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Whistleblower Policy

Protecting our Assets

The following is part of the Hawk Mountain Personnel Policies. All staff are required to read, sign and abide by this document, in order to protect the organization, our generous donors and the staff.

Whistleblower Policy
It is Hawk Mountain’s policy to conduct its business in accordance with all applicable law and regulations, to keep accurate and complete books and records, and to prepare its financial statements and reports in compliance with all applicable standards and reporting requirements.  All employees at every level are expected to comply strictly with all legal and ethical obligations.  Failure to do so may result in disciplinary action, including but not limited to, possible termination of employment. 

Employees should report suspected violations of laws, governmental regulations, or other Hawk Mountain policies, including, but not limited to, concerns regarding fraud or other accounting issues.  Employees should raise such concerns in writing with their direct supervisor or the president, or both.

Employees may report such issues anonymously in writing to the above persons provided that sufficient information is contained in the report to enable Hawk Mountain’s officials and/or representatives to conduct an effective investigation.  If after reporting a concern, the employee remains unsatisfied with Hawk Mountain’s response, he/she is encouraged to speak with the Chairman of the Board of Directors.

Hawk Mountain’s officials and/or representatives who receive complaints under this Policy are required to report these complaints to the Board of Directors.  Hawk Mountain will promptly consider information reported regarding suspected violations, complaints, or concerns and take appropriate action in accordance with the law, governmental regulations, and Hawk Mountain’s policies and business practices, including but not limited to, conducting a prompt and effective investigation based on the circumstances.  Hawk Mountain will attempt to keep discussions and actions confidential to the greatest extent possible, however, in the course of any investigation, it may be necessary to share information with others.

Hawk Mountain will not retaliate against anyone who files a good faith complaint based on reasonable grounds, or who cooperates in the investigation or adjudication of a possible violation of any law, regulation, or Hawk Mountain policy.  However, any allegations that Hawk Mountain determines cannot be substantiated and which Hawk Mountain reasonably determines to have been made maliciously or knowingly to be false after Hawk Mountain’s investigation will be viewed as a serious disciplinary offense, up to and including possible termination of employment.

Gillespie