STATEMENT OF DONOR RIGHTS:
- To be informed of the organization’s mission, of the way your donation will be used and the capacity the organization has to use your donation.
- To know who is on the governing board and to expect the board to exercise prudent judgment in its stewardship responsibilities.
- To have access to the organizations most recent financial records.
- To be assured your donation will be used the way you want it used.
- To receive appropriate acknowledgement and recognition.
- To be assured that your donation will be treated with respect and confidentiality to the extent allowed by law.
- To be informed of the identity of those soliciting in the name of the organization – employee, volunteer or professional fund raiser.
- To feel free to ask questions about the organizations mission statement, vision statement and core values.
- To know that your name won’t be sold by the charity – it in doubt, ask that your name be deleted from any list that will be sold.
CONFLICT OF INTEREST POLICY:
It is the policy of “RCHH” to conduct its affairs with the highest standards of integrity. There can be no deviation from complete honesty in business transactions from all employees.
Use of company funds, property, or time for improper purposes and other deceptive and/or dishonest practices is absolutely forbidden. The best interest of the company must be each employee’s priority without actions indicating divided loyalty and/or self-dealing.
To avoid conflicts of interest, employees must observe the following:
- Maintain a high standard of conduct and refrain from exerting influence in any transaction where an employee’s personal interests may conflict with the best interests of the company or the employee or employee’s family, may personally gain any financial benefit.
- Report promptly to management any remuneration received from an individual or organization with which the company does business. Accept no cash and no merchandise from anyone who has a business relationship with the company, without prior written approval from “RCHH”.
- Refrain from using information or knowledge acquired by virtue of their position in the company for any personal gain or advantage, by divulging such knowledge or information to anyone who would use it in any manner detrimental to the interest of “RCHH”.
- Accept no other employment or compensation that could reasonably be expected to impair the individual’s independence of judgment in the performance of official duties.
- Report any knowledge of a transaction or proposed transaction by a secondary employer with an outside individual, business, or other organization that would create a conflict of interest or the appearance of one. Specifically, the employee is required to disclose any (1) Monetary benefits the employee, or an immediate family member, received from the individual/organization; (2) Investments or ownership interests the employee, or an immediate family member, has in the outside organization; (3) Offices or positions the employee, or an immediate family member, holds in the outside organization; and (4) Other relationships with the individual/organization that actually or potentially create a conflict of interest.
All disclosures required under this policy must be directed to the employee’s supervisor or manager. The supervisor or manager should promptly review the disclosure.
Report any knowledge of the existence of a violation of this policy. Violations must be reported directly to a member of “RCHH” management.
WHISTLE BLOWING POLICY:
“RCHH” is committed to high standards of ethical, moral and legal business conduct. In line with this commitment, and “RCHH”’s commitment to open communication, this policy aims to provide an avenue for employees to raise concerns and reassurance that they will be protected from reprisals or victimization for whistle blowing.
This whistle blowing policy is intended to cover protections for you if you raise concerns regarding “RCHH”, such as concerns regarding:
- Incorrect financial reporting
- Unlawful activity
- Activities that are not in line with “RCHH”’s policies
- Activities which otherwise amount to serious improper conduct
Safeguards include the following:
- Harassment or Victimization under this policy will not be tolerated.
- Every effort will be made to treat the complainant’s identity with appropriate regard for confidentiality.
- This policy encourages employees to put their names to allegations because appropriate follow-up question and investigation may not be possible unless the source of the information is identified. Concerns expressed anonymously will be explored appropriately, but consideration will be given to the seriousness of the issue raised, the credibility of the concern and the likelihood of confirming the allegation from attributable sources.
- Allegations in bad faith may result in disciplinary and possible termination.
The whistle blowing procedure is intended to be used for serious and sensitive issues. Such concerns may be reported directly to your supervisor, the executive director, or the Human Resource Department at 214-553-5505. Employment-related concerns should continue to be reported through the normal channels starting with your supervisor. The employee should be able to demonstrate to the person contacted that the report is being made in good faith.
The action taken by “RCHH” in response to a report of concern under this policy will depend on the nature of the concern. Some concerns may be resolved without the need for an investigation. If an investigation is required, further information about the nature and clarity of information may be requested from the person reporting the concern.