Whistleblower policy to protect employees, volunteers

By DAWN PROSSER
Director of Communications 
 
In an effort to encourage reporting of potential wrongdoing in diocesan entities and to protect those reporters, the Diocese of Sioux City recently updated its Whistleblower Policy and is distributing it widely throughout the diocese.
 
Juli Singer, director of human resources for the diocese, explained that the policy initially was geared towards financial issues but the new version, approved in September, covers more situations.
 
“If you see something that is financially not correct or … unethical behavior, you can bring it forth knowing that you will be protected from any type of retaliation,” she explained.
 
The updated policy spells out the expectations of “high standards of business and personal ethics” of church representatives including clergy, employees and volunteers in their roles in parishes, schools and other diocesan entities.
 
“All representatives of the church must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations,” the policy states.
 
No retaliation
Singer pointed out that it is important for employees and volunteers to know that they are protected if they report wrongdoing in a parish or school and the policy encourages them to report misconduct.
 
“It helps to ensure that things are going to be reported because employees feel protected,” she said.
 
Those reporting incidents of wrongdoing are to submit their concerns in writing as soon as possible to Singer or the director of administration and finance at the Central Catholic Offices in Sioux City. The reports are kept confidential as a protection to the whistleblower.
 
The policy stresses that those reporting in good faith would not be “subject to retaliation or in the case of an employee, adverse employee, adverse employment consequences.”
 
After receiving a report, Singer will initiate an investigation, unless it is financially based, then the director of administration and finance be in charge of the case. Investigations are kept confidential to the extent possible, as stated by the policy.

Singer “During the investigation, I let everyone involved know that we take retaliation very seriously,” she said. “I tell them I will handle this investigation and you stay out of it.”
 
In the case of reports of sexual misconduct, there would be a different reporting system and Singer would forward the report to the moderator of the Misconduct Review Board. (Learn more here.)
 
Realities
Another reason that wrongdoing may not be reported is the belief by some that such misconduct would not happen in a church setting.
 
“Sometimes there’s a tendency to think that because we’re the church, we are overly trusting,” Singer said.
 
As there have been updates to the Whistleblower Policy, Singer is ensuring that the information was forwarded in English and Spanish to the parishes, clergy and any diocesan entities covered by the policy. The document is also available on the diocesan website. (See link here.)
 
“Whenever I put a new policy out, I like to have people know what’s out there and that we’re using it, but this one is especially important because things do happen, even in a church, and I need everybody to be aware that there’s a mechanism that they can report it and still be safe,” the director explained.
 
The policy points out that once an investigation is completed, the information is discussed with the bishop or his designee(s).
 
Singer can be contacted at [email protected].

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