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1. EFFECTIVE DATE.
This Name whistleblower protection policy is made and effective as of Date .
2. PURPOSE.
Company Name wants its employees to feel free to report good faith concerns about unlawful activities in the workplace, including unlawful conduct by other associates, unsafe working conditions, and unfair labor practices. All employees, including board members, staff, executives, and volunteers, should know that they will not face retaliation for violations reported according to this policy.
3. REPORTING VIOLATIONS.
To report suspected violations, please write, email, or call one of the following resources:
4. ANONYMOUS REPORTS.
5. CONTENTS OF REPORT.
In general, a report should contain as much information as possible, including the facts and dates that led you to suspect that a violation occurred. Although you are not required to give your name in your report, contact information will allow the compliance officer to follow up with you with further questions.
6. ANONYMITY AND CONFIDENTIALITY.
Regardless of the method you use to report suspected violations, Company Name will make every effort to keep your report confidential. However, the degree of anonymity possible will depend on the reporting method you choose. For example, if you report a suspected violation by telephone, the compliance officer may recognize your voice. Please select the reporting method that supports your desired level of anonymity.
7. INVESTIGATING AND RESOLVING REPORTS.
8. COMPLIANCE OFFICERS' DUTIES.
Compliance officers shall use their best efforts to investigate thoroughly and with consideration for the reporter all reports of suspected violations. Compliance officers must report annually on the submission and resolution of these matters to The board / The audit committee / The finance department the board . Yes / No
9. CONFIRMATION.
If your report is not anonymous, the compliance officer will notify you that your report has been received and keep you updated on the status and results of the investigation.
10. GOOD FAITH.
Company Name encourages all of its associates to report workplace conduct that they believe violates applicable laws and regulations. Company Name may take disciplinary actions against associates who make unfounded allegations proved to have been falsely or maliciously made.
11. NO RETALIATION.
Company Name will not tolerate retaliation against associates who report violations pursuant to this policy. Good faith reporters can be assured that no matter the investigation's outcome, they will not face adverse employment consequences, discrimination, harassment, or threats as a result of their reports. A whistleblower who believes that he or she is being retaliated against must contact Human resources director / General counsel / CEO the human resource director at Phone or Email . A whistleblower's entitlement to protection against retaliation does not include immunity for personal wrongdoing that is alleged and investigated.
12. OTHER LAW.
Nothing in this policy may be construed in a way that conflicts with any reporting obligations or protections afforded by state or federal law.