Whistleblower Policy
Purpose
Abundance Canada’s Standards of Conduct ("Standards") requires directors, officers and employees observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As representatives of Abundance Canada, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
Scope
It is the responsibility of all directors, officers and employees to comply with the Standards and to report violations or suspected violations in accordance with the Whistleblower Policy.
No Retaliation
No director, officer or employee, who in good faith reports a violation of the Standards, shall suffer harassment, retaliation or adverse consequence. An employee who retaliates against someone who has reported a violation in good faith is subject to disciplinary action up to and including termination of employment. Similarly, a director who retaliates against someone who has reported a violation in good faith is subject to disciplinary action and/or removal from the Board. This Whistleblower Policy is intended to encourage and enable directors, officers, and staff members to raise serious concerns within Abundance Canada prior to seeking resolution outside Abundance Canada.
Reporting Violations
Employees should share their questions, concerns, suggestions or complaints with their Supervisor, a Leadership Team member, or the CEO. The CEO has responsibility to investigate all reported violations. For suspected fraud, or when an employee is not comfortable approaching their Supervisor, a Leadership Team member or the CEO, they should contact the Board Chair directly.
Reportable violations may include, but are not limited to:
- Corporate accounting practices, internal controls, and assurance matters
- Fraud and security allegations
- Improper practice (illegal, fraudulent, dishonest, negligent, or otherwise unethical action by an employee, or any action contradictory to Abundance Canada policies)
- Substance abuse issues
- Privacy breaches
Acting in Good Faith
A director, officer, or employee filing a complaint concerning a violation or suspected violation of the Standards must act in good faith and have reasonable grounds for believing the information disclosed indicates a violation of the Standards. 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 offense. Employees may be subject to disciplinary action up to and including immediate termination for cause. Directors may be subject to disciplinary action and/or removal from the Board.
Confidentiality
Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Handling of Reported Violations
The recipient of the written complaint will notify a member of the Leadership Team (or the Board Chair when necessary) who in turn will notify the sender (when known) and acknowledge receipt of the reported violation or suspected violation within five (5) business days. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.