Whistleblower Policy

TCAT Whistleblower Policy

Tompkins Consolidated Area Transit, Inc. (TCAT) is committed to operating in compliance with all applicable laws, rules and regulations, including those concerning accounting and auditing. TCAT prohibits illegal and fraudulent practices by any of its directors, officers, employees, or volunteers (each is referred to in this policy as a “TCAT Representative”). This policy outlines a procedure for TCAT Representatives to report actions taken by or within TCAT that he/she reasonably believes are illegal, fraudulent or in violation of any TCAT policy. This policy applies to any matter which is related to TCAT. It supplements but does not replace other policies with reporting provisions, such as TCAT’s Harassment/Discrimination Policy.

If a TCAT Representative knows or reasonably suspects that TCAT or any person or other entity has (1) engaged in any illegal or fraudulent action related to TCAT, or (2) violated any TCAT policy, the TCAT Representative should immediately report such information to the General Manager or Human Resource Manager. All reports will be investigated in a prompt, thorough and impartial manner. If requested by the person making the report, TCAT will protect the confidentiality of reported information and the identity of the reporting individual to the greatest extent possible, consistent with the need to conduct an adequate review and investigation. TCAT Representatives may also make reports on an anonymous basis.

TCAT will not retaliate against, and prohibits retaliatory actions against, any individual who in good faith reports any action or suspected action taken by or within TCAT that is illegal, fraudulent or in violation of any TCAT policy. TCAT further will not retaliate against, and prohibits retaliatory actions against, any individual who participates in good faith in an investigation of or a complaint process regarding such reports. Prohibited retaliation includes but is not limited to intimidation, harassment, discrimination, and (in the case of employees) adverse employment consequences. Acts of retaliation should be reported immediately to either the General Manager or Human Resource Manager, and such reports will be promptly, thoroughly and impartially investigated.

Any employee who makes a report in bad faith or knowing that it is false, or who engages in a retaliatory action, will be subject to discipline, up to and including termination. Any director or officer who makes a report in bad faith or knowing that it is false, or who engages in a retaliatory action, will be subject to removal from the Board for misconduct in office. Any volunteer who makes a report in bad faith or knowing that it is false, or who engages in a retaliatory action, will be prohibited from further volunteer work with TCAT.

The General Manager is designated to administer this policy and to report to the Executive Committee of the Board of Directors on reports and investigations made pursuant to this policy.

This policy is to be distributed to all TCAT directors, officers and employees, and to all TCAT volunteers who provide substantial services to TCAT.