Non-Retaliation in Reporting Policy (Whistleblower Policy)

All staff, volunteers, consultants, and board members must be committed to the highest possible standards of ethical and legal business conduct. This conduct is detailed in our Code of Ethics. To ensure that this commitment is realized, Berkshire United Way has an expressed non-retaliation in reporting, or “whistleblower” policy, to ensure and promote open communication. This policy was created to provide an effective mechanism for individuals to raise concerns, and to protect all individuals from repercussions or victimization for reporting issues in good faith.

The Non-Retaliation Policy is intended to cover serious and sensitive issues that could negatively impact the agency in areas including, but not limited to: incorrect financial reporting, unlawful activities, violation of BUW policy, including the Diversity, Equity, Inclusion and Belonging Policy, and serious unethical conduct.

Non-Retaliation in Reporting Procedure

Serious concerns relating to financial reporting, unethical, or illegal conduct should be reported in writing to the president and CEO. Should the concern relate to the actions of the president and CEO, the reporting should be to the chairperson of the Human Resources Committee or to the chairperson of the Board of Directors. Contact information for these persons can be found on this page. Although the reporter is not expected to prove the truth of an allegation, the individual needs to demonstrate to the person contacted that there are sufficient grounds for concern.

Berkshire United Way encourages individuals to put their names to allegations because appropriate follow-up questions and investigation may not be possible unless the source of the information is identified. An effort will be made to protect the complainant’s identity; however, this cannot be guaranteed.

The action taken will depend on the nature of the complaint. Unless longer periods of time are necessary, the president and CEO and/or chairperson of the Human Resources Committee will have 10 working days from receipt of a complaint to investigate its merits and to take action. The complainant will be given the opportunity to receive follow-up on their concern within two weeks.

Harassment or victimization of the complainant will not be tolerated and will be considered to be retaliatory action which is subject to disciplinary action.

What to include when reporting

Whether reporting by mail, email, phone or in person, please provide as many details as you can about the matter. You may remain anonymous.

You may choose to remain anonymous. However, if you are willing to allow the designated reporting person to contact you, if needed for follow-up questions to assist with the investigation, please provide your contact information as recommended below.

First and Last Name

Address, City, State, Zip

Email

Phone – please indicate if this is a business, mobile, or home phone.