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Protecting Employees Who Report Wrongdoing

On June 1, 2024, BC’s Public Interest Disclosure Act (PIDA) comes into effect for ŷ������. Sometimes called the “Whistlerblower Act”, PIDA provides a safe, legally protected way for ŷ������ employees to report serious wrongdoing or potential breaches of public trust. ŷ������’s Executive Committee welcomes the protections PIDA offers employees who raise concerns.  

ŷ������ is committed to providing the resources and training to ensure staff and faculty understand PIDA and feel safe and empowered to speak out. This page has been created to provide a one-stop resource for information on PIDA, including what is wrongdoing, how to make a report, how whistleblowers are protected and links to ŷ������’s Safe Disclosure Policy and Procedures. There will be additional training and information for supervisors to ensure they understand their roles in creating a safe disclosure culture.  

Understanding Wrongdoing

Any current or former ŷ������ employee can make a report of wrongdoing. Under PIDA, “wrongdoing” is defined as:

• 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.

Making a Report

A current or former employee who reasonably believes that wrongdoing has been or is about to be committed can make a report to:

• the Designated Officer;
• their supervisor; or
• the BC Ombudsperson.  

A report may be submitted by email by completing the Report of Wrongdoing Form and emailing it to safedisclosure@jibc.ca. Reports may also be delivered in person or by mail to the VPFO or the General Counsel.

PIDA allows employees to make anonymous disclosures. When making an anonymous disclosure, provide as much detail as possible. If insufficient detail is provided, and the Designated Officer does not have a way to contact the discloser, an investigation may not be conducted.

If you choose to make a report directly to the Office of the Ombudsman, you do not need to follow any additional ŷ������ internal processes. You can reach them at:

report@bcombudsperson.ca 
1-800-567-3247 (toll-free) or 250-387-5855 (Victoria) 

How Whistleblowers are Protected

Employees reporting wrongdoing or cooperating with a report of wrongdoing are legally protected against reprisal. Reprisal includes any action taken by management, peers or any other person which negatively impacts an employee’s employment or working conditions where that action was taken because an employee sought advice about making a report, reported wrongdoing or cooperated with an investigation. Follow the link to learn more about .

PIDA also allows employees to share otherwise confidential information with the BC Ombudsperson for the purpose of making a report of wrongdoing.

Follow the link to learn more about .

What PIDA means for Supervisors

In general, supervisors are responsible for providing advice to employees about making a disclosure and receiving disclosures. Supervisors should seek advice from the Designated Officer should an employee approach them to make a report. Supervisors have a duty to protect the identity of the employee and maintain confidentiality because it protects the employee from reprisal and protects the privacy of the alleged wrongdoer during the investigation.

Training for Staff and Supervisors

Employees can access a 60-minute online course on PIDA . Supervisors can access a 40-minute online training module for on PIDA .  Both can be completed during work time.

Safe Disclosure at ŷ������

For information about PIDA at a glance, review this FAQ.

You can read ŷ������’s Safe Disclosure Policy and review our Safe Disclosure Procedures.