Whistleblower Policy

Embrace Relief requires directors, officers, employees, interns and volunteers to observe high standards of professional and personal ethics in the conduct of all their duties and responsibilities. As employees and representatives of Embrace Relief, we are to practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.

In accordance with this policy, Embrace Relief provides and enables a clear, systematic process through which all personnel affiliated with Embrace Relief may address issues concerning noncompliance with applicable laws, regulations, and policies. Immediate investigation of and response to credible concerns are also mandated under this policy.

Reporting Responsibility

All directors, officers, employees, interns and volunteers have a responsibility to comply with Embrace Relief’s policies and procedures and to report concerns regarding potential violations in accordance with this Whistleblower Policy This Whistleblower Policy is intended to encourage and enable all employees and others to raise concerns internally so that Embrace Relief can address and correct inappropriate conduct and actions. It is the responsibility of all board members, officers, employees, interns and volunteers to report concerns about violations of Embrace Relief’s code of ethics or suspected violations of law or regulations that govern Embrace Relief’s operations.

No Retaliation

It is contrary to the values of Embrace Relief for anyone to retaliate against any board member, officer, employee, intern or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of Embrace Relief. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

Reporting Procedure

Embrace Relief has an open door policy and suggests that employees share their questions, concerns, suggestions or complaints with their supervisor. If you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you are encouraged to speak with Osman Dulgeroglu, Chief Executive Officer. Supervisors and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the Embrace Relief’s Chief Executive Officer who oversees all organizational activities and has the responsibility to investigate all reported complaints and concerns. Employees with concerns or complaints may also submit their concerns in writing directly to their supervisor or the Chief Executive Officer, Osman Dulgeroglu.

Supervisory and Executive Staff

All employees in supervisory and executive roles who receive notification of possible unethical or dishonest behavior are responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved. The supervisory and executive staff will advise the Chief Executive Officer and/or members of the Board of Directors of all complaints and their resolution and will report at least annually to the President of the Board of Directors, Dr. Nevzat Yilmaz on compliance activity relating to accounting or alleged financial improprieties.

Accounting and Auditing Matters

All employees in supervisory and executive roles are to address all reported complaints and concerns regarding Embrace Relief’s corporate accounting practices, internal controls or auditing and work with the appropriate parties involved until the matter is fully resolved.

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

Acting in Good Faith

Anyone filing a written complaint concerning a violation or suspected violation of Embrace Relief’s policies and procedures must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation of Embrace Relief’s policies and procedures. 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.