In order to foster a giving environment in which trust and inclusion prevails, the Federation will enforce a Donor policy highlighting the right of the Donor to privacy in the transaction:
Donors have the right to remain anonymous, and all officers, Board members, employees or Campaign volunteer solicitors are bound to respect that right. Should the donor choose to remain anonymous, his/her name will not be included in any public listing of contributors – except as demanded by IRS regulations as part of the Federation’s annual Tax filing under 501©3 regulations.
Donors have the right to privacy regarding the amount of their gift. Should the Donor choose to keep the amount of their gift confidential, all officers, Board members, employees or Campaign volunteer solicitors are expected to respect his/her wishes. The Donor’s name will not be listed in any published donors’ list showing amount of gifts, be it by specific amounts or by giving levels.
Confidential information: All information exchanged during the solicitation process relating to personal or family circumstances, be it of financial nature or otherwise is to be considered confidential and not to be shared.
All donors will be specifically asked if they wish to remain anonymous and/or they wish to keep their giving level confidential. Their preference will be so stated on the pledge card and honored except in those cases where IRS regulations demand the disclosure of Donor’s names.
Solicitors are expected not to share any Donor giving history information that they might become privy during the process. The information is provided to them to the sole effect of facilitating the solicitation.
The Federation will share giving information as required by IRS or the State of Georgia regulations applicable to 501©3 corporations. The IRS requires, as of 2013, the disclosure of information on donors contributing $ 25,000 or more to the organization. This information will be shared only in the context of filing the appropriate tax forms with the tax authority.
The Augusta Jewish Federation expects its Directors, Officers, Staff and other representatives to observe high standards of business and personal ethics in the conduct of their duties and responsibilities, as well as compliance with all applicable Federal and State laws and regulations.
It is the responsibility of all Directors, Officers and Staff to report any wrongful conduct in accordance with this whistleblower policy.
“Wrongful Conduct” is defined in this whistleblower policy to include: a violation of applicable State and/or Federal laws or regulations; use of Federation property, resources, or authority for personal gain or non-organization-related purpose except as provided under Federation policy.
No Director, Officer or member of the Staff who in good faith reports Wrongful Conduct will suffer harassment, retaliation or adverse employment consequences as a result of his/her reporting of wrongful conduct. Any Director, Officer, or Staff member who retaliates against anyone who has reported Wrongful Conduct in good faith is subject to disciplinary action up to and including termination of employment or removal from the Board of Directors or Executive Committee, as applicable. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the framework of the Federation prior to seeking resolution outside that framework.
Reporting Wrongful Conduct: The Federation encourages its Directors, Officers and Staff members to share their questions, concerns, misgivings, suggestions or complains with someone who can address them properly. Any Director, Officer or Employee may report Wrongful Conduct to the Executive Director or the President of the Board of Directors. If the Wrongful Conduct involves one or both the Executive Director and/or the President, or if the reporting individual is not comfortable speaking with or not satisfied with the response of those individuals, the issue may be reported to any member of the Board. Upon report, the Executive Director, President or Director must notify to the full Board that an alleged Wrongful Conduct report was made and is being investigated.
Acting in Good Faith: Anyone filing a complaint of Wrongful Conduct must be acting in Good Faith and have reasonable grounds that the information disclosed indicated Wrongful Conduct. Any allegation that proves not to be substantiated and/or which is proven to have been made maliciously or with knowledge of it being false will be considered a serious disciplinary offense.
Confidentiality: Reports of Wrongful Conduct or suspected Wrongful Conduct may be submitted on a confidential basis or may be submitted anonymously. Reports of Wrongful Conduct or suspected Wrongful Conduct will be kept confidential to the extent possible, consistent with the needs to conduct an adequate investigation.
Handling of Reported Wrongful Conduct: A representative of the Board will acknowledge receipt of the allegation within five business days, unless such report was filed anonymously. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.