• Welcome to Black Mountain Home

    Begun by Presbyterian minister Robert Perry Smith in 1904 as Mountain Orphanage, the Home began its ministry taking in Appalachian children whose parents had died or disappeared. Today, the ministry serves youth from birth through college graduation through family foster care, residential care, transitional living, and independent living.

WHISTLEBLOWER POLICY

Black Mountain Home for Children, Youth & Families (BMH) expects directors, officers, employees, and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of BMH, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.

Reporting Responsibility

It is the responsibility of all directors, officers, employees, and volunteers to comply with and to report violations or suspected violations of applicable laws and regulations or BMH policies in accordance with this policy.

No Retaliation

No director, officer, employee, volunteer, or contractor who in good faith reports a violation shall suffer harassment, retaliation, or adverse employment consequence. 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. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within BMH prior to seeking resolution outside of the Home.

Reporting Violations

Directors, officers, employees, and volunteers should share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, employees and volunteers should report to the BMH President. However, if an employee or volunteer is not comfortable speaking with the President or is not satisfied with the response, that employee or volunteer is encouraged to report to the chair of the Personnel Committee.

Acting in Good Faith

Any good faith report, concern or complaint is fully protected by this policy, even if the report, question or concern is, after investigation, not substantiated. Anyone filing a 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 of applicable laws and regulations or BMH policies. Any allegations that prove not to be substantiated and have been made maliciously or with knowledge that they were false will be treated as a serious disciplinary offense.

Confidentiality

Upon the request of the complainant, BMH will use its best efforts to protect the confidentiality of the complainant for any good faith report. Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. 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

All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation. The complainant will be informed that follow-up has or is occurring within two weeks after the President or board officer has received the complaint or report. The Executive Committee shall be informed of all such complaints or reports.

Receipt of Policy

Employees will sign Form 346 – Receipt of Employee Protection (Whistleblower) Policy – upon hire to indicate their receipt and understanding of this policy and to verify that they have been provided with an opportunity to ask questions about the policy.

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