Whistleblower Policy

International Medical Relief 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 International Medical Relief, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.

Reporting Responsibility. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns internally so that International Medical Relief 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 International Medical Relief’s code of ethics or suspected violations of law or regulations that govern International Medical Relief’s operations.

No Retaliation.  It is contrary to the values of International Medical Relief 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 International Medical Relief. 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. International Medical Relief has an open-door policy and suggests that employees share their questions, concerns, suggestions, or complaints with their supervisor. If you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you are encouraged to speak with the Compliance Officer, Human Resources Director, or other designated employee or board member. Supervisors are required to report complaints or concerns about suspected ethical and legal violations in writing to International Medical Relief’s Compliance Officer, Human Resources Director, or other designated employee or board member, who has the responsibility to investigate and resolve all reported complaints. Employees with concerns or complaints may also submit their concerns in writing directly to International Medical Relief’s Compliance Officer, Human Resources Director, or other designated employee or board member, who will investigate and resolve each reported complaint. The Compliance Officer, Human Resources Director, or other designated employee or board member will advise the Executive Director, a designated committee, and/or the Board of Directors of all complaints and their resolution, will report at least annually to the Board of Directors on compliance activity, and will work with the Board of Directors or a designated committee, as necessary, 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. International Medical Relief’s Compliance Officer will notify the person who submitted a complaint and acknowledge 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.