Campground Board Policies

As a member of the Campground Board, I understand confidentiality in board meetings relates to my duty of loyalty to the organization. Part of my fiduciary duty requires that any issue that is not public information is confidential. There are personnel and other relationship issues that should never be shared with outsiders as well as strategic information that is confidential to the board members. Individual board members need to be fully cognizant of the expectation of confidentiality of board matters. I understand this may seem in conflict with the expectation that a nonprofit board functions in a transparent manner and I commit to maintaining the separation between transparency and confidentiality as defined below: Transparency is the disclosure of information to supporters to indicate the organization is well-managed, functions in an ethical manner, and handles it finances with efficiency and responsibility. Confidentiality is the obligation and right not to disclose information to unauthorized individuals, entities or processes if it would harm the organization, its business relationships or an individual. I acknowledge that the following examples of board matters that require confidentiality include but are not limited to: donor information, personnel files, legal consultations, executive sessions, security information and internal board conflict resolution processes. I agree that if I fail to exhibit professional behavior and fiduciary duty, the full board will determine how serious the infraction is and how to address it appropriately. I agree to exercise my fiduciary duty to the Campground Board by adhering to expectations of confidentiality as related to my participation on the Board.

The Campground Board (“Campground”) is committed to the best possible legal, ethical, and moral standards of conduct and will not tolerate illegal, unethical, immoral, or dishonest behavior. In this spirit, the Campground encourages employees, officers, and directors to identify any instances in which these standards may be compromised. SCOPE Whistleblower Policy (“Policy”) has been established to provide a means for employees, officers, and directors to raise good-faith concerns about behavior that appears to be illegal, dishonest, or unethical. A Whistleblower is the individual reporting such activity. All employees, officers, and directors are covered under the Policy. It is the responsibility of all employees, officers, and directors to comply with the Policy and report any violations or suspected violations of the principles set forth herein. Examples of serious misconduct covered by this Policy include, but are not limited to, violations of federal, state, or local laws; fraudulent financial reporting or actions that may lead to such fraudulent reporting; destroying, altering, concealing, or falsifying a document, or attempting to do so, with the intent to impair the document’s availability for use in an official proceeding; fraudulently influencing or misleading any independent public accountant engaged in the performance of an audit of the Campground’s financial statements; or planning, facilitating, or concealing any of the above. This is not meant to be an exhaustive list but rather a guide to the types of improper behavior covered by this Policy. PROCEDURE FOR REPORTING VIOLATIONS Any person may report allegations of suspected improper activities. The individuals involved in such activities may be staff, officers, directors, auditors, vendors, or other third parties. The Campground has two Compliance Officers: Campground Board President and Mission Center President (or designee). A Whistleblower should direct all concerns, either in written or oral form, to the Compliance Officers listed above, who will be responsible for investigating and resolving all reported complaints and allegations concerning violations of the Policy. The allegation submitted by the Whistleblower should include whatever documentation is available to support a reasonable basis for the claim and to assist the Compliance Officers in investigating the allegation. If a Whistleblower is not comfortable communicating concerns to the Compliance Officers or is unsatisfied with the response, the Whistleblower is encouraged to speak with anyone in Community of Christ administration with whom he or she is comfortable. Allegations may be made anonymously. Anonymous allegations should be detailed to the greatest extent possible because follow-up questions will not be possible. Although the Whistleblower is not expected to prove the truth of the allegation(s), she or he must demonstrate reasonable grounds for concern. No investigation will be made of unspecified wrongdoing or broad allegations. The Whistleblower is not, however, responsible for investigating the activity or for determining fault or corrective measures. Unless the allegation is submitted anonymously or there are overriding legal or public interest concerns, the Whistleblower will receive acknowledgment of receipt of the allegation within five business days. All reports will be promptly investigated, and appropriate, corrective action will be taken if warranted by the investigation. CONFIDENTIALITY Any investigation will be conducted in a manner that conceals and protects the Whistleblower’s identity to the greatest extent possible, consistent with the need to conduct a fair and adequate investigation. NO RETALIATION The Campground prohibits any form of harassment, retaliation, or other adverse employment consequence toward a Whistleblower in response to a good faith allegation under this Policy. Any person who retaliates against a Whistleblower or other individual who assists in the investigation is subject to appropriate disciplinary and corrective action, up to and including termination of employment in the case of an employee. A Whistleblower’s right to protection does not extend immunity for participating or being complicit in the matters that are the subject of the allegations or ensuing investigations Any employee, officer or director found to have knowingly made a false allegation with malicious intent or to have knowingly produced false information with respect to the complaint will be subject to disciplinary measures.