Page 12 - Police Federal Credit Union

Through enforcement of this policy and by education of employees, the Credit Union will seek to
prevent, correct, and discipline behavior that violates this policy. All employees, regardless of their
positions, are covered by and are expected to comply with this policy and respond appropriately to
ensure that prohibited conduct does not occur.

Any Supervisor or Manager who becomes aware of possible sexual or other unlawful harassment
must immediately advise Human Resources so that an investigation can begin in a timely manner.

Appropriate disciplinary action will be taken against any employee who violates this policy. Based on
the seriousness of the offense, disciplinary action may include verbal or written reprimand,

suspension, or employment termination.

WHISTLE-BLOWER

The Police FCU requires its President/CEO, Board of Directors, Volunteers, Chief Executives, AVPs,
Supervisors, and all employees to observe high standards of business and professional ethics in the
conduct of their duties and responsibilities. All employees and representatives of Police FCU, shall
practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and

regulations.

This Whistle-blower Policy is intended to encourage and enable employees and others to raise serious
concerns internally so that the Credit Union can address and correct inappropriate conduct and
actions. Examples of illegal or dishonest activities are violations of federal, state or local laws;
embezzlement, theft, billing for services not performed or for goods not delivered, and other
fraudulent financial reporting. It is the responsibility of all employees and Credit Union representatives
to report suspected violations of law or regulations that govern Police FCU.

No Retaliation
It is contrary to the values of Police FCU for anyone to retaliate against any employee or Credit Union
representative who in good faith reports a suspected violation of law, such as a complaint of
discrimination, or suspected fraud, or suspected violation of any regulation governing the operations

of Police FCU. An employee who retaliates against someone who has reported a violation in good
faith is subject to discipline up to and including employment termination of employment.

Reporting Procedure
Police FCU has an open-door policy and suggests that employees share their questions, concerns,

suggestions, or complaints with their Supervisor. If an employee is not comfortable speaking with
their Supervisor or is not satisfied with the Supervisor’s response, the employee is encouraged to
speak with their AVP, department’s Chief Executive, Human Resources, or any other management
representative.

POLICE FEDERAL CREDIT UNION EMPLOYEE MANUAL - APRIL 2017 12 | PAGE