GNJ strives to act with integrity, honesty and respect for all persons with whom we come into contact. We rely on you to help us by speaking up whenever any situation threatens our values and our reputation. When you do, you provide us with the information necessary to remedy the situation.
Such situations may pertain to:
- Ethics and compliance issues, such as concerns about ethical organizational behavior and accounting and financial reporting matters
- Employee relations, such as concerns about your work environment, discrimination,
- retaliation or other Human Resource/Personnel Policy matters
- Compliance with laws and regulations, such as concerns about labor laws, workers’
- compensation laws, etc.
- Personal security, such as concerns about harassment, bullying, threats, intimidation,
- workplace safety, firearms, etc. (Specific procedures for reporting and investigating instances of harassment and bullying are detailed in the GNJ Employee Handbook.)
- Asset protection, such as concerns about theft or misuse of funds, equipment, materials, supplies, etc.
- Illegal acts, such as concerns about sexual molestation of children and at-risk adults, the use, sale or possession of illegal substances on conference property, etc.
You should always feel free to discuss these concerns first with your immediate manager, with our Human Resource Director Jay Kim, or with our CFO / Conference Treasurer Robert Zuckerman.
If you have concerns that you do not feel comfortable discussing with your immediate manager, the HR Director or the CFO / Conference Treasurer, or feel that you have not received a satisfactory answer or resolution, please contact:
- For financial related concerns: President of our Council on Finance and Administration (Vasanth Victor at email@example.com)
- For all other concerns: Chair of our Human Resource/Personnel Committee (Iona Harding at firstname.lastname@example.org)
If you are unsure of which person to contact, you should feel free to e-mail both. GNJ will courteously treat any person who invokes the whistleblower policy and will handle all complaints swiftly and confidentially to the extent possible consistent with ability to conduct a full and fair investigation and to comply with legal requirements. All reports will be investigated in a timely manner.
GNJ prohibits retaliatory action against an employee or any other person for reporting wrongdoing. GNJ may not in any way retaliate against an individual who makes a report of wrongdoing. Robert Zuckerman, our CFO / Conference Treasurer, is always available to discuss any questions you may have concerning this policy. He can be contacted at email@example.com.
- GNJ shall maintain a page on its website whereby individuals may report concerns to either (or both) the Chair of the Personnel Committee or the Chair of the Council on Finance & Administration. The names and e-mail addresses of these officers shall be posted on this site.