Whistleblower

Policy

CMFCAA WHISTLEBLOWER POLICY

Resolution of the Central Missouri Foster Care & Adoption Association Board of Directors: The Board of Directors adopts the following stated policy for inclusion in the Center’s employee handbook and directs the Center’s President/CEO to ensure that it is given to and acknowledged by all employees. The President/CEO will also ensure that whistleblower protection notification is posted in the workplace(s) as may be required by state law.

If any employee reasonably believes that some policy, procedure, or activity of Central Missouri Foster Care & Adoption Associationis in violation of a local, state, or federal law, a written complaint should be filed with the President/CEO. In the event that the President/CEO is alleged to be in violation of the law, the complaint should be filed with the President of the Center’s Board.

It is our intent to adhere to all laws, rules, and regulations that apply to the agency and this policy is to support the agency’s legal compliance.

The support of all employees is necessary to achieving compliance with all applicable laws and their regulations.

An employee is protected from retaliation only if the employee brings the alleged unlawful policy, procedure, or activity to the attention of the President/CEO and provides that person with a reasonable opportunity to investigate, correct, and/or report the alleged unlawful practice. The protection described below is only available to employees complying with this requirement.

The agency will not retaliate against an employee who, in good faith, has made a protest or raised a complaint against some practice of the agency or, of another individual or entity with whom the agency has a business relationship, on the basis of a reasonable belief that the practice is in violation of a law, rule, regulation, or a clear mandate of public policy.

The agency will not retaliate against an employee who discloses or threatens to disclose to a supervisor or a public body any policy, procedure, or activity that the employee reasonably believes is in violation of a law, rule, regulation, or is in violation of a clear mandate of public policy concerning the health, safety, welfare, or protection of the environment.

My signature below attests to my receipt and understanding of this policy. It also attests to the fact that I have been provided with an opportunity to ask questions about the policy.

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Employee Signature and Date

Established by Board of Directors February 2014