Whistleblower Policy

Hands at Work/Sons & Daughters is committed to the highest possible standards of ethical, moral, and legal business conduct. In line with this commitment, and our commitment to open communication, this policy aims to provide an avenue for employees and others to raise concerns and reassurance that they will be protected from reprisals or victimization for whistleblowing.

 This whistleblower policy is intended to cover protections for the whistleblower who raises a concern regarding any improper, unlawful, or unethical matters that could have a negative impact on Hands at Work/Sons & Daughters. This includes, but is not limited to, fraud, misconduct, bullying, breach of our code of conduct, health and safety risks, sexual harassment, discrimination, or any other form of improper behavior.

 1. Safeguarding the Whistleblower

  • Hands at Work/Sons & Daughters will not tolerate any harassment, retaliation, or victimization of the whistleblower and will take appropriate action to protect those who raise a concern in good faith.

  • The identity of the whistleblower will be kept confidential unless they agree otherwise or disclosure is required by law.

  • Concerns should be reported as soon as possible to ensure prompt and effective investigation and resolution.

 2. Reporting and Handling of Concerns

  • Employees or others who wish to raise a concern under this policy may do so with any member of management or directly to a designated officer.

  • All reports will be taken seriously and investigated promptly and thoroughly.

  • Within 10 working days of a concern being raised, the whistleblower will receive a written response acknowledging the receipt of the concern and outlining the next steps to be taken.

 3. Investigation

  • An investigation into the concerns raised will be conducted in a manner that is fair and impartial.

  • If the investigation concludes that corrective action is required, Hands at Work will decide upon the appropriate steps to take in consultation with the whistleblower, if possible.

 4. Record-Keeping

  • Hands at Work/Sons & Daughters will keep a record of all concerns raised and the outcomes (while maintaining confidentiality) and will report to the appropriate authorities as required by law.

 5. Policy Maintenance and Responsibility

  • Leadership is responsible for the maintenance, regular review, and updating of this policy.

This policy will be made available to all employees and training will be provided to ensure that all employees are aware of their rights and responsibilities under this policy.

Hands at Work/Sons & Daughters encourages all employees and stakeholders to raise genuine concerns without fear of reprisal, in the knowledge that they will be taken seriously and that the matter will be investigated appropriately and impartially.

Spiritual Abuse Policy

Hands at Work/Sons & Daughters is dedicated to fostering a community where spiritual well-being is paramount. This policy outlines the organization's stance against spiritual abuse and the measures in place to prevent such misconduct.

1. Definition: Spiritual abuse is defined as the misuse of a position of authority or influence to manipulate or coerce others into certain actions or beliefs, often for the perceived benefit of the organization or its leaders. This includes the inappropriate use of scripture or spiritual texts to control or harm individuals.

2. Training and Development: Program Leads, Leadership, and Board members are required to participate in ongoing professional development to recognize and prevent spiritual abuse. Volunteers will also be educated on this matter as part of their comprehensive safeguarding training.

3. Reporting and Whistleblowing: A whistleblower policy is in place, ensuring confidentiality for those who report instances of injury, harm, or abuse, including spiritual abuse. All complaints, particularly those concerning spiritual abuse, must be brought directly to the Board's attention, guaranteeing oversight and appropriate action. (Katie Wells, Board Chair, katie@ca.handsatwork.org)

4. Accountability: Program Personnel found to have engaged in spiritual abuse will face disciplinary action, including progressive steps of discipline, in line with the severity of the misconduct.

5. Support and Recovery: Individuals affected by spiritual abuse are encouraged to seek professional support. Hands at Work will provide care through knowledgeable individuals and, where possible, facilitate access to professional therapy to assist in healing from spiritual trauma.

This policy affirms Hands at Work/Sons &Daughters' dedication to upholding the spiritual well-being of its community and ensuring that all interactions within its programs are conducted with integrity and respect.

Policy on Harassment and Discrimination

Hands at Work/Sons & Daughters is committed to fostering an environment that is free of discrimination and harassment and one in which all individuals are treated with respect and dignity. Every attendee of the Hands at Work/Sons & Daughters community has a right to equal treatment with respect to the receipt of services and facilities without discrimination or harassment based on the following prohibited grounds: race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, or disability. 

A right to freedom from discrimination and harassment is also applicable where someone is treated unequally because they are in a relationship, association or dealing with a person or persons identified by one of the prohibited grounds of discrimination. 

Every attendee of the Hands at Work/Sons & Daughters community, especially screened Program Personnel, is responsible for creating an environment which is free of discrimination and harassment.  Those found to have engaged in such conduct will be subject to discipline. 

Individuals who have committed an act of harassment will be subject to progressive steps of discipline. Acts of sexual harassment will result in immediate suspension and if an investigation finds that the allegation is substantiated, will result in immediate termination.