Northland Public Library (NPL) is committed to facilitating open and honest communications relevant to its governance, finances, and compliance with all applicable laws and regulations. This whistle-blower policy reflects the practices and principles of behavior that support this commitment.
It is critical that NPL be appraised about unlawful or improper workplace behavior including, but not limited to, any of the following conduct:
- Theft;
- Financial reporting that is intentionally misleading;
- Improper or undocumented financial transactions;
- Forgery or alteration of documents;
- Unauthorized alteration or manipulation of computer files;
- Improper destruction of records;
- Improper use of NPL assets;
- Improper access and or use of confidential donor information;
- Authorizing or receiving compensation for goods not received or services not performed;
- Violations of NPL conflict-of-interest policy; and
- Any other improper occurrence regarding cash, financial procedures, or reporting.
All employees of NPL as well as members of its Board have an obligation to report any conduct that they may reasonably believe to be fraudulent or suspicious. All complaints or reports will be investigated promptly and no retaliation against the good faith complainant will be tolerated.
NPL will take appropriate action against anyone found to have engaged in fraudulent or dishonest conduct, including disciplinary action by NPL, or civil or criminal prosecution when warranted.
How to File a Report
Northland Public Library has contracted with Morella & Associates to receive confidential telephone calls to allow employees to report bona fide concerns about unlawful or improper workplace behavior in complete confidence. A bona fide concern is a reasonable belief that a fraudulent act or dishonest conduct has occurred. Morella & Associates will confidentially investigate all complaints. This Hotline is available to report any unlawful or improper workplace behavior that you feel you cannot or are uncomfortable reporting to your immediate supervisor, the Executive Director or the Board President. Employee concerns about these individuals may be communicated by phone, written correspondence, or personal meeting. The Hotline telephone number is 412-369-9696. All concerns will be kept completely confidential. Management and the Board will take every reported situation seriously and investigate each report thoroughly. They will correct any problems or justify why corrections are not necessary.
Rights and Responsibilities of Employee
Whistle-blower Protection
Northland Public Library will protect whistle-blowers as follows:
- NPL will make every effort to protect whistle-blowers against retaliation. All complaints by whistle-blowers will be handled with sensitivity, discretion and confidentiality to the extent allowed by the circumstances and the law. Generally, this practice means that whistle-blower concerns will only be shared with those who have a need to know in order to conduct an effective investigation. (Should disciplinary or legal action be taken against a person or persons as a result of a whistle-blower complaint, such persons may also have a right to know the identity of the whistle-blower.)
- A whistle-blower will not be subject to retaliation. No punishment for reporting issues will be allowed, even if the claims are unfounded; a reasonable belief or suspicion that fraud exists is enough to create a protected status for the whistle-blower. No action can be taken against the whistle-blower with the intent or effect of adversely affecting the terms or conditions of the whistleblower’s employment, including but not limited to threats of physical harm, loss of job, punitive work assignments, or impact on salary or wages. Whistle-blowers who believe that they have been retaliated against may file a complaint with Executive Director. Any complaint of retaliation will be promptly investigated and appropriate corrective measures taken if allegations of retaliation are substantiated. This protection from retaliation is not intended to prohibit managers or supervisors from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance-related factors.
- Whistle-blowers must be cautious to avoid baseless allegations, which are allegations made with reckless disregard for their truth or falsity. People making such allegations may be subject to disciplinary action by NPL, and /or legal claims by individuals accused of such conduct.
Posting and Notification
This policy will be posted on NPL’s website and staff intranet (SharePoint), and a copy will be given to all new staff as part of their orientation. The Executive Director will have the responsibility of ensuring that the contact information for these individuals is updated on an annual basis.
CONTACT INFORMATION:
Amy Steele Irene Caliendo
412-366-8100 ext 101 412-358-8584
Alan Shuckrow Morella & Associates
412-281-5423 412-369-9696
Approved 11/17/2015
Rev 5/12/2017
Rev 3/29/2018
Rev 2/20/2019
Rev 2/7/2022
Rev 1/23/2024
