Co-Serve International Whistleblower Policy
Purpose
Co-Serve is committed to operating with integrity and in full compliance with applicable laws, regulations, and ethical standards. The purpose of this Whistleblower Policy is to provide a mechanism for employees, volunteers, board members, and other stakeholders to report suspected misconduct, fraud, or violations of law or policy without fear of retaliation.
Scope
This policy applies to all current and former employees, volunteers, board members, contractors, and others associated with Co-Serve.
Reporting Responsibility
It is the responsibility of all individuals to report concerns regarding suspected misconduct, including but not limited to:
- Financial impropriety or fraud
- Violations of federal, state, or local laws
- Misuse of organizational resources
- Breach of organizational policies
- Unethical behavior
Reporting Procedures
Reports may be made verbally or in writing to the Board Chair or the Board Vice Chair. Contact information for these individuals will be made available on the organization’s website. Contact the Board Chair, Gilbert Gleason, at email: [email protected]. Contact the Board Vice Chair, Maria Peterson, at email: [email protected].
Reports should include as much detail as possible to allow for a proper investigation.
Confidentiality
Reports of concerns and investigations will be handled with the utmost confidentiality, consistent with the need to conduct a fair investigation and comply with applicable laws.
No Retaliation
No individual who in good faith reports a concern shall suffer harassment, retaliation, or adverse employment consequences. Anyone who retaliates against a whistleblower will be subject to disciplinary action, up to and including termination.
Investigation
All reports will be promptly and thoroughly investigated by the Board Governance Committee, or, if necessary, by another designated committee created by the Board Chair. Findings and actions taken will be documented and retained.
Acting in Good Faith
Anyone filing a complaint must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Malicious or knowingly false allegations may result in disciplinary action.
Policy Distribution
This policy will be distributed to all employees, board members, and volunteers and a link to the policy will be posted on the organization’s website.