JewishColumbus requires officers, managers, Associates and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As Associates and representatives of the JewishColumbus, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
This Whistleblower Policy is intended to encourage and enable Associates and others to raise serious concerns internally so that JewishColumbus can address and correct inappropriate conduct and actions. It is the responsibility of all board members, officers, managers, Associates and volunteers to report concerns about violations of JewishColumbus’s code of ethics or suspected violations of law or regulations that govern JewishColumbus’s operations.
It is contrary to the values of JewishColumbus for anyone to retaliate against any board member, officer, Associate or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of JewishColumbus. An Associate who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
JewishColumbus has an open door policy and suggests that Associates share their questions, concerns, suggestions or complaints with their supervisor. If you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you are encouraged to speak with the person in the organization who has Human Resources (HR) duties. If your concern is not resolved, you may submit your concerns in writing directly to the CEO. If your concern involves the CEO you may submit your concern in writing to the President of the Board of Trustees. If the matter is of a financial nature, please bring it to the attention of the Chief Financial Officer (CFO). Supervisors and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the Chair of JewishColumbus’s Finance or Audit Committee, who has the responsibility to investigate all reported complaints.
The HR Director may be a board member, the CEO, or a third party designated by the organization to receive, investigate and respond to complaints.
The JewishColumbus’s HR Director is responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved. The HR Director will advise the CEO and/or the Board of all complaints and their resolution and will report at least annually to the Chair of the Finance Committee on compliance activity relating to accounting or alleged financial improprieties.
Accounting and Auditing Matters
The HR Director shall immediately notify the Finance Committee of any concerns or complaint regarding corporate accounting practices, internal controls or auditing and work with the committee until the matter is resolved.
Acting in Good Faith
Anyone filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.