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\begin{document}

\title{Software Freedom Conservancy Whistleblower Policy}

\maketitle

\section{Purpose}

Software Freedom Conservancy (``Conservancy'') intends to adhere

to all laws and regulations that apply to the organization, and the

underlying purpose of this Policy is to support Conservancy's goal

of legal compliance. The support of all directors, officers, and staff

members is necessary to achieving compliance with various laws and

regulations. An employee is protected from retaliation only if the

employee brings the alleged unlawful activity, policy, or practice

to the attention of a Compliance Contact (currently {[}FIXME: insert

name of Director{]} and provides the Compliance Contact with a reasonable

opportunity to investigate and correct the alleged unlawful activity.

The protection described below is only available to employees that

comply with this requirement.

\section{No Retaliation}

Conservancy will not retaliate against an employee who, in good faith,

has made a protest or raised a complaint against some practice of

a Conservancy supervisor, director, officer, or of another individual

or entity with whom Conservancy had a business relationship, on the

basis of a reasonable belief that the practice is in violation of

law or a clear mandate of public policy.

Conservancy will not retaliate against an employee who discloses or

threatens to disclose to a supervisor or a public body any activity,

policy, or practice of Conservancy that the employee reasonably believes

is in violation of a law, or a rule, or regulation mandated pursuant

to law or is in violation of a clear mandate or public policy concerning

health, safety, welfare, or protection of the environment.

\section{Acting In Good Faith}

Anyone filing a complaint concerning a violation or suspected violation

of the ethical and legal standards noted above must act in good faith

and have reasonable grounds for believing the information disclosed

may indicate a violation of such standards. 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.

\section{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.

\section{Reporting Procedure}

Complaints may be filed by e-mail or in hard copy and may be submitted

to either the Executive Director or to whistlereport@sfconservancy.org,

which will be delivered to the Compliance Contact. Complaints relating

to financial impropriety should be sent only to the Compliance Contact.

The recipient of the complaint will notify the sender and acknowledge

receipt of the reported violation or suspected violation within five

business days. All reports will be promptly investigated and appropriate

corrective action will be taken if warranted by the investigation.

\section{Notification}

Conservancy shall distribute this Policy to all employees and officers

for their review. Every Conservancy employee and officer shall review

the policy, and sign an Acknowledgment Form, attached hereto as Exhibit

A. 

\pagebreak{}

\section*{Exhibit A: Conservancy Whistleblower Policy Acknowledgment Form}

My signature below indicates my receipt and understanding of the Software

Freedom Conservancy Whistleblower Policy, incorporated herein by reference. 

I also verify that I have been provided with an opportunity to ask

questions about the Policy.

\medskip{}

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ 

\hspace{2.5em} Employee Signature and date

\end{document}

Software Freedom Conservancy Whistleblower Policy

1 Purpose

Software Freedom Conservancy (“Conservancy”) intends to adhere to 

all laws and regulations that apply to the organization, and the 

underlying purpose of this Policy is to support Conservancy's 

goal of legal compliance. The support of all directors, officers, 

and staff members is necessary to achieving compliance with 

various laws and regulations. An employee is protected from 

retaliation only if the employee brings the alleged unlawful 

activity, policy, or practice to the attention of a Compliance 

Contact (currently [FIXME: insert name of Director] and provides 

the Compliance Contact with a reasonable opportunity to 

investigate and correct the alleged unlawful activity. The 

protection described below is only available to employees that 

comply with this requirement.

2 No Retaliation

Conservancy will not retaliate against an employee who, in good 

faith, has made a protest or raised a complaint against some 

practice of a Conservancy supervisor, director, officer, or of 

another individual or entity with whom Conservancy had a business 

relationship, on the basis of a reasonable belief that the 

practice is in violation of law or a clear mandate of public 

policy.

Conservancy will not retaliate against an employee who discloses 

or threatens to disclose to a supervisor or a public body any 

activity, policy, or practice of Conservancy that the employee 

reasonably believes is in violation of a law, or a rule, or 

regulation mandated pursuant to law or is in violation of a clear 

mandate or public policy concerning health, safety, welfare, or 

protection of the environment.

3 Acting In Good Faith

Anyone filing a complaint concerning a violation or suspected 

violation of the ethical and legal standards noted above must act 

in good faith and have reasonable grounds for believing the 

information disclosed may indicate a violation of such standards. 

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.

4 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.

5 Reporting Procedure

Complaints may be filed by e-mail or in hard copy and may be 

submitted to either the Executive Director or to 

whistlereport@sfconservancy.org, which will be delivered to the 

Compliance Contact. Complaints relating to financial impropriety 

should be sent only to the Compliance Contact. The recipient of 

the complaint will notify the sender and acknowledge receipt of 

the reported violation or suspected violation within five 

business days. All reports will be promptly investigated and 

appropriate corrective action will be taken if warranted by the 

investigation.

6 Notification

Conservancy shall distribute this Policy to all employees and 

officers for their review. Every Conservancy employee and officer 

shall review the policy, and sign an Acknowledgment Form, 

attached hereto as Exhibit A. 

  Exhibit A: Conservancy Whistleblower Policy Acknowledgment Form

My signature below indicates my receipt and understanding of the 

Software Freedom Conservancy Whistleblower Policy, incorporated 

herein by reference. 

I also verify that I have been provided with an opportunity to 

ask questions about the Policy.

_____________________________ 

  Employee Signature and date