Team Veterans Placement

Services Whistleblower
policy memorandum

8 October 2016
123 Street St
Richmond, VA 28540
(123) 456-7890

1. Purpose. This policy memorandum promulgates the

position that Team VEPS leadership has put forth regarding the
reporting of egregious and serious offenses also known as the
whistleblower policy.
2. The objective of Team VEPS whistleblower policy is to
establish clear policies and procedures for:
a. The report of ethical violations/actions by employees,
directors, and officers within the organization. Reports can be
confidential and/or anonymous
b. The cradle to grave handling of reports from initial
receipt, to investigation and eventually follow-up.
c. The leadership of Team VEPS will in no way make an
attempt to locate the origin of the report, and will further
protect the dignity and anonymity of those who chose to make
a report
3. Reporting Guidance. I expect that all employees, both
salary and volunteers adhere to the Team VEPS code of
conduct. Additionally, it our collective responsibility to report
violations of the code, when and if instances should arise.

Doing so protects the sanctity of this company and the values it

was founded upon.
4. Reporting Procedures. Employees are encouraged to
utilize their primary leadership as a mechanism to report all
incidents through. If this route is not feasible, employees will
utilize the Director of Human Resources as their point of
contact. Submissions can be in person, in writing, or in the
anonymous drop box outside their office.
Once a report is received, the Director, Human Resources is
required to make initial contact with the board of directors
within 5 working days. At a minimum, the Director, HR must
contact the senior member of the board, and brief him/her of
the following: date of receipt, nature of the complaint, current
actions being taken, and recommendations. If an investigation
is warranted, the board of directors will be briefed once every
30 days on the progress of the investigation.
If the report is not anonymous, the Director, HR will conduct a
private follow up with the submitter; brief him/her on their
findings and way-ahead. If anonymous, the report will be filed,
in accordance with the companys controlled access procedures.
Reports not requiring investigation will be maintained by HR for
a period of 10 years. Reports requiring investigation will be
maintained indefinitely by HR.
5. Retaliation. Acts of retaliation against an employee who
divulges information will not be tolerated. Any report or
violations of such will be thoroughly investigation and met with
appropriate disciplinary action. The trust of our employees is a
strong bond that cannot be severed, and it is imperative that
we all do our part to ensure that bond remains strong.

Sincerely,
Jonathan Zainea