Resist Whistle-Blower Policy
Resist Whistle-Blower Policy
The Resist Code of Conduct (the code) requires directors, key volunteers, and employees to observe high standards of organizational and personal ethics in the conduct of their duties and responsibilities. Employees and representatives of the organization must practice honesty and integrity in fulfilling their responsibilities.
The objectives of the Resist Whistle-Blower Policy are to establish policies and procedures for the following:
The submission of concerns regarding questionable accounting or audit matters by employees, directors, officers, volunteers, and other stakeholders of the organization, on a confidential and anonymous basis
The receipt, retention, and treatment of complaints received by the organization regarding accounting, internal controls, or auditing matters
The protection of directors, volunteers, and employees reporting concerns from retaliatory actions
Each director, volunteer, and employee of Resist has an obligation to report in accordance with this whistle-blower policy (a) questionable or improper accounting or auditing matters, and (b) violations and suspected violations of Resist Organizational code (concerns).
Acting in Good Faith
Anyone reporting a concern must act in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, or a violation of the code.
Reports of concerns, and investigation pertaining thereto, shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Authority of Finance Committee (Or Executive Committee)
All reported concerns will be forwarded to the Executive Committee in accordance with the procedures set forth herein. The Executive Committee shall be responsible for investigating and making appropriate recommendations to the board of directors, with respect to all reported concerns.
This whistle-blower policy is intended to encourage and enable directors, volunteers, and employees to raise concerns within the organization for investigation and appropriate action. With this goal in mind, no director, volunteer, or employee who, in good faith, reports a concern shall be subject to retaliation or, in the case of an employee, adverse employment consequences.
Encouragement of Reporting
The organization encourages complaints, reports, or inquiries about illegal practices or serious violations of the code by its leadership, or by others on its behalf. Appropriate subjects to raise under this policy would include financial improprieties, accounting or audit matters, ethical violations, or other similar illegal or improper practices or policies. Other subjects on which the organization has existing complaint mechanisms should be addressed under those mechanisms, such as raising matters of alleged discrimination or harassment through the organization’s human resources channels, unless those channels are themselves implicated in the wrongdoing. This policy is not intended to provide a means of appeal from outcomes in those other mechanisms.
Directors, Employees & Volunteers
Employees should first discuss their concern with other staff, if they feel comfortable doing so. If, after speaking with other staff, the individual continues to have reasonable grounds to believe the concern is valid, the individual should report the concern to the Executive Committee. In addition, suspected fraud should be reported directly to the Board Chair, who may be contacted by phone at (Telephone Number), by e-mail at (e-mail address) or by regular mail at:
Concerns may also be submitted anonymously. Such anonymous concerns should be in writing and sent directly to the treasurer.
Directors and other volunteers should submit concerns in writing directly to the Board Chair.
Handling of Reported Violations
The Executive Committee shall address all reported concerns. The treasurer Board Chair shall immediately notify the Executive Committee of any such report. The Board Chair will notify the sender and acknowledge receipt of the concern within five business days, if possible. It will not be possible to acknowledge receipt of anonymously submitted concerns.
All reports will be promptly investigated by the Executive Committee, and appropriate measures will be recommended to the board of directors, if warranted by the investigation. In addition, action taken must include a conclusion or follow-up, or both, with the complainant for complete closure of the concern.