1. Purpose 

The purpose of this Whistleblower Policy is to provide a mechanism for employees, volunteers,  board members, and other stakeholders to report concerns about unethical, illegal, or improper  conduct without fear of retaliation. This policy aims to promote accountability and integrity  within Joyful Occasions. 

2. Scope 

This policy applies to all employees, volunteers, board members, contractors, and other  individuals associated with Joyful Occasions. It covers any concerns related to unethical  behavior, illegal activities, or violations of the organization’s policies and procedures. 

3. Reporting Procedures 

3.1 Reporting Channels 

Concerns or complaints should be reported directly to: 

• Paul DeCeglie, Board Member: Paul is responsible for handling and investigating  whistleblower reports. Contact Paul at paulydny2012@gmail.com or 347-268-1882. All  reports will be managed confidentially. 

3.2 Information to Include 

When reporting a concern, individuals should provide as much detail as possible, including: 

• A description of the issue or conduct being reported. 

• Relevant dates, times, and locations. 

• Names of individuals involved. 

• Any supporting documentation or evidence. 

4. Confidentiality 

All reports will be handled with strict confidentiality. The identity of the whistleblower will be  protected to the extent possible. Information related to the investigation will only be shared with  those individuals who have a need to know. 

5. Protection Against Retaliation 

Joyful Occasions prohibits retaliation against anyone who, in good faith, reports concerns or  participates in an investigation. Retaliation includes any adverse action taken against a  whistleblower, such as dismissal, demotion, harassment, or discrimination. Any acts of  retaliation should be reported immediately and will be addressed promptly.

6. Investigation 

6.1 Initial Review 

Upon receiving a report, Paul will conduct an initial review to determine whether the concern  falls within the scope of this policy and warrants a formal investigation. 

6.2 Investigation Process 

If an investigation is warranted, it will be conducted in a timely and thorough manner. The  investigator(s) will gather relevant information, interview witnesses, and review documentation  as necessary. 

6.3 Resolution 

Following the investigation, Paul will make recommendations for action. Outcomes may include  disciplinary measures, policy changes, or other corrective actions. The whistleblower will be  informed of the outcome, as appropriate. 

7. Record Keeping 

All reports, investigations, and outcomes will be documented and maintained in a secure manner.  Records will be kept for a period of [specify duration, e.g., 5 years] and will be available for  review by the Board of Directors. 

8. Policy Review 

This policy will be reviewed annually and updated as necessary to ensure its effectiveness and  compliance with applicable laws and regulations. 

9. Acknowledgment 

All employees, volunteers, and board members must acknowledge their understanding of and  compliance with this Whistleblower Policy.