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Policy and procedures

In this page you will find practical links that showcase our policy and procedure to protect those whome we serve and our team members from potential harm.

Worker with Ladder

whistle
blower policy

Documents Section

The documents displayed on our website are for informational purposes and accountability. We aim to provide our users with clear and transparent information about our services and processes. If you have any questions or concerns regarding the displayed documents, please do not hesitate to contact our customer support team.

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Purpose: The Greater American Leadership (G.A.L.) is committed to conducting its affairs with honesty, integrity, and in compliance with all laws and ethical standards. The purpose of this whistleblower policy is to encourage and enable employees, volunteers, contractors, and stakeholders to report any suspected violations or illegal activities within the organization without fear of reprisal.

 

Scope: This policy applies to all individuals associated with G.A.L., including employees,
volunteers, contractors, Board members, and stakeholders.


Reporting Procedure:
1. Internal Reporting: Individuals who suspect a violation of policies, laws, or unethical
behavior are encouraged to report their concerns to their immediate supervisor, the HR
department, or the designated compliance officer.
2. Anonymous Reporting: G.A.L. provides an anonymous reporting mechanism through a
confidential hotline or online portal managed by an independent third-party
organization to protect the identity of whistleblowers.
3. Nature of Reports: Whistleblowers should provide specific details and evidence (if
available) regarding the suspected violation, ensuring the accuracy and completeness of the report.
4. Non-Retaliation: G.A.L. strictly prohibits retaliation against individuals who report
concerns in good faith. Any form of retaliation against whistleblowers will result in
disciplinary action.


Investigation Procedure:
1. Upon receiving a report, G.A.L. will promptly investigate the matter impartially and
thoroughly.
2. The Compliance Committee or an appointed investigation team will investigate to determine the veracity of the reported concerns.
3. Whistleblowers will be kept informed of the progress and outcome of the investigation
to the extent feasible without compromising confidentiality or privacy.
Confidentiality: G.A.L. will handle all reports and investigations with utmost confidentiality to the extent possible while ensuring a fair and thorough investigation.
Protection of Whistleblowers: G.A.L. is committed to protecting the identity of whistleblowers and maintaining confidentiality to the extent permitted by law. Any form of retaliation against whistleblowers will not be tolerated and will result in disciplinary action. www.thegal.org e:mail: executive@thegal.org phone: (504) 275-7489 Tax-ID: 88-2518787


Disciplinary Action: If an investigation substantiates the reported violation, appropriate
corrective actions will be taken, including disciplinary action against individuals found guilty of misconduct or violations.
Training and Communication: G.A.L. will provide regular training to employees, volunteers, and stakeholders about the whistleblower policy, ensuring awareness and understanding of reporting procedures and protections.
Review and Updates: This policy will be periodically reviewed and updated by the Board of Directors to ensure compliance with evolving legal standards and best practices.

Conflict of Interest Policy

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Purpose: The purpose of this Conflict of Interest Policy is to ensure that officers, directors,
trustees, key employees, and other stakeholders associated with The Greater American
Leadership (G.A.L.) discloses any personal, financial, or professional interests that may conflict with the nonprofit& and it's interests. This policy aims to maintain transparency, integrity, and trust in G.A.L.& it'ss decision-making processes.


Scope: This policy applies to all members of the Board of Directors, officers, key employees, volunteers, and any other individuals involved in G.A.L.& it's activities.

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Disclosure of Conflicts:
1. Annual Disclosure: Officers, directors, trustees, key employees, and relevant
stakeholders will be required to submit an annual disclosure statement detailing any
financial interests, relationships, or affiliations that could potentially result in a conflict
of interest.
2. Immediate Disclosure: Any individual becoming aware of a conflict of interest during
the year is obligated to disclose it immediately upon identification.
Types of Conflicts: Conflicts of interest may arise from, but are not limited to:

  •  Financial interests in businesses or organizations that engage with G.A.L.

  • Relationships with suppliers, competitors, or entities that conduct business with G.A.L.

  • Personal relationships that may influence decision-making.

Review and Management of Conflicts:
1. Review Process: The Board of Directors or an appointed committee will review
disclosed conflicts of interest and determine the appropriate course of action.
2. Recusal: Individuals with conflicts of interest shall recuse themselves from discussions,
decisions, or votes related to the conflicted matter.
3. Mitigation Measures: Upon review, steps will be taken to manage or mitigate the
conflict, which may include refraining from certain actions, restructuring relationships,
or terminating arrangements causing conflicts.


Confidentiality and Documentation:
1. Confidentiality: All disclosed conflicts and related discussions will be treated with
utmost confidentiality by the Board or relevant committee.

www.thegal.org e:mail: executive@thegal.org phone: (504) 275-7489 Tax-ID: 88-2518787
2. Record-Keeping: Records of disclosed conflicts, actions taken, and decisions made will
be maintained confidentially and securely.

 

Acknowledgment and Compliance: All individuals associated with G.A.L. will be required to acknowledge receipt, understanding, and compliance with this Conflict of Interest Policy.
Training and Communication: G.A.L. will provide regular training and educational sessions to board members, officers, and key employees on identifying and managing conflicts of interest.
Annual Review and Updates: This policy will be reviewed annually by the Board of Directors or designated committee to ensure compliance with legal standards and best practices. Updates or revisions will be made as necessary.


This comprehensive Conflict of Interest Policy ensures that G.A.L. maintains transparency and ethical standards by requiring the disclosure of potential conflicts of interest and outlining procedures to address them appropriately. Adjustments can be made based on specific legal requirements and organizational needs.

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Disciplinary Action Policy

Purpose: The purpose of this policy is to outline the disciplinary procedures and actions that
will be taken by The Greater American Leadership (G.A.L.) in response to violations of company
policies, standards of conduct, or unacceptable behavior.
 

Scope: This policy applies to all employees, volunteers, contractors, Board members, and
stakeholders affiliated with G.A.L.


Principles:
1. Fairness and Consistency: Disciplinary actions will be applied consistently and fairly
across the organization.
2. Progressive Discipline: Disciplinary measures will follow a progressive approach,
considering the severity and recurrence of the violation.
3. Due Process: Employees will be allowed to present their
perspectives before any disciplinary action is taken.

 

Disciplinary Procedures:
1. Verbal Warning:

  • A verbal warning will be issued for minor infractions or the first instance of misconduct.

  • The supervisor or HR representative will counsel the employee, explaining the nature of the concern and expectations for improvement.

  • Documentation of the verbal warning will be maintained in the employee& it's file.

2. Written Warning:

  • If the behavior persists or escalates, a written warning will be issued.

  • The written warning will specify the violation, expected changes, and consequences of continued misconduct.

  • A copy of the written warning will be placed in the employee& its personnel file.

3. Suspension:

  • In cases of serious misconduct or repeated violations, a suspension without pay may be imposed.

  • The duration of the suspension will be determined based on the severity of the offense.

  • During the suspension, an investigation may be conducted to ascertain facts.

4. Termination:

  • Termination of employment may result from severe breaches of policies, unethical behavior, or gross misconduct.

  • Instances that may lead to immediate termination include but are not limited to fraud, harassment, violence, or other illegal activities.

  • www.thegal.org e:mail: executive@thegal.org phone: (504) 275-7489 Tax-ID: 88-2518787

  • Termination decisions will be made by management after a thorough review of the situation.

 

Appeals Process:

  • Employees have the right to appeal disciplinary actions, providing written notice to HR within a specified timeframe.

  • Appeals will be reviewed by senior management or a designated committee, ensuring a fair and unbiased review of the situation.

  • Documentation and Record-Keeping:

  • All instances of disciplinary actions, warnings, and related documentation will be maintained in the employee & it's personnel file.

Training and Communication:

  • G.A.L. will provide regular training to employees on expected conduct, policies, and the disciplinary process.

  • Review and Updates:

  • This policy will be periodically reviewed by the HR department and updated as needed to align with legal requirements and best practices.

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