Whistle Blower Policy

One of the two provisions of the Sarbanes-Oxley Act of 2002 that applies to nonprofit organizations is the legal protection of whistle-blowers.  The Act makes it illegal for a corporate entity to punish whistle-blowers who risk their careers by reporting suspected illegal activities in an organization.  No form of punishment, including firing, demotion, suspension, harassment, failure to consider the employee for promotion, or any other kind of discrimination, is allowed.

To receive whistle-blower protection, an employee does not have to demonstrate misconduct.  A reasonable belief or suspicion that violation of an applicable law or regulation exists is sufficient.

Crossroads Mission Avenue is committed to the highest possible standards of ethical, moral, and legal conduct.  Consistent with this commitment, we will aim to provide an avenue for employees to raise concerns about suspected illegal conduct and fraud and to provide reassurance that they will be protected from reprisals or victimization for whistle-blowing in good faith. 

It is the responsibility of every employee to report concerns relating to suspected misconduct, dishonesty or fraud.  Employees are encouraged to share their concerns within the workplace setting.  Crossroads Mission Avenue’s open door policy permits employees to go to higher levels of management to report unethical or illegal activities.  If an employee fears retaliation or does not believe the workplace to be a safe environment to express such concerns, concerns shall be set forth in writing and sent in a confidential sealed envelope to:

            President, Board of Directors             702 W 14th St            Hastings, NE  68901

Anonymous Allegations                

Employees are encouraged to put their names to allegations because appropriate follow-up questions and investigation may not be possible unless the source of the information is identified.  Concerns expressed anonymously will be investigated, 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 reliable sources.

Acting in Good Faith

Anyone filing a complaint must be acting in good faith and have reasonable grounds for believing the information disclosed indicates misconduct, dishonesty, or fraud.  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.