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    Whistleblower Policy

    Uploaded by

    BENJ
    Whistleblower Policy

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Whistleblower Policy

    Uploaded by

    BENJ
    51 views2 pages
    Whistleblower Policy

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

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    Whistleblower Policy

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    51 views2 pages

    Whistleblower Policy

    Uploaded by

    BENJ
    Whistleblower Policy

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Whistleblower Policy

    I. General

    "__________, Inc. (the 'Organization') is dedicated to upholding lawful and ethical conduct
    across all its operations. We expect our directors, officers, and employees to adhere to
    applicable laws, regulations, and policies, and to maintain elevated levels of business and
    personal ethics while performing their duties and responsibilities. As representatives of the
    Organization, it is imperative that we demonstrate honesty and integrity in the fulfillment of our
    roles."

    II. Reporting

    The Organization encourages its directors, officers, and employees to share questions,
    concerns, suggestions, or complaints with the appropriate party. If anyone reasonably believes
    that a policy, practice, or activity of the Organization is in violation of the law or Organization
    policy, they should file a complaint with the President or the Chairman of the Board of Directors.
    If the issue involves the President or the Chairman or if the reporting individual is not
    comfortable contacting them, the matter may be reported to any member of the Board of
    Directors. Violations or suspicions can be reported confidentially or anonymously. Reports will
    be treated with confidentiality, to the extent possible, while conducting an adequate
    investigation.

    III. No Retaliation

    Any employee who makes a good faith report under this Whistleblower Policy or who
    cooperates in investigations shall not suffer harassment, retaliation or adverse employment
    consequences. Any employee who retaliates against a co-employee who has reported a
    violation in good faith is subject to discipline up to and including termination of employment. This
    Whistleblower Policy is intended to encourage and enable employees, officers, and directors
    and others to raise serious concerns within the Organization prior to seeking resolution outside
    the Organization.

    Any employee who believes that he or she has been subjected to any form of retaliation as a
    result of making a good faith report under this Whistleblower Policy should immediately report
    the retaliation to the director of Human Respurces.

    IV . Investigation

    The President, Chairman of the Board of Directors, or a representative of the Board of Directors
    will notify the sender and acknowledge receipt of the reported violation or suspected violation
    within five business days. All reports will be promptly investigated in a manner intended to
    protect confidentiality, consistent with a full and fair investigation, and appropriate corrective
    action will be taken if warranted by the investigation. A summary of the investigation will be
    presented to the Board of Directors.

    V. Accounting and Auditing Matters


    The Board of Directors shall address all reported concerns or complaints regarding corporate
    accounting practices, internal controls or auditing. The President or the Chairman of the Board
    of Directors shall immediately notify the Board of Directors of any such complaint and work with
    the Board until the matter is resolved.

    VI. Acting in Good Faith

    Anyone filing a complaint regarding a violation or suspected violation of Organization policies,


    practices, or activities must do so in good faith and based on reasonable grounds. Allegations
    that are unsubstantiated or found to be made maliciously or knowingly false will be considered a
    serious disciplinary offense.

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