NON DISCRIMINATION POLICY
Adoption Resources of Wisconsin respects the value and dignity of every individual and serves our clients without regard to race, creed, color, ethnicity, national origin, religion, sex, sexual orientation, gender orientation, gender expression, age, physical or mental ability, veteran status, military obligations, or marital status.
This policy also applies to employment practice, internal promotions, training, opportunities for advancement, terminations, outside vendors, members and customers, service clients, use of contractors and consultants, and dealings with the general public.
We also respect your privacy and do not share information about those individuals and families who come to us via phone, email, Internet or in person with any other individual or organization without express permission. Click here to see ARW’s formal policies on non-discrimination and privacy.
CODE OF BUSINESS CONDUCT
Adoption Resources of Wisconsin is committed to conducting its organization with the highest ethical standards and has adopted these principles and practices that govern our behavior.
The ARW Code of Conduct (the "Code") is a statement of the basic standards and principles of ARW for conducting its business in a legal and ethical manner. The Code is reviewed annually for continued relevance and is updated as appropriate.
The Code provides an accessible reference, and serves, like a constitution, as the foundation for ARW ethics and compliance practices.
The Code applies to all of us as directors, employees and agents (for example, contractors, brokers, suppliers) of Adoption Resources of Wisconsin. Use of the term "we" throughout the Code is defined to include all the parties and individuals mentioned above.
The policy of ARW is to prevent the occurrence of illegal or unethical behavior, to detect and to halt any illegal or unethical behavior that may occur as soon as reasonably possible after its discovery, to discipline those who violate the Code, including individuals responsible for the failure to exercise proper supervision and oversight to reasonably detect and promptly report a violation by their subordinate employees, and to promote honest, ethical conduct in our day-to-day business operations. Discipline may, when appropriate, include dismissal.
- COMPLIANCE WITH THE LAW
ARW’s directors and employees are required to comply with all applicable laws and regulations where we do business. Business demands or pressures are not excuses for violating the local, state and federal law. Questions relative to the legality of an action should be directed to your manager.
The United States anti-money laundering laws prohibit engaging in a financial transaction if the person knows that the funds involved in the transaction were derived from illegal activities. If any of us believes that the other party to a business transaction is engaged in any illegal activity or is using proceeds derived from an illegal activity, we should consult with the Compliance Officer prior to proceeding.
- ACCURACY AND INTEGRITY OF COMPANY RECORDS
ARW requires honest and accurate recording and reporting of information in order to be accountable to its clients, partners, donors and funders. This information includes data such as quality, safety, client records, human resources records, vouchers, bills, financial data, expense reports and performance records. It is essential that all records are accurate and complete.
All financial books, records and accounts must accurately reflect transactions and events, and conform to required accounting principles. False or misleading entries for either the amount and purpose of transactions are prohibited. No undisclosed or unrecorded fund or asset shall be established in any amount for any purpose. When a payment is made, it can only be used for the purpose spelled out on the supporting document. We may not allow transactions with a supplier, agent or customer to be structured or recorded in a way that is not consistent with normal business practice.
We will prepare and include full, fair, accurate, timely and understandable disclosures in our reports and documents filed with or submitted to appropriate regulatory authorities as well as in our other public communications.
Employees are personally accountable for the proper use of any form of organizational funds such as credit cards, tickets, cash and checks. Those who authorize the use of funds must ensure that the organization has received proper value in return. ARW may be obligated to notify appropriate civil authorities should funds be used for any improper or illegal purpose and will take appropriate disciplinary action as appropriate.
- AVOIDING CONFLICTS OF INTEREST
The best interests of ARW are to be foremost in the minds of our directors, officers and employees as they perform their duties. Business decisions and actions shall be based on the best interests of ARW and shall not be motivated by personal considerations or relationships.
Relationships with prospective or existing suppliers, contractors, clients or competitors must not affect our independent and sound judgment to the detriment of ARW. We shall deal with them and all other persons doing business with our organization in a completely fair and objective manner without favor or preference based upon personal gain.
- PROTECTING CONFIDENTIAL INFORMATION
Protecting confidential information about ARW’s clients, programs, activities, performance or plans is of utmost importance in maintaining our good reputation. We will protect and keep safe all confidential information by marking it accordingly where appropriate, keeping it secured and prohibiting access to it with the exception of those who have a need to know in order to do their jobs. This specifically includes confidential information about children and/or families received from other agencies.
Should there be any question as to whether certain information is confidential, employees should consult their manager.
We shall promptly report to our manager any attempt by outsiders to obtain confidential information or any unauthorized use or disclosure of confidential information by others.
The use of confidential information for the personal gain of an employee or anyone else is contrary to ARW policies and, in many cases unlawful.
If it is necessary to work at home with confidential information, in either written or electronic form, permission must be obtained from your manager and safeguards identified to maintain the confidentiality and security of the information.
- EQUAL OPPORTUNITY AND DIVERSITY
We value and respect the diversity of our employees, suppliers, clients and communities. We will treat each other with respect and fairness at all times, just as we wish to be treated ourselves. ARW is committed to providing equal opportunity in all of our clients, employment and purchasing practices.
It is ARW’s policy to provide employment opportunities without regard to race, religion, color, national origin, sex, age, ancestry, citizenship, veteran status, marital status, sexual orientation, gender identification or disability, or any other reason prohibited by law. Decisions as to hiring, promotion and other aspects of the employment relationship shall be based solely upon job-related qualifications.
We are committed to providing a workplace free of harassment or any other behavior that diminishes a person's integrity and self esteem. We are encouraged to speak out if we are approached with behavior that makes us uncomfortable on the job, and to report harassment when it occurs. Abusive, harassing or offensive conduct is unacceptable, whether verbal or physical and will not be tolerated.
Sexual harassment includes but is not limited to, unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature in the work environment where:
- Submission to the conduct is made explicitly or implicitly a condition or term of employment;
- Acceptance or rejection of the sexual behavior affects an employment decision concerning the harassed person (e.g., pay, benefits, advancement opportunities or threat of withholding thereof); or
- The conduct or sexual behavior unreasonably interferes with a person's work performance or creates an intimidating, hostile or offensive work environment. Examples of improper conduct which constitute a hostile or offensive work environment may include, but are not limited to:
- Verbal harassment: unwelcome offensive, lewd or sexually suggestive language, sexually oriented jokes, e-mails, advances, propositions, overt threats, conversations with sexual overtones, whether written or spoken;
- Physical harassment: unwelcome body contact through touching; or
- Visual harassment: unwelcome exposure to sexually explicit gestures, pictures or objects (e.g., calendars, posters, internet images, magazines, graffiti).
Other prohibited workplace harassment includes the following behaviors, if based on race, gender, religion, color, national origin, age, disability, veteran status, sexual orientation, gender identification, marital status, ancestry, citizenship, or any other reason prohibited by law:
SAFETY AND HEALTH
- Epithets, slurs, negative stereotyping or threatening, intimidating or hostile acts that relate to such status; or
- Written or graphic material that denigrates or shows hostility or aversion to an individual because of such status and that is placed on walls, bulletin boards, in electronic media or anywhere else in the work environment, or is circulated in the work environment.
The health and safety of all ARW employees is of utmost importance. We are all responsible for maintaining a safe workplace by following safety and health rules and practices. Our work processes and policies are designed to minimize personal and organizational risk. We all must routinely review and improve workplace conditions to ensure a safe and healthful workplace and report unsafe working conditions to our manager immediately.
In order to protect the safety of all employees, each of us must report to work free from the influence of any substance that could prevent us from conducting work activities safely.
Threats of all kinds, violent behavior and physical intimidation are prohibited and subject to discipline up to and including immediate termination
RESPECT FOR THE ENVIRONMENT
We respect the needs and concerns of the communities in which we live and work. Sound waste management, recycling and energy conservation are legal, ethical and business requirements.
Each of us has a right and responsibility to communicate concerns and ask questions about issues that are not clear to us. ARW has an open door policy that provides employees access to two-way, honest and respectful communications. ARW is dedicated to fostering an environment that encourages employees to voice concerns, express doubts, discuss problems, ask questions, make observations and offer suggestions about workplace issues. Each employee should feel comfortable approaching his or her manager, any other manager, any human resources representative, corporate leadership or any other organizational resource.
ARW is committed to providing quality programs and services that meet or exceed the expectations of our clients and funders. Actions that put the financial security of our Company at risk or, more importantly, threaten the physical well-being of any person, should be reported immediately to management. Deficiencies may involve service quality, safety, design, or processes relative to equipment.
PROTECTING ARW ASSETS
ARW trusts its employees with information about organizational activities and with ARW property. We have the responsibility to protect these assets entrusted to us from loss, damage, misuse or theft. ARW assets, such as funds, keys, passwords, credit cards, rental cars, products or computers, may only be used for business purposes and other purposes approved by management. ARW assets may never be used for illegal or illicit purposes.
PROPER USE OF ELECTRONIC DATA
Electronic commerce, electronic mail and other internet-related systems are intended to be used for organizational business. Additionally, all information on ARW computer systems, including electronic mail, is the property of ARW. Therefore, to ensure that computing resources are used in accordance with policy, ARW may monitor your use of its electronic media at any time and may inspect and disclose the contents of electronic messages at any time.
Additionally, employees may not store organizational records or data on their personal or home computers without permission of a senior manager. Confidential information can be best secured on ARW computer systems and is considered at risk on an employee's personal computer.
ARW is careful to ensure that all employees, clients, suppliers and the public in general are treated with dignity and respect. We shall not use our electronic media for any purposes which violate federal, state or local laws, or ARW standards including the transmission of threatening, obscene or harassing materials. Employees who engage in social networking, whether on duty or on their personal time and who disparage the organization, discuss confidential or protected information, use the internet to access sites that contain offensive materials or who otherwise violate these prohibitions, will be subject to discipline up to and including discharge.
HOW WE IMPLEMENT THE CODE
The Chief Operating Officer is responsible for the oversight and implementation of the elements of our compliance program, including the Code. The COO makes periodic reports on compliance matters to the Chief Executive Officer and the Board of Directors.
Questions Regarding the Code
Each director and employee of ARW is expected to carry out his or her work in accordance with the Code. The Code of Business Conduct is not all-encompassing, and conduct and ethics situations may occur that are not covered in the Code. When in doubt, please consult with your manager or the COO.
Employees are expected to report violations of the code to their managers or the COO. Any employee who suspects that a violation of the Code of Business Conduct has occurred is obligated to report it immediately. All employees shall be protected from retaliation for such reporting of actual or possible violations of the Code.
All reported violations of the Code will be promptly reviewed and investigated, as appropriate by the COO or an appropriate designee and will be treated confidentially to the extent possible and consistent with ARW’s legal obligations. We are expected to cooperate in the investigation of an alleged violation of the Code. If the result of the investigation indicates that corrective action is required, ARW will decide what steps it should take including, when appropriate, legal proceedings, to rectify the problem and avoid the likelihood of its recurrence.
Discipline for Violations
Disciplinary actions shall be taken as appropriate for:
- Authorization or participation in actions that violate the Code.
- Failure to report a violation of the Code.
- Refusal to cooperate in the investigation of a violation of the Code.
- Failure by a violator's supervisor(s) to detect and report a violation of the Code, if such failure reflects inadequate supervision or lack of oversight.
- Retaliation against an individual for reporting a violation of the Code.
Disciplinary action shall, when appropriate, include dismissal. With respect to disciplinary action, principles of fairness, proportionality, and consistency will apply. All disciplinary actions shall be appropriately documented.
Directors and employees should be aware that these standards are greater than those that may be required by local law. Adherence to these standards is a condition of engagement with ARW. Violations are serious matters and could result for employees in disciplinary action and for board members in removal. Managers are responsible for distributing copies of the Code of Business Conduct to employees and directors and for making them aware of the importance and specific requirements of the policy.
- ARW CODE OF BUSINESS CONDUCT VERIFICATION AND DISCLOSURE STATEMENT
ARW requires that directors and employees working at ARW sign an annual acknowledgement confirming that he or she has received and read the Code and the Disclosure Policy, understands the expectations and is complying with them. Additionally, both directors and employees are asked to disclose potential conflicts of interest at the same time.
Further contractors and agents working for/or with ARW for an extended period are required to read, sign and comply with this code.