A whistleblower is an employee who informs the Executive Director about an activity which he/she believes to be fraudulent or dishonest. UNRWA USA will use best efforts to protect whistleblowers against retaliation, as described below. It cannot guarantee confidentiality, however, and there is no such thing as an “unofficial” or “off the record” report. UNRWA USA will keep the whistleblower’s identity confidential, unless (1) the person agrees to be identified; (2) identification is necessary to allow UNRWA USA or law enforcement officials to investigate or respond effectively to the report, or; (3) identification is required by law.
Employees may not retaliate against a whistleblower with the intent or effect of adversely affecting the terms or conditions of employment (including but not limited to, threats of physical harm, loss of job, punitive work assignments, or impact on salary or wages). Whistleblowers who believe that they have been retaliated against may file a written complaint with the Executive Director or Chairman of the Board. A proven complaint of retaliation shall result in a proper remedy for the person harmed and the initiation of disciplinary action, up to and including termination of employment, against the retaliating person. This protection from retaliation is not intended to prohibit managers or supervisors from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance-related factors.
Whistleblowers must be cautious to avoid baseless allegations (as described earlier in the definitions section of this policy). Questions related to the interpretation of this policy should be directed to the Executive Director.