1. Introduction
The Church is committed to maintaining the highest standards of ethical and legal conduct in all aspects of its mission and operations. As such, clergy, directors, officers, staff, and volunteers have a duty to uphold the Church’s principles and ensure that its activities align with both Church teachings and civil law. This Whistleblower Protection Policy is intended to provide protection for those who report illegal, unethical, or harmful activities within the Church while ensuring that they do not face retaliation for their actions. It reaffirms the responsibility of all members of the Church community to report any breaches of ethical or legal conduct.
2. Purpose
The purpose of this policy is to:
- Encourage the reporting of illegal, unethical, or harmful actions by clergy, directors, officers, staff, or volunteers.
- Provide protection for individuals who, in good faith, report such activities from retaliation, retribution, or any adverse consequences.
- Outline the procedures for reporting and investigating concerns regarding misconduct.
3. Scope
This policy applies to all clergy, directors, officers, staff, and volunteers within the Church, dioceses, and parishes. It covers reports of:
- Illegal activities (e.g., fraud, embezzlement, abuse).
- Unethical conduct that could harm the public, the Church, or individuals within the Church community.
- Violations of Church policies or civil laws.
4. Legal Protections for Whistleblowers
Whistleblowers who report illegal or harmful activities are protected by state and federal laws. These laws prohibit retaliation against individuals who, in good faith, report misconduct. Retaliation can take many forms, including but not limited to:
- Termination of employment or voluntary service.
- Demotion or reduction in compensation or benefits.
- Harassment, threats, or intimidation.
- Other adverse actions that could negatively affect the individual’s position or standing within the Church.
The Church fully supports and adheres to these laws, and this policy is designed to ensure that whistleblowers are protected and encouraged to come forward without fear of repercussion.
5. Responsibility to Report Misconduct
It is the responsibility of all clergy, directors, officers, staff, and volunteers to report any breaches of legal or ethical conduct that they observe. This includes but is not limited to:
- Instances of fraud, theft, or embezzlement.
- Sexual abuse, physical abuse, or other forms of harm against individuals.
- Violations of Church policies that could result in harm to the public, the Church, or individuals.
- Any other illegal or unethical behaviour that compromises the Church’s mission or public trust.
Failure to report such misconduct may be considered a violation of this policy and may result in disciplinary action.
6. Reporting Procedure
6.1. How to Report
Individuals who become aware of any illegal or unethical activity should report the matter as soon as possible. Reports can be made in the following ways:
- Directly to a Supervisor: Reports can be made to the individual’s immediate supervisor or manager within the Church or parish structure.
- To the Bishop’s Office: In cases involving clergy or serious misconduct, reports may be made directly to the Bishop’s office.
- Anonymous Reporting: To ensure anonymity, individuals may submit a written report through a designated whistleblower hotline or drop box (if available) or by submitting an anonymous letter to the appropriate authority.
6.2. Confidentiality
All reports of misconduct will be treated confidentially to the extent possible, consistent with the need to conduct a thorough investigation and comply with applicable laws. The Church will make every effort to protect the identity of the whistleblower unless disclosure is required by law.
6.3. Good Faith Reporting
Reports should be made in good faith, meaning the individual must have reasonable grounds for believing the information disclosed indicates a violation of law or ethical standards. Reports made with the intent to harm others, spread false information, or for personal gain will not be protected under this policy and may result in disciplinary action against the individual making the false report.
7. Investigation of Reports
Upon receiving a report of misconduct, the Church will initiate a prompt and thorough investigation. The investigation will be handled by appropriate Church authorities, such as the Bishop’s office or designated investigatory committee, and will involve:
- Gathering relevant information and documentation.
- Interviewing witnesses and the individual(s) reporting the incident.
- Ensuring that the investigation is carried out impartially and confidentially.
The Church is committed to resolving all reports of misconduct in a timely manner and will take appropriate disciplinary or legal action if the investigation confirms the reported wrongdoing.
8. Protection from Retaliation
8.1. No Retaliation Policy
The Church strictly prohibits any form of retaliation against individuals who report misconduct in good faith. Any retaliation against a whistleblower is a serious violation of this policy and may result in disciplinary action against those responsible, up to and including termination of employment or removal from volunteer service. This applies regardless of whether the reported misconduct is ultimately substantiated.
8.2. Forms of Retaliation
The following actions, among others, are considered forms of retaliation and are strictly prohibited:
- Termination or dismissal from employment or voluntary service.
- Demotion, suspension, or reduction in compensation, benefits, or job responsibilities.
- Harassment, threats, bullying, or any form of intimidation.
- Exclusion from Church activities, events, or services.
Any individual who believes they have been retaliated against for reporting misconduct should report the retaliation to their supervisor, the Bishop’s office, or another appropriate authority. The Church will take immediate action to investigate claims of retaliation and, if substantiated, provide appropriate remedies.
9. Responsibilities of Supervisors and Church Leaders
9.1. Duty to Encourage Reporting
Supervisors, directors, officers, and Church leaders are responsible for encouraging an environment where employees and volunteers feel safe to report any misconduct without fear of retribution. Leaders must make clear that reporting unethical or illegal behaviour is not only allowed but is a fundamental responsibility.
9.2. Prohibition on Retaliation
Supervisors and leaders must ensure that no retaliation occurs against individuals who report misconduct. Any supervisor or leader who engages in, or allows retaliation to occur, will face disciplinary action, up to and including removal from their position.
10. Consequences of Policy Violations
Violations of this Whistleblower Protection Policy, including engaging in retaliatory behaviour or failing to report known misconduct, may result in disciplinary action. Depending on the severity of the violation, consequences may include:
- Termination of employment or voluntary service.
- Legal consequences under state or federal whistleblower protection laws.
- Removal from leadership roles or positions within the Church.
11. Conclusion
The Church is committed to creating an environment where ethical and legal responsibilities are upheld, and where individuals feel safe to report misconduct without fear of retaliation. This Whistleblower Protection Policy ensures that those who report illegal, unethical, or harmful activities are shielded from retribution and treated with the respect and confidentiality they deserve. Every member of the Church community has a responsibility to report misconduct and to protect the integrity of the Church’s mission.
August 29, 2023
