Whistleblower Policy

Whistleblower Policy #

Source: OASIS Open Whistleblower Policy. Approved and effective May 2, 2012.

Overview #

OASIS is committed to ethical, moral, and legal conduct in all its activities. This policy provides every staff member, officer, director, and agent with a mechanism to report concerns about financial misconduct, unlawful activity, or improper use of organizational resources — and protects them from retaliation for doing so in good faith.

What to Report #

This policy covers reports of:

  • Incorrect or fraudulent financial reporting
  • Unlawful activity
  • Theft or misappropriation of OASIS resources
  • Dishonest or fraudulent conduct
  • Misuse of organizational resources
  • Any other suspected improper conduct

Protection Against Retaliation #

OASIS strictly prohibits any officer, director, employee, or agent from taking any harmful retaliatory action against anyone who:

  • Reports truthful information to law enforcement regarding a potential offense
  • Reports suspected misconduct, misuse of resources, theft, fraud, or dishonest behavior to senior management or elected officials in good faith

Harassment or victimization of any person who raises concerns under this policy will not be tolerated.

Confidentiality #

OASIS will make reasonable efforts to maintain the confidentiality of anyone making a report. However, in some cases details may need to be shared to properly investigate the allegation. If you have concerns about confidentiality, discuss them with the (Interim) ED or another Board member before submitting a formal report.

Anonymous reports are accepted. While named reports facilitate more thorough investigations, OASIS will pursue anonymous allegations within practical limits, weighing the likelihood of a productive investigation against available corroboration.

How to Report #

Report concerns to the (Interim) ED. If the concern involves the (Interim) ED, report directly to another impartial Board member.

Employment matters unrelated to financial misconduct or unlawful activity should follow standard supervisory and HR channels.

Report concerns as early as possible. Early reporting enables prompt action.

What You Need to Provide #

You do not need to prove your allegation, but you must be reporting in good faith — that is, you must have a genuine, reasonable belief that the concern is well-founded. Deliberately false allegations may result in disciplinary action.

Investigation Process #

The (Interim) ED, or in matters involving the (Interim) ED, another Board member designated by the Board, will conduct initial inquiries and engage legal counsel if needed. The Board and Finance Committee receive complaint information and determine the appropriate response. Anyone implicated in a complaint does not participate in Board deliberations about that complaint, except to present information on their own behalf.