Whistleblower Policy

The board of directors approves the inclusion of the following statements as an addendum in the Policies and Procedures Manual, and directs that it is given to and acknowledged by all employees and volunteers. It is the intent of Breastfeeding USA to adhere to all laws and regulations that apply to this organization, and the underlying purpose of this policy is to support the organization’s goal of legal compliance. Breastfeeding USA supports all employees and volunteers as necessary to achieve compliance with various laws and regulations.

The Breastfeeding USA Code of Ethics ("Code") requires directors, officers and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the organization, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations when conducting the business of the organization and our interactions with one another.

Reporting Responsibility
It is the responsibility of all directors, officers, volunteers and employees to comply with the Code and all other organizational policies and to report violations or suspected violations in accordance with the Whistleblower Policy.

No Retaliation
No director, officer, volunteer or employee who in good faith reports a violation of the Code and/or policies shall suffer harassment, retaliation or adverse employment or retention consequences. An employee or volunteer who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment or the severing of volunteer affiliation. This Whistleblower Policy is intended to encourage and enable employees, volunteers and others to raise serious concerns within Breastfeeding USA prior to seeking resolution outside the Organization.

Reporting Violations
The Organization encourages employees and volunteers to share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, a supervisor or department manager is in the best position to address an area of concern. However, if you are not comfortable speaking with your supervisor or manager, or you are not satisfied with your supervisor's response, you are encouraged to speak with someone in the Human Resources Department (for future reference. No HR department presently exists.) or anyone in management whom you are comfortable in approaching. Supervisors and managers are required to report suspected violations of federal, state or local law, the Code of Ethics or Policies and Procedures to the organization's Compliance Officer, or a designated individual who has specific and exclusive responsibility to investigate all reported violations. For suspected fraud, or when you are not satisfied or uncomfortable with following the organization's reporting policy or going to a manager or supervisor first, individuals should contact the organization's Compliance Officer directly.

Compliance Officer
The Organization's Compliance Officer is responsible for investigating, documenting and resolving all reported complaints and allegations concerning violations of the Code or policies and, at her discretion, shall advise the chief organizational manager, e.g. Executive Director, President, vice-President or the Executive Committee chair.) The Compliance Officer has direct access to the Executive Committee of the Board of Directors and is required to report to that committee at least annually on compliance activity.

Accounting and Auditing Matters
The Treasurer of the Board of Directors shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or auditing. The Compliance Officer shall immediately notify the Board of Directors of any such complaint and work with the Finance Committee until the matter is resolved.

Acting in Good Faith
Anyone filing a complaint concerning a violation or suspected violation of the law, Code or policies must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. The notified personnel shall presume the good faith of the reporting individual. 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.

Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. 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 Compliance Officer will notify the sender and acknowledge receipt of the reported violation or suspected violation within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

My signature below indicates my receipt and understanding of this policy. I also verify that I have been provided with an opportunity to ask questions about this policy.

Volunteer or Employee Signature