Ethics Activities and Protections
Goodwill Industries employees are expected and required to report any activity the employee suspects or considers to be illegal or dishonest to a supervisor, manager, the Employment and Training Director or our ethics reporting hotline. Examples of illegal or dishonest activities are violations of federal, state or local laws; violations of ethics; billing for services not performed or for goods not delivered; and other fraudulent financial reporting.
Employees wishing to report suspected illegal or dishonest behavior who wish to remain anonymous may use our ethics reporting hotline. The phone number for the hotline is posted at all of our facilities and is available on our website at www.goodwill-oregon.org. The report will be forwarded to the Employment and Training Director.
The employee, or “whistleblower”, making the report will not be responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.
Whistleblower protections are provided in two important areas – confidentiality and retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense.
Goodwill Industries will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. If a whistleblower believes they are being retaliated against they must tell a supervisor, manager or the Employment and Training Director immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.
All reports of illegal and dishonest activities will be promptly submitted by the supervisor or manager to the Employment and Training Director who is responsible for investigating and coordinating corrective action. The Employment and Training Director will conduct an investigation on a report as soon as possible and not later than 30 days after the report is filed. In the event it is the Employment and Training Director’s conduct which is in question, the report should be made by the supervisor or manager to the President/CEO.
Employees with any questions regarding this policy should contact the Employment and Training Director.