Whistleblower Protection Policy
Whistleblower Protection Policy
Whistleblower Protection Policy Purpose
Business Relationship Management Institute, Inc. (BRM Institute) requires directors, officers, employees, and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of BRM Institute, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
Reporting Responsibility
This Whistleblower Protection Policy is intended to encourage and enable employees and others to raise serious concerns internally so that BRM Institute can address and correct inappropriate conduct and actions. It is the responsibility of all board members, officers, employees, and volunteers to report concerns about violations of BRM Institute’s Code of Ethics or suspected violations of law or regulations that govern BRM Institute’s operations.
No Retaliation
It is contrary to the values of BRM Institute for anyone to retaliate against any board member, officer, employee or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of BRM Institute. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Reporting Procedure
BRM Institute has an open-door policy and suggests that employees with concerns share their questions, concerns, suggestions or complaints with their team leaders, as soon as possible after the alleged violation. If you are not comfortable speaking with your team leader or you are not satisfied with your team leaders’ response, you are encouraged to speak with one of our board members. Team leaders and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the BRM Institute Compliance Partner, who has the responsibility to investigate all reported complaints. Employees with concerns or complaints may also submit their concerns in writing directly to their team leader, the CEO or the BRM Institute Compliance Partner .
BRM Institute Compliance Partner
The BRM Institute Compliance Partner is responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved. The BRM Institute Compliance Partner will advise the necessary parties (the team leader, managers, or a board of directors’ member) of all complaints and their resolution and will report at least annually to the board of directors on compliance activity relating to accounting or alleged financial improprieties.
Accounting and Auditing Matters
The BRM Institute Compliance Partner shall immediately notify the board of directors of any concerns or complaint regarding corporate accounting practices, internal controls or auditing and work with the committee until the matter is resolved.
Acting in Good Faith
Anyone filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. 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 disciplinary offense.
Confidentiality
Violations or suspected violations may be submitted on a confidential basis by the complainant. 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 BRM Institute Compliance Partner will notify the person who submitted a complaint and acknowledges receipt of the reported violation or suspected violation. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.
BRM Institute Compliance Partner: Meriah Barnes
Any questions related to the content of this policy or its interpretation should be directed to the BRM Institute Legal Team. This BRM Institute Whistleblower Protection Policy is subject to change without notice.
Whistleblower Protection Reporting Procedures
Report Inappropriate Conduct or Actions
1) Share questions, concerns, suggestions or complaints with their team leaders in person or in writing (letter or email).
2) If you are not comfortable speaking with your team leader or you are not satisfied with your team leaders’ response, you are encouraged to speak with one our founder or a board member in person or in writing (letter or email).
3) Team leaders and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the BRM Institute Compliance Partner, who has the responsibility to investigate all reported complaints. Employees with concerns or complaints may also submit their concerns in writing directly to their team leader, the founder or the BRM Institute Compliance Partner.
BRM Institute Compliance Partner
The BRM Institute Compliance Partner is responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved. The BRM Institute Compliance Partner will advise the necessary parties (the team leader, the CEO or a board of directors’ member) of all complaints and their resolution and will report at least annually to the board of directors on compliance activity relating to accounting or alleged financial improprieties.
Accounting and Auditing Matters
The BRM Institute Compliance Partner shall immediately notify the board of directors of any concerns or complaint regarding corporate accounting practices, internal controls or auditing and work with the committee until the matter is resolved.
Acting in Good Faith
Anyone filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. 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 disciplinary offense.
Confidentiality
Violations or suspected violations may be submitted on a confidential basis by the complainant. 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 BRM Institute Compliance Partner will notify the person who submitted a complaint and acknowledges receipt of the reported violation or suspected violation. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.
BRM Institute Compliance Partner: Meriah Barnes