American Studies Center

Whistleblower Policy

If any Employee, Director or Officer reasonably believes that some policy, practice, or activity of the American Studies Center, is in violation of law, a written complaint must be filed by that employee with the President or Chief Operating Officer.

It is the intent of American Studies Center to adhere to all laws and regulations that apply to the organization and the underlying purpose of this policy is to support the organization’s goal of legal compliance. The support of all employees 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 American Studies Center, and provides the American Studies Center 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.

American Studies Center will not retaliate against an Employee, Director or Officer who in good faith, has made a protest or raised a complaint against some practice of American Studies Center or of another individual or entity with whom American Studies Center has a business relationship, on the basis of a reasonable belief that the practice is in violation of law.

This Whistleblower Policy is intended to encourage and enable directors, officers, and employees to raise Concerns within the Organization for investigation and appropriate action. With this goal in mind, no director, officer, or employee who, in good faith, reports a Concern shall be subject to retaliation or, in the case of an employee, adverse employment consequences. Moreover, an employee who retaliates against someone who has reported a Concern in good faith is subject to discipline up to and including termination of employment.

Reporting Concerns


Employees should first discuss their Concern with their immediate supervisor. If,

after speaking with his or her supervisor, the individual continues to have reasonable grounds to believe the Concern is valid, the individual should report the Concern to the Chief Operating Officer or President. In addition, if the individual is uncomfortable speaking with his or her supervisor, or the supervisor is a subject of the Concern, the individual should report his or her Concern directly to the Chief Operating Officer or President.

Directors and Officers

Directors and Officers should submit Concerns in writing directly to the President or to the Vice President of the Board of Directors.


Reports of Concerns, and investigations pertaining thereto, shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. Disclosure of reports of Concerns to individuals not involved in the investigation will be viewed as a serious disciplinary offense and may result in discipline, up to and including termination of employment.