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Whistleblower Policy

PURPOSE

United Way of Norman requires and encourages directors, officers and employees to observe and practice high standard of business and personal ethics in conduct of their duties and responsibilities. The employee and representatives of the corporation must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations. It is the intent of United Way of Norman to adhere to all laws and regulations that apply to the corporation and the underlying purpose of this policy is to support the corporation’s goals of legal compliance. The support of all corporate staff is necessary to achieving compliance with various laws and regulations.

REPORTING VIOLATIONS

If any director, officer, staff or employee reasonably believes that some policy, practice or activity of United Way of Norman is in violation of law, a written complaint must be filed by that person with the Board Chairman or the Vice Chairman.

ACTING IN GOOD FAITH

Anyone filing a complaint concerning a violation or suspected violation of the Code must act in good faith and have reasonable grounds for believing the information disclosed indicates a violation of the Code. Any allegations that prove to be unsubstantiated and if are proven to be malicious or false; then those allegations shall be viewed as a serious disciplinary offense.

RETALIATION

Said person is protected from retaliation only if he/she brings the alleged unlawful activity, policy or practice to the attention of United Way of Norman with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to individuals that comply with this requirement.

United Way of Norman shall not retaliate against any director, officer, staff or employee who in good faith, has made a protest or raised a complaint against some practice of United Way of Norman or of another individual or entity with whom United Way of Norman has a business relationship, on the basis of a reasonable belief that the practice is in violation of law or a clear mandate of public policy.

United Way of Norman shall not retaliate against any director, officer, or employee who disclose or threaten to disclose to a supervisor or a public body, any activity, policy, or practice of United Way of Norman that the individual reasonably believes is in violation of a law, or a rule, or regulation mandated pursuant to law or is in violation of a clear mandate of public policy concerning the health, safety, welfare or protection of the environment.

CONFIDENTIALITY

Violation or suspected violation may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

HANDLING OF REPORTED VIOLATIONS

The board chairman or vice-chairman shall notify the sender and acknowledge receipt of the reported violation or suspected violation within five (5) business days. All reports shall be promptly investigated by the board or its appointed committee and appropriate corrective action shall be taken if warranted by the investigation.

This policy shall be made available to directors, officers, staff or employees and they shall have the opportunity to ask questions about the policy.