits, 555 Capitol Mall, Suite 300, Sacramento, CA 95814, or submit a complaint online to http://www.bsa.ca.gov/hotline/filecomp.
How to File a Complaint for Retaliation for Making a Protected Disclosure
Employees or applicants for employment who allege that they have been retaliated against for having made a protected disclosure under the California Whistleblower Act must use the procedure in Executive Order No. 822 (.pdf).
The procedure requires that a complaint must be filed within 12 months of the alleged act of retaliation. It is suggested that the complaint form attached to Executive Order No. 822 (Attachment 1) be used. CSUSM employees/applicants should file complaints with (a) their supervisor or manager, or (b) the Director of Human Resources and Equal Opportunity.
A CSUSM supervisor or manager who receives a whistleblower retaliation complaint shall promptly transmit it to Human Resources and Equal Opportunity, which will refer the complaint to the Vice Chancellor of Human Resources.
Whistleblower retaliation complaints will be processed by the Vice Chancellor of Human Resources in accordance with Executive Order No. 822.
Retaliation against employees who make protected disclosures is also prohibited under Labor Code Section 1102.5 (b).