Whistleblower Policy

Reporting Responsibility

This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns internally so that AFGJ can address and correct inappropriate conduct and actions. It is the responsibility of all board members, officers, employees and volunteers to report concerns about violations of AFGJ’s code of ethics or suspected violations of law or regulations that govern AFGJ’s operations.

No Retaliation

It is contrary to the values of AFGJ for anyone to retaliate against any board member, officer, employee or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of AFGJ. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

Reporting Procedure

AFGJ has an open door policy and suggests that employees share their questions, concerns, suggestions or complaints with the collective. If you are not comfortable speaking with the whole collective, you are encouraged to speak with the collective staff member of your choosing, or a collective board member. Selected committees within the board staff collective has the responsibility to investigate all reported complaints.

Compliance Officer

AFGJ’s Co-Coordinators are responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved.

Accounting and Auditing Matters

AFGJ Co-Coordinators shall immediately notify the Finance Committee of any concerns or complaint regarding corporate accounting practices, internal controls or auditing and work with the committee until the matter is resolved.

Acting in Good Faith

Anyone filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

Handling of Reported Violations

AFGJ’s Co-Coordinator will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

Compliance Officers: The Co-Coordinators