Global Youth United
Employee Protection/Whistleblower Policy
Global Youth United (GYU or the Organization) requires its Directors, Officers, Employees, and Volunteers to observe business and personal ethics in the conduct of their duties and in accordance with the Sarbanes-Oxley Act of 2002 (“the Act”). It is the intent of Global Youth United to adhere to all laws and regulations that apply to the organization and the underlying purpose of this policy is to support the organization’s goal of legal compliance. The support of all members of the Organization is necessary to achieving compliance with various laws and regulations.
II. Reporting Responsibility
It is the responsibility of all Directors, Officers, Employees, and Volunteers to comply with and to report violations or suspected violations of GYU policies, or laws in accordance with this policy.
III. No Retaliation
No Director, Officer, Employee, Volunteer, or Contractor who in good faith reports a violation of GYU policies or law shall suffer harassment, retaliation or adverse employment consequence. A person who retaliates against someone 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 Directors, Officers, Employees, Volunteers, and others to raise serious concerns within GYU prior to seeking resolution outside GYU.
A person is protected from retaliation only if the person brings the alleged unlawful activity, policy, or practice to the attention of Global Youth United and provides the organization with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to persons that comply with this requirement.
In keeping with Section 1107 of the Act, GYU will not retaliate against a person who in good faith, has made a protest or raised a complaint against some practice of GYU, or of another individual or entity with whom GYU 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. GYU will not retaliate against complainants who disclose or threaten to disclose to a supervisor or a public body, any activity, policy, or practice of GYU that the complainant 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.
IV. Reporting Violations
Directors, Officers, Employees, and Volunteers should share their questions, concerns, suggestions or complaints with someone who can address them properly. If any person reasonably believes that some policy, practice, or activity of Global Youth United is in violation of law, a written complaint must be filed by that person with the Executive Director or the Board Chair.
V. Acting in Good Faith
Any good faith report, concern or complaint is fully protected by this policy, even if the report, question or concern is, after investigation, not substantiated. Anyone filing a 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 of GYU policy or law. Any allegations that prove not to be substantiated and have been made maliciously or with knowledge that they were false will be treated as a serious disciplinary offense.
Upon the request of the complainant, GYU will use its best efforts to protect the confidentiality of the complainant for any good faith report. Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
VII. Handling of Reported Violations
All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation. The complainant will be informed that follow-up has or is occurring within two weeks after the Executive Director or Board Officer has received the complaint or report. The Executive Committee shall be informed of all such complaints or reports
My signature below indicates my receipt and understanding of this agreement. I also verify that I have been provided with an opportunity to ask questions about the Policy.