WHO IS ACCREDITED?

Private Organization Accreditation

Lutheran Social Services of New England is a high-performing nonprofit organization. LSS is a powerful difference maker and go-to resource, driving ourselves to constantly anticipate futures that are different from the past. For 140 years, LSS has been caring for people in need in New England.
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VOLUNTEER TESTIMONIAL

Judy Kay, LCSW

Volunteer Roles: Peer Reviewer; Team Leader

In administration for 22 of 24 years at Child Saving Institute, a COA-accredited not-for-profit child welfare agency in Omaha, Nebraska. Retired approximately two years ago, I moved to Tucson, Arizona, where I advocate for children's rights as a Court Appointed Special Advocate (CASA) volunteer to three young children.
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Purpose 

The organization earns and sustains the public trust through honest, truthful, and responsible transactions, partnerships, and relationships with individuals, communities, providers, businesses, donors, and government entities.

FOC
ETH 4: Protection of Reporters of Suspected Misconduct

The organization prohibits employment-related retaliation against employees, and others affiliated with the organization, who come forward with information about suspected misconduct or questionable practices, and provides an appropriate, confidential channel for reporting such information.

Interpretation: An organization establishing a policy to protect reporters of suspected misconduct can begin by adopting a code of conduct and ethical practice and developing reporting procedures. Procedures should include avoidance of baseless allegations, maintenance of anonymity, definitions, rights and responsibilities, and the role of supervisors, senior management, and governing body officers or committees.

Note: Please see the Whistleblower Policy Template - Private, Public, Canadian, Network for additional assistance with this standard.

Rating Indicators
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g., 
  • The definition of what constitutes a reportable violation lacks specificity.
3
Practice requires significant improvement; e.g.,
  •  There is a perception among staff that procedures do not adequately protect anonymity; or
  •  Procedures are not readily available or staff and board members are  not aware they exist; or
  •  Procedures do not adequately protect against retaliation.
4
Implementation of the standard is minimal or there is no evidence of implementation at all; e.g.,
  • Staff report feeling afraid or intimidated.

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Policy and procedures protecting reporters of suspected misconduct
    • Documentation of any grievances/incidents related to retaliation
    • Personnel Manual
    • Grievance policy and procedures
    • Interview:
      1. CEO
      2. Personnel at all levels
      3. HR director
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