GRACE INTERNATIONAL WHISTLEBLOWER POLICY
The Grace International Code of Ethics requires directors, other volunteers, and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Employees and representatives of the organization must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws, regulations and internal controls established by the organization. The objectives of the Grace International Whistleblower Policy are to establish policies and
- The submission of concerns regarding questionable accounting or audit matters by employees, directors, officers, and other supporters of the organization, on a confidential basis.
- The receipt, retention, and treatment of complaints received by the organization regarding accounting, internal controls, or auditing matters.
- The protection of directors, volunteers, and employees reporting concerns from retaliatory actions.
Each director, employee or supporter are encouraged to report to upper management, in accordance with this Whistleblower Policy (a) questionable or improper accounting or auditing matters, and (b) violations and suspected violations in any other area of Grace International Code of ethics. (hereinafter collectively referred to as Concerns).
Authority of Audit Committee
All reported Concerns will be forwarded to the Audit Committee (if the concern is related to this Committee) in accordance with the procedures set forth herein. The Audit Committee or the related Committee shall be responsible for investigating, and making appropriate recommendations to the Board of Directors, with respect to all reported Concerns.
This Whistleblower Policy is intended to encourage and enable directors, supporters, and employees to raise Concerns within the Organization for investigation and appropriate action. With this goal in mind, no director or employee who, in good faith, reports a Concern shall be subject to retaliation or, in the case of an employee, adverse employment consequences. Moreover, a volunteer or employee who retaliates against someone who has reported a Concern in good faith is subject to discipline up to and including dismissal from the volunteer position or termination of employment.
Employees should first discuss their Concern with their immediate supervisor. If, after speaking with his or her supervisor, the individual continues to have reasonable grounds to believe the Concern is valid, the individual should report the Concern to the Chief Information Officer/ HR Manager. In addition, if the individual is uncomfortable speaking with his or her supervisor, or the supervisor is a subject of the Concern, the individual should report his or her Concern directly to another member of management.
The Concern should be reduced to writing and forwarded at the earliest opportunity to the Chair of the Audit Committee. Contact information for the Chair of the Audit Committee may be obtained from the President & CEO or, if the President & CEO is the subject of the concern, then directly from another member of the management team. Concerns may also be submitted confidentially. Such concerns should be in writing and sent directly to the Chair of the Committee which the concern relates to.
Directors and Other Volunteers
Directors and other officers should submit Concerns in writing directly to the Chair of the Audit Committee or other committee the particular concern relates to. Contact information for the Chair of the Audit Committee may be obtained from the President & CEO.
Handling of Reported Violations
The Audit Committee (or other committee the particular concern relates to) shall address all reported Concerns. The Chair of the Committee shall immediately notify the members of his Committee, the Board Chair, the President & CEO, and other Officers of any such report (unless one of them is the subject of the concern). The Chair of the Committee will notify the sender and acknowledge receipt of the Concern within five business days, if possible. It will not be possible to acknowledge receipt of anonymously submitted Concerns.
All reports will be promptly investigated by the Audit Committee, and appropriate corrective action will be recommended to the Board of Directors, if warranted by the investigation. In addition, action taken must include a conclusion and/or follow up with the complainant for complete closure of the Concern. The Board of Directors will authorize the Audit Committee to retain outside legal counsel, accountants, or any other resource deemed necessary to conduct a full and complete investigation of the allegations.
Acting in Good Faith
Anyone reporting a Concern must act in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, or a violation of the Codes. The act of making allegations that prove to be unsubstantiated, and that prove to have been made maliciously, recklessly, or with the foreknowledge that the allegations are false, will be viewed as a serious disciplinary offense and may result in discipline, up to and including termination of employment or dismissal from the volunteer position. Such conduct may also give rise to other actions, including civil lawsuits.
Reports of Concerns, and investigations pertaining thereto, shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. Disclosure of reports of Concerns to individuals not involved in the investigation will be viewed as a serious disciplinary offense and may result in discipline, up to and including termination of employment. Such conduct may also give rise to other actions, including civil lawsuits.
Adopted December 24, 2014
How to Contact Us
- postal mail to: Grace International, PO BOX 694137, Miami FL 33269
Ph. 305-231-1117 or 954-394-8929
Visit us at: www.graceintl.org