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Hillel is committed to the highest possible standards of openness, propriety, responsibility and accountability. We all must follow the law, act with integrity and honesty in all matters, and be accountable for our actions. In line with this commitment, it is the responsibility of each employee to come forward and promptly report any instance of suspected or known noncompliance or if they learn of, or are asked to participate in an activity that could potentially violate or is suspected or known to violate any Hillel policy or any law or regulation.
If an employee has knowledge of or a concern about illegal or dishonest fraudulent activity, the employee should contact his or her immediate supervisor or Executive Director. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to appropriate disciplinary action.

Whistleblower protections are provided in two important areas -- confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, the identity of the whistleblower may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. Hillel will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he or she is being retaliated against must contact the Executive Director or Hillel International’s Chief Experience Officer or designee immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

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