Whistle Blower Policy
Adopted October 12, 2015
Save the Storks is committed to operating in furtherance of its tax-exempt purposes and in compliance with all applicable laws, rules and regulations, including those concerning accounting and auditing, and prohibits fraudulent practices by any of its board members, officers, employees, or volunteers. This policy outlines a procedure for employees to report actions that an employee reasonably believes violates a law, or regulation or that constitutes fraudulent accounting or other practices. This policy applies to any matter which is related to Save the Storks’ activities and does not relate to private acts of an individual not connected to the activities of Save the Storks.
If an employee has a reasonable belief that an employee or Save the Storks has engaged in any action that violates any applicable law, or regulation, including those concerning accounting and auditing, or constitutes a fraudulent practice, the employee is expected to immediately report such information to the President. If the employee does not feel comfortable reporting the information to the President, he or she is expected to report the information to the Board of Directors.
All reports will be followed up promptly, and an investigation conducted. In conducting its investigations, Save the Storks will strive to keep the identity of the complaining individual as confidential as possible, while conducting an adequate review and investigation.
Save the Storks will not retaliate against an employee in the terms and conditions of employment because that employee: (a) reports to a supervisor, to the President, to the Board of Directors or to a federal, state or local agency what the employee believes in good faith to be a violation of the law; or (b) participates in good faith in any resulting investigation or proceeding, or (c) exercises his or her rights under any state or federal law(s) or regulation(s) to pursue a claim or take legal action to protect the employee’s rights.
Save the Storks may take disciplinary action (up to and including termination) against an employee who, in management’s assessment, has engaged in retaliatory conduct in violation of this policy.