Friends of JCDS (FOJCDS) does not and shall not discriminate based on race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of employees, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all employees, clients, volunteers, subcontractors, vendors, and service recipients.
Friends of JCDS is an equal opportunity employer. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant based on race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status.
Friends of JCDS
Whistle-Blower/Code of Conduct Policy
In keeping with the policy of maintaining the highest standards of conduct and ethics, Friends of JCDS (FOJCDS) will investigate any suspected fraudulent or dishonest use or misuse of FOJCDS resources or property by employees, board members, consultants and/or volunteers. Friends of JCDS is committed to maintaining the highest standards of conduct and ethical behavior and promotes a working environment which values respect, fairness, and integrity. All employees, board members, consultants and/or volunteers shall act with honesty, integrity, and openness in all their dealings as representatives for the organization and comply with all applicable laws and regulations. Failure to follow these standards will result in disciplinary action including possible termination of employment, dismissal from one’s board or volunteer duties, and possible civil or criminal prosecution if warranted.
Employees, board members, consultants and/or volunteers are encouraged to report suspected fraudulent or dishonest conduct (i.e., to act as a “whistle-blower” see definitions section), pursuant to the procedures set forth below.
A person’s concerns about possible fraudulent or dishonest use or misuse of resources or property should be reported to their supervisor or, if suspected by a consultant and/or volunteer, to the supporting employee of their work/project.
If for any reason a person finds it difficult to report their concerns to their supervisor or the supporting employee, the person may report their concern(s) directly to one of the following:
Alternatively, to facilitate reporting of suspected violations where the reporter wishes to remain anonymous, a written statement may be submitted to one of the individuals listed above.
Baseless Allegations: Allegations made with reckless disregard for their truth or falsity. People making such allegations may be subject to disciplinary action by FOJCDS and/or legal claims by individuals accused of such conduct.
Fraudulent or Dishonest Conduct: A deliberate act or failure to act with the intention of obtaining an unauthorized benefit. Examples of such conduct include, but are not limited to:
Whistle-Blower: An employee, board member, consultant and/or volunteer who informs a supervisor and/or supporting employee, Board Chair, Finance Chair, or Chief Executive Officer about an activity relating to FOJCDS which that person believes to be fraudulent or dishonest.
Rights and Responsibilities
Supervisors and/or supporting employees are required to report suspected fraudulent or dishonest conduct to the Board Chair, Finance Chair, or Chief Executive Officer of FOJCDS.
Reasonable care should be taken in dealing with suspected misconduct to avoid:
Due to the important yet sensitive nature of the suspected violations, an effective professional follow-up is critical. Supervisors and/or supporting employees, while appropriately concerned about “getting to the bottom” of such issues, should not in any circumstances perform any investigative or other follow-up steps on their own. Accordingly, a supervisor and/or supporting employee who becomes aware of suspected misconduct (unless specifically directed):
All relevant complaints, including suspected but unproved complaints, will be reviewed, and analyzed with documentation of the receipt, retention, investigation, and treatment of the complaint. Appropriate corrective action will be taken, if necessary, and findings will be communicated back to the reporting person and their supervisor and/or supporting employee. Some investigations may warrant an additional investigation by an independent person such as auditors and/or attorneys.
Friends of JCDS will protect whistle-blowers as defined below: