No one walks alone in their mental health journey
[The responsibilities of Board members are as follows:
Review and approval of policies
Review and approval of annual budgets, financial plans and funding proposals
Monitoring of overall financial performance of the Organization
Overseeing the processes for evaluating the adequacy of internal controls, risk management, financial reporting and compliance
Ensuring corporate governance
…]
The Board has established the following committees to assist in providing oversight and governance of the Organization:
Finance Committee
Fundraising Committee
Marketing Committee
Programs Committee
Research Committee
…]
[Each Board committee is governed by a written terms of reference (“the Terms Of Reference”) which sets out the composition, authority and duties of each committee. The Terms of Reference have been reviewed and approved by the Board. The Board reserves the right to review and update the Terms of Reference from time to time.]
Board of Directors
[.]
Founders
[Antoinette Renee Patterson
Lynette Seow…]
Management Team
[.]
Conflict of Interest Policy
The Organization has appropriate policies and procedures to address and manage any actual or potential conflicts of interest between the leadership and Board members’ interests with that of the Organization. All directors, Board members [and employees] are required to make written disclosures of any actual or potential conflict of interest to the Board of Directors or the designated [Conflict of Interest Committee] at the start of their tenure at the Organization, annually, or as soon as they become aware of the conflict of interest. Directors and Board members who have a conflict of interest are to abstain from discussing, voting or making decisions on the matters where the conflict exists.
Whistle-Blowing Policy
The Organization is committed to maintaining a high standard of ethical behavior, transparency and accountability in compliance with all applicable corporate governance standards including related legislation and regulations. This Whistle-Blowing Policy aims to provide a safe avenue for the reporting of any improper and unethical conduct that has occurred within the Organization.
Scope
The Whistle-Blowing Policy applies to all individuals associated with the Organization including employees, volunteers, vendors, contractors, partners, donors and the general public.
The following are examples of incidents that are reportable under the Whistle-Blowing Policy. Please note that this is a non-exhaustive list.
Financial or professional misconduct
Mismanagement of the Organization’s resources
Improper conduct, dishonest or unethical behavior including but not limited to fraudulent conduct or intention to deceive, mislead or coerce
Violation of laws and regulations including but not limited to the Organization’s codes and policies
Discrimination or harassment
Unsafe workplace practices
Any conduct that may potentially cause loss or harm to the Organization (financial, non-financial or reputational)
How to report
An individual who has a reasonable belief that there is a misconduct, actual or suspected, in respect of the matters set out under the scope should do so in writing to:
[Insert contact details and designation of personnel responsible for handling Whistle-Blowing issues]
The report should be made in good faith (i.e without malicious intent) setting out the background of the incident, history of events, including any supporting documentation.
Confidentiality
The Organization will protect the identity of the individual who made the report in good faith. All reports will be held by the Organization to the strictest confidence to the extent legally permissible and practicable.
Protection against Retaliation
The Organization maintains a firm stance on protection against retaliation on any whistle-blower who makes a report in good faith, and will not tolerate any discrimination, victimization or harassment made against the whistle-blower. Any individual who retaliates against a whistle-blower who has made a report in good faith will be subject to disciplinary action by the Organization.
Investigation Process
Upon receipt of a whistle-blowing report, the Organization will promptly investigate the matter, and ensure that the concerns raised are investigated by independent individuals, and take the appropriate follow-up actions.
Where reasonably practicable and to the extent legally permissible, the Organization will contact the whistle-blower to seek further information to assist in the investigation, and/or update on the status or outcome of the investigation.
