Non Discrimination Policy

Holland Symphony Orchestra is committed to equal opportunity for all persons and does not discriminate in employment, educational programs, or other activities on the basis of race, color, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, disability, height, weight, pregnancy, genetic information, veteran status, and other protected characteristics in accordance with applicable federal, state, and local law.

Conflict of Interest Policy

The standard of behavior at the Holland Symphony Orchestra is that all staff, volunteers, and board members scrupulously avoid any conflict of interest between the interests of the Holland Symphony Orchestra on one hand and personal, professional, and business interests on the other. This includes avoiding actual conflicts of interest as well as potential perceptions of conflicts of interest.

I understand that the purposes of this policy are to protect the integrity of the Holland Symphony Orchestra’s decision-making process, to enable our constituencies to have confidence in our integrity, and to protect the integrity and reputation of volunteers, staff, and board members.

Upon or before election, hiring, or appointment, I will make a full, written disclosure of interests, relationships, and holdings that could potentially result in a conflict of interest. This written disclosure will be kept on file, and I will update it as appropriate.

In the course of meetings or activities, I will disclose any interests in a transaction or decision where I (including my business or additional nonprofit affiliation), my family and/or my significant other, employer, or close associates will receive a benefit or gain. After disclosure, I understand that I will be asked to leave the room for the discussion and will not be permitted to vote on the question.

Code of Ethics & Whistleblower Protection Policy

HOLLAND SYMPHONY ORCHESTRA believes strongly that its Code of Ethics and Conduct (“Code”) requires directors, officers and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the Organization, we will

• Comply with all applicable laws and regulations

• Hold paramount the safety, health, and welfare of the public in the performance of professional duties.

• Act in such a manner as to uphold and enhance personal and professional honor, integrity, and dignity of the profession.

• Treat with respect and consideration all persons, regardless of gender, race, national origin, creed, age, or any other classification prohibited by law.

• Engage in carrying out HOLLAND SYMPHONY ORCHESTRA’s mission in a professional manner.

• Collaborate with and support other professionals in carrying out HOLLAND SYMPHONY ORCHESTRA’s mission.

• Build professional reputations on the merit of services and refrain from competing unfairly with others.

• In order to implement the foregoing, the following Whistleblower Policy shall apply:

1. Reporting Responsibility – It is the responsibility of all directors, officers and employees to comply with the Code and to report violations or suspected violations in accordance with this Whistleblower Policy.

2. No Retaliation – No director, officer or employee who in good faith reports a violation of the Code shall suffer harassment, retaliation or adverse employment consequence. 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. 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.

3. Reporting Violations – The Code addresses the Organization’s open door policy and suggests that employees share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee’s supervisor is in the best position to address an area of concern. However, 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 someone in the in management whom you are comfortable in approaching. Supervisors are required to report suspected violations of the Code of Conduct to the Organization’s President & CEO, who has specific and exclusive responsibility to investigate all reported violations. For suspected fraud, or when you are not satisfied or uncomfortable with following the Organization’s open door policy, individuals should contact the Organization’s President & CEO directly.

4. President & CEO – The Organization’s President & CEO is responsible for investigating and resolving all reported complaints and allegations concerning violations of the Code and, at his discretion, shall advise the President & CEO and/or the audit committee. The President & CEO has direct access to the audit committee of the board of directors and is required to report to the audit committee at least annually on compliance activity.

5. Accounting and Auditing Matters – The audit committee of the board of directors shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or auditing. The President & CEO shall immediately notify the audit committee of any such complaint and work with the committee until the matter is resolved.

6. Acting in Good Faith – Anyone filing a complaint concerning a violation or suspected violation of the Code must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation of the Code. 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.

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

8. Handling of Reported Violations – The President & CEO will notify the sender and acknowledge receipt of the reported violation or suspected violation within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

Privacy Policy

The Holland Symphony Orchestra is committed to maintaining the privacy of our Web site visitors and donors and upholds the confidentiality of your personal information. HSO does not share, sell, rent, or trade information about its donors and other contacts.

The personal information you provide is solely utilized to process and receipt your donation, to register your attendance at an event or meeting, or to respond to any of information requests you may have. All personal information provided to us is stored in databases located on servers which are behind firewalls. Donor anonymity will be respected if requested and where applicable. Upon request, we allow you full access to your information and we will maintain its accuracy according to your instructions.

No attempt will be made to identify or collect personal information about users.

The Holland Symphony Orchestra strives to keep donors informed about how donations are used and their importance for continuing our programs. We send several mailings a year to accomplish this and include a donation coupon to invite financial support. Most HSO supporters want to receive all of our mailings and newsletters. However, you may opt out of any and all mailings by contacting us with your request.