Whistleblower Policy
*************** requires managers, supervisors and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and
representatives ******************* we must practice honesty and integrity in fulfilling our
responsibilities and comply with all applicable laws and regulations.
Reporting Responsibility
This Whistleblower Policy is intended to encourage and enable employees and others to raise
serious concerns internally so that ***************** can address and correct inappropriate
conduct and actions. It is the responsibility of all persons employed by *********************
to report concerns about violations of our pre-requisite programs, safety, and food safety.
No Retaliation
It is contrary to the values of ***************** for anyone to retaliate against any individual who in good faith reports a violation, or a suspected violation, (i.e complaint of discrimination, or suspected fraud, or suspected violation of any pre-requisite programs of the operations of ******************. 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
***************** has an open-door policy and suggests that employees share their questions, concerns, suggestions or complaints with their supervisor, or the human resources department. Verbal complaints are accepted in the Human Resource office, and the identity of the employee shall be kept confidential. Also, supervisors are required to report complaints or concerns about suspected violations listed above in writing to who has the responsibility to investigate all relevant reported complaints. Employees with concerns or complaints may also submit their concerns in writing directly to the suggestion box located in the break area or in the Human Resource Office. Senior management is responsible for ensuring that all complaints about unethical or illegal conduct are investigated and 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.
Handling of Reported Violations
All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the complaint or investigation of complaint.
This is the exact program i have implemented at our facility. Took a little bit to make/modify.....let me know your thoughts. This might be able to help someone out. Feel free to use at your own risk!