CENTRE FOR ALTERNATIVES

1.1 Definition

A whistle-blower as defined by this policy is an employee of CAVWOC who reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this Policy.

1.2 Responsibilities

The whistle-blower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate officials are charged with these responsibilities.

12.2 Examples of Violations

Examples of illegal or dishonest activities are violations of laws of the country; billing for services not performed or for goods not delivered; signing allowances for activities not attended, and other fraudulent financial reporting.

12.3 Reporting Procedure

If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact his/her immediate supervisor or the Executive Director. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination.

12.4 Protections

Whistle-blower protections are provided in two important areas – confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistle-blower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. CAVWOC will not retaliate against a whistle-blower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm.

Any whistle-blower who believes he/she is being retaliated against must contact the Executive Director immediately. The right of a whistle-blower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

12.5 Reporting to Board Chairperson

It becomes necessary that the wrong doing is being done by senior members or the very same person where the report is supposedly to be given of the organization the whistle-blower can contact the Chairperson of Board of Trustees.

12.6 Investigation Process

All reports of illegal and dishonest activities will be promptly submitted to the Executive Director who is responsible for investigating and coordinating corrective action.

12.8 Questions

Employees with any questions regarding this policy should contact the Executive Director.