A “whistleblower” for purposes of this Manual is a current or former employee of the Museum who reports an activity that he or she considers to be illegal, dishonest or in violation of or in conflict with the policies and procedures set forth in this Manual. A whistleblower is not responsible for investigating the activity, determining fault or taking corrective measures.
If an employee has knowledge of, or a concern regarding, illegal, dishonest or improper conduct, the employee should contact his or her supervisor, Human Resources, or the President and Chief Executive Officer. If the illegal, dishonest or improper conduct involves the aforementioned individuals, the employee may contact the designated person representing the Museum’s Board of Trustees (Board @ kcmgc.org). The employee must exercise sound judgment to avoid baseless allegations, and any employee who intentionally files a false report will be subject to appropriate discipline, up to and including discharge.
To the greatest degree possible, the confidentiality of a whistleblower will be maintained by the Museum. A whistleblower’s identity, however, may be disclosed in order for the Museum to conduct a thorough investigation, to comply with governing law, or to afford other individuals their legal rights.
The Museum will not retaliate against a whistleblower in the form of any adverse employment action (such as discharge, compensation decreases, or work assignments), and any whistleblower who believes he or she is the subject of retaliation should contact their supervisor, Human Resources or the designated person representing the Museum’s Board of Trustees (email@example.com).