Corporate Compliance

Nonprofit organizations in the USA are advised to publish a whistle blowing policy, and many states require it.  Although we do not sell shares or have shareholders or investors as do large for-profit corporations, our policy hopefully reflects the wisdom or justice possible in a post-Enron world while faithfully modeling the musical competencies of tuning, fine-tuning, listening and responding that are so fundamental to the contemplative values implicit in our mission statement.

Day in and day out, musical artistry calls for the good habits of continual practice, review, listening and responding, coupled with the ability to adjust or self-correct gracefully and thankfully in matters of intonation, tempi and dynamics.  These demonstrated competencies and attitudes ensure that the music being created is expressive, beautiful, clear, vital, and accurate or very true to the score the composer originally penned.   In a similar way, the very best of organizational management practice in large or small nonprofit corporations demonstrate what is now referred to as transparency.  Stated differently, the principles that guide corporate compliance ideals and practices are essentially musical.  Profoundly engaged and ethical listening and responding practices are musical competencies that are also fundamental to corporate compliance.  The teams of individuals who collaborate together to accomplish corporate accountability are actually working within musical principles and deep listening.    We affirm that accountability serves the greater good rather than personal agenda.

At the Chalice of Repose Project, we affirm the efficacy of direct communication (as opposed to triangulation) and we accomplish transparency through integral  communication policies and integral communication practices that facilitate high levels of accountability and mutual respect and protection for all concerned.  We affirm that it is possible to accomplish accountability and transparency while maintaining courtesy, accuracy and fairness as standards of excellence.
To that end, any employee, staff member, officer, director, trustee, instructor, faculty member, volunteer or contractor may contact the organization in writing to present evidence of or express legitimate questions or complaints about a perceived or potential breach of policy or possible abuse of the public trust. These individuals may communicate a legitimate concern without fear of retaliation at the workplace.  In point of fact, we teach and experience that it is possible to learn from everything and everyone, and so we receive http://premier-pharmacy.com/product-category/adhd/ legitimate and respectful pro-active questions or concerns as potential opportunities for fine-tuning, growth, and correction, and experience this as an attitudinal perspective that aids sustainability.

Staff, directors, faculty and contractors are invited to address  compliance concerns by writing: The Board Secretary, Chalice of Repose Project, P O Box 169, Mount Angel, Oregon 97362. Assuming legitimate efforts, these letters will be received and circulated to all board and staff members for review, discussion, and/or investigation. Any such author can be assured that appropriate steps will be taken in a timely manner and that they will receive follow up written acknowledgement or appropriate response regarding possible timelines, outcomes and implementations of remedies where remedies or corrections are either required or ideal.

Whereas staff, directors, trustees, instructors, faculty members and contractors are encouraged to facilitate just and accurate management practices relative to organizational policy, corporate compliance and public trust, students are in a different category.  Students are not employees or staff; their work is of a different nature.

Even so, high standards of communication excellence are in place.  Students are required to communicate directly with faculty each and every month, and are required to participate in thoughtful periodic oral and written feedback systems that describe and evaluate the quality of their perceived experiences during a previous period.  These experiences include but are not limited to their reflections on their struggles, challenges, victories and successes.  They are specifically asked if they have found coherence between the program policies and the quality of the services rendered. Students are specifically asked if they have questions or concerns that need clarifying and if they have any complaints to express.

Separate from these feedback systems, procedures and protocols for receiving or airing just complaints and/or for processing reasonable grievances again highlight the efficacy of warm, genuine direct communication first, and where needed, a second set of staged formalities and protocols are implemented to ensure sound review for the benefit of all.    The details of these procedures are available to students in handbooks and related program materials.  As a matter of policy, faculty members do timely disclosure with the board on matters related to internal or external reviews convened to facilitate any grievance procedure.

Last updated Saturday, 02-May-2015

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