Whistle Blower Policy
- If an employee reasonably believes that some policy, practice or activity of The Josselyn Center is in violation of law, a written complaint must be filed by that employee with the President or the Chairperson of the Board of Directors.
- It is the intent of The Josselyn Center to adhere to all laws and regulations that apply to The Josselyn Center and the underlying purpose of this policy is to support The Josselyn Center’s goal of legal compliance. The support of all employees is necessary to achieving compliance with various laws and regulations. An employee is protected from retaliation only if the employee brings the alleged unlawful activity, policy or practice to the attention of The Josselyn Center and provides The Josselyn Center with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to employees that comply with this requirement.
- The Josselyn Center will not retaliate against an employee who in good faith, has made a protest or raised a complaint against some practice of The Josselyn Center, or of another individual or entity with whom The Josselyn Center 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.
- The Josselyn Center will not retaliate against employees who disclose or threaten to disclose to a supervisor or a public body, any activity, policy, or practice of The Josselyn Center that the employee 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.
Each employee, at the time of hire, will be required to sign the Josselyn Center’s whistleblower policy indicating his/her receipt and understanding of the policy and that he/she has been provided with an opportunity to ask questions about the policy.