Whistle Blower Policy

Metropolitan Ministries requires directors, officers, employees, interns and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of an organization with a fiduciary responsibility to donors and the community, we must practice the highest standards of honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations. It is the responsibility of the President to communicate these standards to all directors, officers, employees and volunteers.

Reporting Violations

Metropolitan Ministries has an open door policy and suggests that employees and volunteers share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee’s supervisor is in the best position to address an area of concern. However, if you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you are encouraged to speak with the Director of Human Resources. Supervisors and managers are required to report suspected violations by speaking to the organization’s compliance officer, the President, or the Director of Human Resources. These two employees have specific and exclusive responsibility to investigate all violations reported to them. If you suspect illegal activity regarding human resources or payroll procedures, you should contact the Compliance Officer directly. If you suspect illegal activity regarding financial or accounting practices, you should contact the Director of Human Resources who will ascertain the appropriate means of investigation after consulting with the Chairman of the Audit Committee of the Board of Directors. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

No Retaliation

No director, officer, employee, intern or volunteer who in good faith reports a violation shall suffer harassment, retaliation or adverse consequences. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination. This Whistleblower Policy is intended to encourage and enable directors, officers, employees, interns, volunteers, and others to raise serious concerns within the organization prior to seeking resolution outside the organization.

Compliance Officer Report The Compliance Officer has direct access to the audit committee of the Board of Directors and is required to report to the Audit Committee at least annually on compliance activity.

Acting in Good Faith

Anyone filing a complaint concerning a violation or suspected violation of business and/or personal ethics must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation of the organization’s ethical conduct. Any allegations which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense and may result in discipline, up to and including dismissal from the volunteer position or termination of employment. Such conduct may also give rise to other actions, including civil lawsuits.


Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. Disclosure of reports of complaints or 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. Such conduct may also give rise to other actions, including civil lawsuits.

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