Whistleblower Policy

Any employee who reports an activity by HFHDC or its directors, officers, employees and/or volunteers that he/she considers to be illegal or dishonest to one or more parties specified in this policy shall not be subjected to adverse action or retaliation of any kind as a result of such reporting. Examples of illegal or dishonest activities include without limitation, violations of HFHDC’s policies; violations of federal, state or local laws, ordinances, and regulations; fraudulent billing or accounting practices; or other fraudulent financial reporting.

If any employee has knowledge of, or a reasonable basis to suspect illegal or dishonest activities, the employee should contact HFHDC CEO Valerie Johnson and/or Chairperson of the Personnel Committee - Jennifer Knudson. An employee who makes a report under this policy is not responsible for investigating the activity or determining fault or appropriate corrective measures.

Anyone reporting a suspected violation should do so in good faith, with reasonable grounds for believing the information being reported indicates a violation. Any allegations which are unsubstantiated, and which were made intentionally or with malice, or which the employee knew were false or untrue, may be cause for discipline, up to and including termination of employment or service.

All allegations made under this policy will be investigated promptly. Confidentiality will be maintained to the extent consistent with HFHDC’s duty to investigate. Any employee who believes he/she has been subjected to retaliation in violation of this policy should contact the HFHDC CEO and/or Chair of the Personnel Committee.