Whistleblower


  1. PURPOSE
  2. The purpose of this policy is to protect employees who report any activity that he/she considers being illegal or dishonest to one or more of the parties specified in this policy.

  3. SCOPE
  4. This policy applies to all employees related to the CureSearch for Children’s Cancer (CURESEARCH).

  5. DESCRIPTION
    1. Policy
      1. A Whistleblower as defined by this policy is an employee of CURESEARCH  who reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this policy.
      2. The Whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.
    2. Procedure
      1. If an employee has knowledge of or concern of illegal or dishonest fraudulent activity, CURESEARCH encourages the employee to report such incidents to his/her immediate supervisor and/or Human Resources (An employee is not required to report to their immediate supervisor, if their supervisor is the offender. Line of authority is not required in such an instance.)
      2. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrong doing will be subject to discipline up to and including termination.
      3. Whistleblower protections are provided in two important areas: confidentiality and retaliation.
      4. The confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense.
      5. CURESEARCH will not retaliate against a whistleblower. This includes, but is not limited to: protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact Human Resources immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.
      6. All reports of illegal and dishonest activities will be promptly submitted to the Vice President of Human Resources who is responsible for investigating and coordinating corrective action. Employees with any questions regarding this policy should contact Human Resources.
 

Christine Bork
Email Christine
(240) 235-2208



Childhood Cancer

Medical Information

Research

Coping with Cancer

Get Involved

About Us