Girl Scouts of Nassau County

This Code of Ethics is consistent with the values expressed in the Girl Scout Promise and Law, the foundation of all we do in Girl Scouting.

Girl Scouts of Nassau County (GSNC) expects and requires honesty and integrity in all business interactions. Girl Scouting is founded on faith, trust and confidence and holds all employees to high standards in personal and professional conduct. This includes complying with the letter and spirit of all applicable laws; faithful adherence to policies, rules, regulations and contracts, and dealing honestly, fairly, courteously and respectfully with customers, co-workers, and the general public.

These are the fundamental principles that have a profound effect on the internal soul of the organization.

Providing the materials, equipment, and support needed to do the job, including opportunities to learn and grow

An actual or potential conflict of interest occurs when an employee, board member or other volunteer is in a position to influence a decision that may result in a personal gain for that individual or for a relative of that individual as a result of GSNC's business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee, board member, or other volunteer is similar to that of persons who are related by blood or marriage. “Relative” in this context may mean father, mother, child, siblings, spouse, grandparent, grandchild, in-law, or any individual who makes his/her home with an employee, board member, or other volunteer.

We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. We owe a duty to GSNC to advance its legitimate interests when the opportunity to do so arises, and we must never use GSNC property or information for personal gain.

If an employee, board member or other volunteer has any influence on transactions involving purchases, contracts, or leases, it is imperative that s/he disclose these influences to GSNC as soon as possible so that safeguards can be established to protect all parties.

Personal gain is defined as an advantage or benefit that results from an employee, board member, or other volunteer, or their relative having a significant ownership in a firm with which GSNC does business, or when such an individual receives a kickback, bribe, substantial gift or special consideration as a result of any transaction or business dealings involving Girl Scouts of Nassau County.

GSNC is committed to competing solely on the merit of our products and services. We should avoid any actions that create a perception that favorable treatment of outside entities by GSNC was sought, received or given in exchange for personal business courtesies. Although we may not use our position to obtain such courtesies and may never ask for them, we may accept unsolicited business courtesies such as occasional meals, refreshments, entertainment, etc, provided that:

They are not inappropriately lavish or excessive.
The courtesies are not frequent.
The courtesy does not create the appearance of an attempt to influence business decisions (such as accepting courtesies from a supplier whose contract is about to expire).
The employee accepting the business courtesy would not feel uncomfortable discussing the courtesy with a manager, or having the courtesies known by the public.

It is the personal responsibility of each employee to ensure that his or her acceptance of business courtesies is modest and proper and could not reasonably be construed as an attempt by the offering party to secure favorable treatment.

Generally, employees may not accept compensation, honoraria or money of any amount from entities with whom GSNC does or may do business.

Information learned while on the job is the exclusive (intellectual) property of Girl Scouts of Nassau County and should be carefully guarded. Confidential information includes but is not limited to, non-public technical, business and financial information and plans, as well as private information about councils, volunteers, customers, suppliers, and employees. Confidential information must not be disclosed to unauthorized persons, including competitors, reporters or to other employees whose duties do not require use of such information. Only designated individuals are authorized to speak on behalf of Girl Scouts of Nassau County. All media inquiries should be directed to the Marketing Department or the Executive Director/Chief Executive Officer.

Girl Scouts of Nassau County is committed to promoting and maintaining the highest quality of customer service and customer satisfaction at every level of the organization, and at all times. Customers include – but are not limited to – girls, volunteers, colleagues, parents, community members and external organizations.

• Employees are responsive to customers, exhibiting a positive and polite attitude.

• Upon receipt of a complaint, employees make every effort to resolve the issue/concern in an expedient and positive manner.

• Employees demonstrate respect and build trust in all customer relationships. This includes peers and colleagues.

By consistently practicing these behaviors in all departments and across staff groups, every employee is doing his/her share to help GSNC continuously improve its efforts to achieve high levels of service and satisfaction.

All employees who suspect violations of the letter or spirit of this Code of Ethics have an obligation to report their concerns to the appropriate authority. In addition, those who have concerns regarding questionable accounting or auditing matters by employees, directors, officers, volunteers, and other stakeholders of the organization are obligated to report such concerns so that they can be properly investigated.

No person who in good faith reports a violation or concern shall suffer harassment, retaliation or adverse employment consequence. A volunteer or employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including dismissal as a volunteer or termination of employment. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the organization prior to seeking resolution outside the organization.

Employees should first discuss their Concern with their immediate supervisor. However, if the reporter is not comfortable speaking with the supervisor or is not satisfied with the supervisor's response, s/he is encouraged to speak with the Director, Human Resources or the GSNC's Compliance Officer directly. If the Concern is reported verbally, the reporting individual shall reduce the Concern to writing. Concerns may also be submitted anonymously.

GSNC's Compliance Officer is responsible for investigating and resolving all reported complaints, allegations, and concerns. The Compliance Officer is the chair of the Finance Committee, which also serves as the Audit Committee.

Directors and other volunteers should submit Concerns in writing directly to the chair of the Finance/Audit Committee.

The Finance/Audit Committee shall address all reported Concerns. The Chair of the committee shall immediately notify the committee, the President, the Executive Director/CEO, and Chief Operating Officer and any other appropriate individual of any such report. The Chair of the committee will notify the sender and acknowledge receipt of the Concern within five business days if possible.

All reports will be promptly investigated by the Finance/Audit committee, and appropriate corrective action will be recommended to the Board of Directors, if warranted by the investigation. In addition, action taken must include a conclusion or follow-up with the complainant for complete closure of the Concern.

The Finance/Audit committee has the authority to retain outside legal counsel, accountants, private investigators, or any other resource deemed necessary to conduct a full and complete investigation of the allegations.

Anyone reporting a Concern or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, or a violation of the Code of Ethics. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense and may result in discipline, up to and including dismissal from the volunteer position or termination of employment.

Reports of Concerns, and investigations pertaining to them, shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

Girl Scouts of Nassau County Code of Ethics