Whistleblower Policy

The Jewish Community Federation of San Francisco, the Peninsula, Marin and Sonoma Counties’ (the Federation) Board of Directors adopted this Whistleblower Policy, which sets forth procedures that the Federation employees, Board members, and volunteers should follow to report misconduct. The objectives of the Whistleblower Policy are to: (1) encourage and enable employees, Board members, and volunteers, without fear of retaliation, to report suspected waste, fraud, abuse, mismanagement, and violations of the Federation’s policies or laws so that the Federation can address inappropriate conduct and actions, and (2) to prevent retaliation against those who report such occurrences in good faith.

The Federation is committed to the highest possible standards of openness, propriety, and accountability. Board members, employees and volunteers must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations.

Reporting Responsibility

It is the responsibility of all employees, Board members, and volunteers to report good faith reasonable belief or suspicion of waste, fraud, abuse, material mismanagement, or violations of the Federation’s policies or laws and to cooperate in the investigation of the same by the Federation or other authorized entities.

The following are examples of acts that trigger reporting obligation:

  • Accounting abuses
  • Violation of federal, state, or local law (including regulations)
  • Falsification of contracts, reports, or records
  • Unethical business conduct
  • Illegal discrimination or violation of the the Federation’s standards of ethics

No Retaliation

It is the policy of the Federation that there shall be no retaliation of any kind against those who, in good faith, appropriately report any wrongdoing contemplated by this policy. Retaliation includes, but is not limited to, adverse job actions such as termination; denial of any bonus, benefit, or training; reduction of salary or decrease in hours; or change in or transfer to a lesser position.

An employee who retaliates against someone who has made a report in good faith is subject to discipline up to and including termination of employment. A Board member or volunteer who retaliates against someone who has made a report in good faith is subject to removal from the Board or other volunteer position.

Reporting Procedures for Employees

Any person may communicate suspected misconduct by making a report using the following confidential website Issue and Event Manager - Standard.

Alternatively, employees may raise concerns to the Federation’s Director of Human Resources.

To assist the Federation in responding to a report, it would be helpful if the caller identifies and provides their contact information when making the report. However, if anonymity is preferred, it is not necessary that one’s name or position be disclosed.

Regardless of whether identification is given, please provide as much information as possible so as to enable a thorough investigation, including where and when the act or incident occurred, names and titles, of the individuals, and any other relevant information.

Reporting Procedures for Board Members and Volunteers

Should Board members or other volunteers have concerns or complaints, they should share them with the Chair of the Board who has the responsibility to investigate all reported complaints. Should the concerns or complaints relate to the conduct of the Chair of the Board, the complaint should be directed to the Chair of Governance Committee, who will then have the responsibility to investigate the complaint.

Acting in Good Faith

Reports of any wrongdoing contemplated by this policy shall be deemed made in good faith if the person reporting the same had reasonable grounds to believe or suspect that the wrongdoing occurred, even if that belief or suspicion should later prove unsubstantiated. Anyone who is found to have intentionally submitted a report knowing the same to be false and not in good faith shall be subject to appropriate disciplinary action.


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

The person who submitted a complaint will receive an acknowledgment receipt of the complaint. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.