BOARD POLICY:  WHISTLEBLOWER POLICY; PAGE H 1;
APPROVED: APRIL 17, 2012

The York Art Association requires directors, officers and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the Organization, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.

It is the responsibility of all directors, officers and employees to comply with the above and to report violations or suspected violations in accordance with this Whistleblower policy.

No director, officer or employee who in good faith reports a violation shall suffer harassment, retaliation or adverse employment consequence. 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. This policy is intended to encourage and enable employees and others to raise serious concerns within the York Art Association prior to seeking resolution outside.

In most cases, your supervisor is in the best position to address an area of concern.  If you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you can seek remedy through the YAA by-laws, Article II, Section 5.

Anyone filing a 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 of ethics. 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.