Whistle Blower Nonprofit Information
Whistle Blower Protection:
In keeping with the policy of maintaining the highest standards of conduct and ethics, NONPROFITS will investigate any suspected fraudulent or dishonest use or misuse of NONPROFITS’s resources or property by staff, board members,consultants, or volunteers.
Staff,board members, consultants, and volunteers are encouraged to report suspected fraudulent or dishonest conduct (i.e., to act as “whistleblower”), pursuant to the procedures set forth below.
A person’s concerns about possible fraudulent or dishonest use or misuse of resources or property should be reported to his or her supervisor or, if suspected by a volunteer, to the staff member supporting the volunteer’s work immediately upon discovery of the facts giving rise to the individual’s concern. If, for any reason, a person finds it difficult to report his or her concerns to a supervisor or staff member supporting the volunteer’s work, the person should report the concerns directly to the CEO/President/Executive Director or designee. Alternately, to facilitate reporting of suspected violations where the reporter wishes to remain anonymous, a written statement may be submitted to one of the individuals listed above.
Anyone reporting a concern must act in good faith and have reasonable grounds for believing the information disclosed indicates significant fraudulent or dishonest conduct, as defined below. Allegations that are knowingly false or made with reckless disregard for their truth or falsity, that prove to be unsubstantiated, and that prove to have been made maliciously, recklessly, or with the foreknowledge that the allegations are false, will be viewed as serious disciplinary offense and may result in discipline, up to and including termination of employment or voluntary services.
Allegations made with reckless disregard for their truth or falsity. Individuals making such allegations may be subject to disciplinary action by NONPROFITS, and/or legal claims by individuals accused of such conduct.
Fraudulent or dishonest Conduct
A deliberate act or failure to act with the intention of obtaining an unauthorized benefit - Examples of such conduct include, but are not limited to:
.Forgery or alteration of documents
.Unauthorized alteration or manipulation of computer files
.Fraudulent financial reporting
.Pursuit of a benefit or advantage in violation of NONPROFITS’s "Conflict of Interest Policy"
.Misappropriation or misuse of NONPROFITS resources, such as funds, supplies, or other assets
.Authorizing or receiving compensation for goods not received or services not performed
.Authorizing or receiving compensation for hours not worked
An employee, consultant, or volunteer who informs a supervisor or the CEO/President/executive director about an activity relating to NONPROFITS which that person believes to be fraudulent or dishonest.
Rights and Responsibilities
Supervisors are required to report suspected fraudulent or dishonest conduct to the CEO/President/executive director or designee. Reasonable care should be taken in dealing with suspected misconduct to avoid
.Premature notice to persons suspected of misconduct and/or disclosure of suspected misconduct to others not involved with the investigation
.Violations of a person’s rights under law
Due to the important yet sensitive nature of the suspected violations, effective professional follow-up is critical. Supervisors, while appropriately concerned about “getting to the bottom” of such issues, should not in any circumstances perform any investigative or other follow-up steps on their own. Accordingly, supervisor who becomes aware of suspected misconduct
. Should not contact the person suspected to further investigate the matter or demand restitution
. Should not discuss the case with attorneys, the media, or anyone other than the CEO/President/executive director
. Should confer with appropriate personnel before contacting law enforcement.
All relevant matters, including suspected but unproved matters, will be reviewed and analyzed, with documentation of the receipt, retention, investigation, and treatment of the complaint. Appropriate corrective action will be taken, if necessary, and findings will be communicated to the reporting person and his or her supervisor. Investigations may warrant investigation by independent persons such as auditors and/or attorneys.
Whistle Blower Protection
NONPROFITS will protect whistle blowers as defined below:
. All nonprofits must prohibit retaliation against any employee or volunteer who, in good faith,reports a concern or participates in an investigation pursuant to this policy. all nonprofits must use their best efforts to protect whistle blowers against retaliation. Whistle blowing complaints will be handled with sensitivity,discretion, and confidentiality to the extent allowed by the circumstances and the law. Generally, this means that whistle blower complaints will only be shared with those who have a need to know so that
nonprofits can conduct an effective investigation; determine what action to take based on the results of any such investigation, and in appropriate cases, with law enforcement personnel. (Should disciplinary or legal action be taken against a person or persons as a result of a whistle blower complaint, such persons may also have the right to know the identity of the whistle blower.)
.Employees, consultants, and volunteers of NONPROFITS may not retaliate against a whistle blower for informing management about an activity which that person believes to be fraudulent or dishonest with the intent or effect of adversely affecting the terms or conditions of the whistleblower’s employment, including but not limited to, threats of physical harm, loss of job, punitive work assignments, or impact on salary or fees. Whistle blowers who believe that they have been retaliated against may file a written complaint with the CEO/President/executive director. Any complaint of retaliation will be promptly investigated and appropriate corrective measures taken if allegations of retaliation are substantiated. This protection from retaliation is not intended to prohibit supervisors from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance-related factors.
.Whistle blowers must be cautious to avoid baseless allegations