Whistleblower Policy. Congress has enacted whistleblower protection statue 41 U.S.C. 4712, which applies to all employees working for contractors, grantees, subcontractors, and subgrantees on federal grants and contracts. This program requires all grantees, subgrantees and subcontractors to: inform their employees working on any federally funded award they are subject to the whistleblower rights and remedies of the program; inform their employee in writing of employee whistleblower protections under 41 U.S.C. 4712 in the predominant native language of the workforce; and Contractors and grantees will include such requirements in any agreement made with a subcontractor or subgrantee. The statue (41 U.S.C. 4712) states that an “employee of a contractor, subcontractor, grantee [or subgrantee] may not be discharged, demoted, or otherwise discriminated against as a reprisal for “whistleblowing”. In addition, whistleblower protections cannot be waived by any agreement, policy, form, or condition of employment. Whistleblowing is defined as making a disclosure “that the employee reasonably believes is evidence of any of the following: gross mismanagement of a federal contract or grant; a gross waste of federal funds; an abuse of authority relating to a federal contract or grant; a substantial and specific danger to public health or safety; or a violation of law, rule, or regulation related to a federal contract or grant (including the competition for, or negotiation of, a contract or grant). To qualify under the statute, the employee’s disclosure must be made to: a Member of Congress or a representative of a Congressional committee; or an Inspector General; or the Government Accountability Office; or a Federal employee responsible for contract or grant oversight or management at the relevant agency; or an authorized official of the Department of Justice or other law enforcement agency; or a court or grand jury; a management official or other employee of the contractor, subcontractor, grantee or subgrantee who has the responsibility to investigate, discover or address misconduct.
Whistleblower Policy. W. Staffing and Management Plan OPERATOR will provide to the COUNTY a Staffing and Management Plan that includes the following policies and procedures in accordance with the Phase I MOPSP 1. Staff Policies Hiring Policy Screening Procedure Acceptance Procedure
Whistleblower Policy. Associated Person means any person associated with the Supplier who is performing services or providing goods for or on behalf of the Supplier in connection with this Agreement or who is otherwise an "associated person" under section 8 of the UK Bribery Act 2010 Authorised Representative is a person appointed to act as an authorised representative on behalf of a party for the purposes of this Agreement. Authority means any government department, local government council, government or statutory authority; or any other party under a law, which has a right to impose a requirement or whose consent is required by a legislative instrument with respect to, or in connection with, the supply of the Goods. Business Day means a day on which banks are open for general banking business in the Country and the United States of America. Claim means any claim, action, suit, demand, proceeding, notice, litigation, investigation or judgement whether based in contract, tort, under statute or otherwise.
Whistleblower Policy. A whistleblower as defined as a member, volunteer, committee member, or board member of an Association who reports an activity that her or she considers to be illegal or dishonest to one or more other parties specified in this policy. The whistleblower is not responsible for investigating the activityor for determining fault or corrective measures; appropriate management officials are charged with these responsibilities, Association shall adopt whistleblower policy and document the policy within appropriate bylaws and or policies.
Whistleblower Policy. School shall adopt and implement a whistleblower policy with specific procedures for reporting violations of organizational policy or applicable laws and must ensure that those making reports are protected from retaliation and any repercussions.
Whistleblower Policy. UC is committed to conducting its affairs in compliance with the law, and has established a process for reporting and investigating suspected improper governmental activities. Please visit xxxx://xxx.xxxx.xxx/uc-whistleblower/ for more information.
Whistleblower Policy. You understand and agree that nothing in this Letter Agreement or the Employment Agreement limits or interferes with your right, without notice to or authorization from the Company, to file a charge or complaint with the Equal Employment Opportunity Commission, the National Labor Relations Board, the Occupational Safety and Health Administration, the U.S. Securities and Exchange Commission, the Financial Industry Regulatory Authority, or any other self-regulatory organization or any other federal, state or local governmental agency or commission (each a “Governmental Agency”), or to testify, assist or participate in any investigation, hearing or proceeding conducted by a Governmental Agency. In the event you file a charge or complaint with a Government Agency, or a Government Agency asserts a claim on your behalf, you agree that your release of Claims in this Letter Agreement will nevertheless bar your right (if any) to any monetary or other recovery (including reinstatement), except that you do not waive: (1) your right to receive an award from the Securities and Exchange Commission pursuant to Section 21F of the Securities Exchange Act of 1934 and (2) any other right where waiver is expressly prohibited by law.
Whistleblower Policy. It is the policy of CRDF Global that grantees, vendors and contractors are encouraged and expected to report possible violations of laws, rules and regulations, as well as fraudulent or dishonest use or misuse of CRDF Global resources or property, violations of CRDF Globals conflict of interest policy and other serious misconduct. Reports may be made directly to CRDF Global management (who can be contacted via the main CRDF Global website xxx.xxxxxxxxxx.xxx or via the Global Compliance hotline available at xxxxx://xxxxxxxxxx.xxxxxxxxxx.xxx/gcs/welcome?locale=en. All information will be treated confidentially and all complaints will be investigated by CRDF Global management and regularly reported to the Audit Committee of the Board of Directors. CRDF Global will not retaliate, nor will CRDF Globaltolerate retaliation by any of its employees, against any grantee, vendor or contractor who makes a good faith report pursuant to this policy; even if an investigation shows that there has not been a violation.
Whistleblower Policy. Purchaser and Provider agree that ensuring that DSPs, Indirect Staff, contract staff, Independent Service Provider(s), and volunteer(s) are afforded protection under state and/or federal whistleblower protection laws is paramount to the intent of this Agreement. Provider certifies that it will comply with the provisions of the Xxxxxxxx-Xxxxx Act of 2002 (SOX), which is applicable to all nonprofit organizations, as well as other state and/or federal whistleblower protection laws. The Milwaukee County Department of Health and Human Services (DHHS) requires all Providers contracting with the department under this Agreement, or any other agreement with DHHS, to adopt and implement a whistleblower policy, per DHHS Whistleblower Policy and Procedure, No. 003 (xxxx://xxxxxx.xxxxxxxxx.xxx/ContractMgt15483.htm)
Whistleblower Policy. Tri-CAP seeks to have an “Open Door Policy” and encourages employees, officers or agents, to share their questions, concerns, suggestions or complaints regarding the organization and its operations with someone who can address them properly. In most cases, a Board member or committee member should present his or her concerns to the Chair of the Board. Employees or agents are to address areas of concern directly to the Executive Director. However, if a Board member is not comfortable speaking with the Board Chair or is not comfortable with the Board Chair’s response, or if an employee or agent is not comfortable speaking with the Executive Director or if the employee or agent is not satisfied with the Executive Director’s response, the Board member, committee member, employee or agent is encouraged to speak with anyone on the Board who the employee or agent is comfortable in approaching, or to directly contact the Tri-CAP’s outside legal counsel, whose contact information can be obtained from the Executive Director. No employee, officer or agent who in good faith reports a violation of a law or regulation requirement shall suffer harassment, retaliation or adverse consequence. An employee, officer or agent who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of service. This Whistleblower Policy is intended to encourage and enable persons to raise serious concerns within the Organization prior to seeking resolution outside the Organization. Xxx-XXX’x Executive Director, working with the Chair of the Board, will act as the Organization’s Compliance Officer. The Compliance Officer is responsible for investigating and resolving all employee, officer or agent complaints and allegations concerning any violations. The Board Chair or his or her designee will take on the Compliance Officer role if the complaint involves the Executive Director. If the complaint involves both the Executive Director and Board Chair, outside legal counsel will carry out the functions of the Compliance Officer. The Finance Committee of the Board of Directors shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or auditing. The Compliance Officer shall immediately notify the Finance Committee of any such complaint and work with the Committee until the matter is resolved. Anyone filing a complaint concerning a violation or suspected violation of the law or...
