Financials

Donor Privacy Policy
The Center for Safety & Change is a 501(c)(3) not-for-profit corporation. All contributions are tax deductible to the fullest extent as allowable by law.(1)

Obtaining Information
The ability to contact individuals to support the Center for Safety & Change is critical to our work and mission. The Center collects and uses a donor’s personal information such as name, address, phone number, and email address when an individual/organization voluntarily provides it to us. We will not sell, trade or share a donor’s personal information with anyone outside the Center, nor send donor mailings on behalf of other organizations, without the specific permission of the donor. Contributing individuals and organizations are traditionally listed by name in publications such as our fundraising journals and annual report, but we honor requests from those who wish to be listed as anonymous.

Donor Bill of Rights
Ethical standards and principles are the foundation for maintaining public trust. To ensure this, the Center endorses the Association of Fundraising Professionals’ Donor Bill of Rights, which provides all donors with the right:

I. To be informed of the organization’s mission, the way the organization intends to use donated resources, and its capacity to use donations effectively for their intended purposes.

II. To be informed of the identity of those serving on the organization’s governing board, and to expect the board to exercise prudent judgment in its stewardship responsibilities.

III. To have access to the organization’s most recent financial statements.

IV. To be assured their gifts will be used for the purposes for which they were given.

V. To receive appropriate acknowledgement and recognition.

VI. To be assured that information about their donation is handled with respect and with confidentiality to the extent provided by law.

VII. To expect that all relationships with individuals representing organizations of interest to the donor will be professional in nature.

VIII. To be informed whether those seeking donations are volunteers or employees of the organization, or hired solicitors.

IX. To have the opportunity for their names to be deleted from mailing lists that an organization may intend to share.

X. To feel free to ask questions when making a donation and to receive prompt, truthful and forthright answers.

To review or correct your personal contact information or to make changes to your recorded preferences (i.e. receipt of mailings and acknowledgements), please contact our Development Department development@centersc.org or call (845) 634-3391.

(1) Donors should always consult with their tax advisors regarding tax deductibility of cash and in-kind gifts.

CENTER FOR SAFETY & CHANGE, INC.
WHISTLEBLOWER PROTECTION POLICY

A. Application. This Whistleblower Protection Policy of the Center for Safety & Change, Inc. (the “Organization”) applies to all of the Organization’s staff, whether full-time, part-time, or temporary employees, to all volunteers, to all who provide contract services (including, without limitation, consultants, vendors and professional advisors), and to all officers and directors, each of whom shall be entitled to protection.

B. Reporting Credible Information. A protected person shall be encouraged to report information relating to illegal practices or violations of policies of the Organization (a “Violation”) that such person in good faith has reasonable cause to believe is credible. Information shall be reported to the Executive Director (the “Compliance Officer”), unless the report relates to the Compliance Officer, in which case the report shall be made to the President of the Board of Directors. The person or entity to whom disclosure is made in accordance with the immediately preceding sentence is referred to herein as the “Report Recipient”. Anyone reporting a Violation must act in good faith, and have reasonable grounds for believing that the information shared in the report indicates that a Violation has occurred.

C. Investigating Information. The Report Recipient shall promptly investigate each such report and prepare a written report to the Executive Committee of the Board of Directors. In connection with such investigation, all persons entitled to protection shall provide the Report Recipient with credible information. All actions of the Report Recipient in receiving and investigating the report and additional information shall endeavor to protect the confidentiality of all persons entitled to protection.

D. Confidentiality. The Organization encourages anyone reporting a Violation to identify herself or himself when making a report in order to facilitate the investigation of the Violation. However, reports may be submitted anonymously. Reports of Violations or suspected Violations will be kept confidential to the extent possible, with the understanding that confidentiality may not be maintained where identification is required by law or in order to enable the Organization or law enforcement to conduct an adequate investigation.

E. Protection from Retaliation. No person entitled to protection shall be subjected to retaliation, intimidation, harassment, or other adverse action for reporting information in accordance with this Policy. Any person entitled to protection who believes that he or she is the subject of any form of retaliation for such participation should immediately report the same as a violation of, and in accordance with, this Policy. Any individual within the Organization who retaliates against another individual who has reported a Violation in good faith or who, in good faith, has cooperated in the investigation of a Violation is subject to discipline, including the possibility of termination of employment or volunteer status.

F. Dissemination and Implementation of Policy. This Policy shall be disseminated in writing to all affected constituencies. The Organization shall, when appropriate, adopt procedures for implementation of this Policy, which may include:
i. documenting reported Violations;
ii. working with legal counsel to decide whether the reported Violation requires review by the Compliance Officer, President of the Board of Directors or should be directed to another person or department;
iii. keeping the Board of Directors and its Executive Committee or other applicable committees informed of the progress of the investigation;
iv. interviewing employees;
v. requesting and reviewing relevant documents, and/or requesting that an auditor or counsel investigate the complaint; and
vi. preparing a written record of the reported violation and its disposition, to be retained for a specified period of time.

The procedures for implementation of this Policy shall include a process for communicating with a complainant about the status of the complaint, to the extent that the complainant’s identity is disclosed, and to the extent consistent with any privacy or confidentiality limitations.