Whistleblower Policy
Employee Protection Policy
211 Broward is committed to operating in furtherance of its tax‐exempt purposes and in compliance with all applicable laws, rules and regulations, including those concerning accounting and auditing, and prohibits fraudulent practices by any of its board members, officers, employees, or volunteers. This policy outlines a procedure for employees to report actions that an employee reasonably believes violates a law, or regulation or that constitutes fraudulent accounting or other practices. This policy applies to any matter which is related to 211 Broward’s business and does not relate to private acts of an individual not connected to the business of 211 Broward.
If an employee has a reasonable belief that an employee of 211 Broward has engaged in any action that violates any applicable law, or regulation, including those concerning accounting and auditing, or constitutes a fraudulent practice, the employee is expected to immediately report such information to the President/CEO. If the employee does not feel comfortable reporting the information to the President/CEO, he or she is expected to report the information to the Chairman of the Board or any Board member of 211 Broward. All reports will be followed up promptly, and an investigation conducted. In conducting its investigations, 211 Broward will strive to keep the identity of the complaining individual as confidential as possible, while conducting an adequate review and investigation.
211 Broward will not retaliate against an employee because that employee: (a) reports to a supervisor, to the President/CEO, the Board of Directors or to a federal, state or local agency what the employee believes in good faith to be a violation of the law; or (b) participates in good faith in any resulting investigation or proceeding, or (c) exercises his or her rights under any state or federal law(s) or regulation(s) to pursue a claim or take legal action to protect the employee’s rights.
211 Broward may take disciplinary action (up to and including termination) against an employee who in management’s assessment has engaged in retaliatory conduct in violation of this policy. In addition, 211 Broward will not, with the intent to retaliate, take any action harmful to any employee who has provided to law enforcement personnel or a court truthful information relating to the commission or possible commission by 2‐1‐1 Broward or any of its employees of a violation of any applicable law or regulation.
Supervisors will be trained on this policy and 211 Broward’s prohibition against retaliation in accordance with this policy. If 211 does not resolve the complaint to the employees satisfaction, the employee has the right to file a complaint with the following:
Broward County Office of Intergovernmental Affairs and Professional Standards Section
