MEDA is committed to integrity and ethical behaviour in the workplace and will foster and maintain an environment where employees can work safely and appropriately. This policy has been adopted to ensure that all individuals understand that they must report any misconduct that may adversely impact MEDA, MEDA’s clients, employees, or partners without fear of retaliation or a negative impact on their employment status at MEDA.
This policy applies to MEDA worldwide staff.
Appropriate authority is any delegated employee who has the authority to make final decisions regarding employees, misconduct, harassment claims, and resulting actions. At MEDA, the appropriate authorities for misconduct related to MEDA policies is the VP, People & Culture, or the President & CEO. For fraud and finance policy violations, the appropriate authority is the CFIO, or the President & CEO.
Complainant is any person who submits a complaint or report of misconduct.
Respondent is someone whose alleged conduct is the subject of a complaint.
Misconduct is any illegal action or violation of company policy or MEDA’s Code of Conduct. This includes conflicts of interest, safeguarding concerns, sexual exploitation and abuse, violence, harassment, trafficking, fraud and corruption, and gender equality matters.
Retaliatory acts include retribution or reprisal against any complainant as a result of their reporting an incident of misconduct, or against any employee that participates in an investigation relating to the allegation of misconduct.
Adverse employment action is any demotion, suspension, termination, unfavourable transfer, denial of promotion, denial of benefits, threat, harassment, or denial of compensation as a result of the reporting of misconduct, or any manner of discrimination against an employee in the terms and conditions of employment because of any other lawful act done by the employee pursuant to this policy or any applicable Canadian legislation.
Whistleblowing means making a disclosure that the employee reasonably believes is evidence of any of the following:
MEDA employees, partners, and other stakeholders are required to report any concerns or suspicions of fraud, misconduct, or other instances of gross misconduct that are contrary to MEDA policies, without fear of being penalized. Individuals who believe they have witnessed an act or acts of misconduct should report the incident(s) immediately to whistleblower@meda.org.
This Policy encourages employees to freely express – in a responsible and orderly fashion – their thoughts, opinions, and feelings regarding workplace misconduct complaints. Retaliation by the respondent, or anyone acting on behalf of the respondent, against the complainant is strictly prohibited and will result in appropriate disciplinary action. Retaliation by the respondent, or anyone acting on behalf of the respondent, against any witness providing information about a workplace misconduct report, is also strictly prohibited. Acts of retaliation include (but are not limited to) interference, coercion, threats, and restraint.
This Whistleblower Policy will not be used to bring fraudulent or malicious complaints against employees. Any complaint made in bad faith, if demonstrated as such through convincing evidence, will result in disciplinary action being taken against the individual lodging the fraudulent or malicious complaint.