AREF Whistleblower Training AREF Employees January 2009

AREF Whistleblowers Policy AREF encourages employees to report suspected or actual illegal or improper activity. AREF encourages employees to report suspected or actual illegal or improper activity. AREF does not condone any activity that is illegal or improper, whether by a Board Member, the Executive Director, a Principal Investigator, a supervisor or employee. AREF does not condone any activity that is illegal or improper, whether by a Board Member, the Executive Director, a Principal Investigator, a supervisor or employee.

Illegal or Improper Conduct Includes:  Fraud  Theft  Safety violations  Improper use of authority  Gross waste of funds  Harassment  Retaliation

Guidelines for Reporting Improper Activity If you believe in good faith that an illegal or improper action or event has occurred, report the incident to AREF Human Resources, Executive Director or President of the Board of Directors. If you believe in good faith that an illegal or improper action or event has occurred, report the incident to AREF Human Resources, Executive Director or President of the Board of Directors. Complaints, reports or inquiries may be made on a confidential or anonymous basis by calling AREF’s Confidential Hotline. Complaints, reports or inquiries may be made on a confidential or anonymous basis by calling AREF’s Confidential Hotline. Employees should describe specific facts demonstrating the basis for complaint, report or inquiry. Employees should describe specific facts demonstrating the basis for complaint, report or inquiry. Alternatively, employees may also call the VA’s Confidential Hotline (Compliance Helpline Anonymous) to report improper activity. Alternatively, employees may also call the VA’s Confidential Hotline (Compliance Helpline Anonymous) to report improper activity.

Guidelines for Reporting Improper Activity (cont’d) AREF will strive to keep a whistleblower’s identity confidential, although this cannot be guaranteed, and will seek to protect the employee from retaliation. AREF will strive to keep a whistleblower’s identity confidential, although this cannot be guaranteed, and will seek to protect the employee from retaliation. Any employee who feels that adverse action has been taken toward him or her due to a report of illegal or improper activity should report it as soon as possible in writing to the Executive Director or President of the Board. Any employee who feels that adverse action has been taken toward him or her due to a report of illegal or improper activity should report it as soon as possible in writing to the Executive Director or President of the Board. The Whistleblowers Policy may be located in its fullest extent via > Human Resources > Employees > Employee Handbook.