For assistance, problems or questions, please email us.
Page History
| Policy & Procedure Name: | Suspected Misconduct and/or Fraud, and Whistleblower Protection |
|---|---|
| Scope: | All Staff, Associates, and Volunteers |
| Revision Date: | November 13, 2020 |
| Last Review Date: | March 15, 2023 |
1. Summary
1.1 The purpose of this document is to communicate policy regarding the deterrence and investigation of suspected misconduct and/or fraud by employees and volunteers of Reliant Mission ("Reliant"), and to provide specific instructions regarding reporting of suspected violations.
...
4.1 All employees and volunteers have a responsibility to report suspected violations of this policy. Further, employees and/or volunteers with supervisory and review responsibilities (at any level) have additional deterrence and detection duties. Specifically, personnel with supervisory or review authority have these three additional responsibilities, for which assistance and guidance is available upon request through the Director of Organizational Affairs.:
- First, become aware of what can go wrong within your area of authority.
- Second, within your area of authority, put into place and maintain monitoring, review, and control procedures which can prevent acts of wrongdoing.
- Third, within your area of authority, put into place and maintain monitoring, review, and control procedures which can promptly detect acts of wrongdoing should prevention efforts fail.
4.2 Supervisors who receive a complaint under this policy from an employee or volunteer should immediately notify the HR Compliance Officer Director via notifyHR@reliant.org or 407-490-0141.
...
7.1 It is the responsibility of every Reliant employee or volunteer to report concerns relating to suspected misconduct and/or fraud. Such reports should be first raised with the employee’s or volunteer’s immediate supervisor or manager who, in accordance with Reliant’s policies and procedures, will assist with resolving the concern, or reporting it to the next level. If the reporting involves the immediate supervisor or manager of the reporting employee or volunteer, or if the reporting party feels he/she cannot direct his/her report to a supervisor or manager, the employee/volunteer may report directly to the HR Compliance Officer Director or via Reliant’s Anonymous Employee Reporting Hotline. The reporting employee/volunteer has the option of remaining anonymous when using the Anonymous Employee Reporting Hotline.
7.2 Reporting options:
- Reporting to HR Compliance OfficerDirector
- Email notifyHR@reliant.org
- Call 407-490-0141
- Reporting via Anonymous the Employee Reporting Hotline
- Go to http://www.lighthouse-services.com/reliant
- Call 844-544-1444
- Email reports@lighthouse-services.com (indicate that report is for Reliant)
- Fax: ( 215) -689-3885 (indicate that the report is for Reliant)
...
8.2 Complaints that the Investigative Team determines are of special concern, or that involve executive-level employees, will be referred to the Chairman of the Audit Review Committee for investigation. If investigated by the Audit Review Committee, the Committee may enlist Committee members, employees of the ministry and/or outside legal, accounting or other advisors, as appropriate, to conduct any investigation of complaints regarding financial reporting, accounting, internal accounting controls, auditing matters, or any other form of misconduct and/or fraud. In conducting any investigation, the Audit Review Committee shall use reasonable efforts to protect the confidentiality and anonymity of the complainant. The Committee will determine the proper method of recommending and/or taking corrective and disciplinary actions, where appropriate.
...
