rcpa compliance and ethics ('Whistleblower') report

whistleblower protection policy

As part of Royal Cavaliers Performing Arts' (the “Corporation”) commitment to upholding business ethics and standards, the Corporation has adopted a Whistleblower Protection Policy. For purposes of this policy, “whistleblower” is defined as any officer, director, employee, or independent contractor who reports an activity that he/she reasonably believes in good faith to be illegal, dishonest, discriminatory, fraudulent, or a violation of Corporation policy. Improper activities include, but are not limited to, violations of any state or federal law or regulation, corruption, malfeasance, bribery, theft or misuse of Corporation property or facilities, fraud or fraudulent claims, false financial reporting, harassment, threats or retaliation against any employee, and activities that involve gross misconduct, gross incompetence, gross inefficiency, or willful omission to perform duty.

Employees and independent contractors should report improper activity, in writing, to the Corporation’s Executive Director or designee. If the Executive Director is involved in the improper activity, employees and independent contractors should report the activities directly to the Corporation’s Board Chair or to a member of the Corporation’s Board of Directors.

In all cases, a full account of the report, follow-up investigation, and resolution will be provided to the employee/independent contractor and to the Board of Directors. Reports and investigations shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. Disclosers of reports to individuals not involved in the investigation will result in disciplinary action, up to and including termination of employment/contract (as in the case of independent contractors).

Reports made with knowledge of their falsity, in whole or in part, are strictly prohibited and may result in disciplinary action. Any individual, who in good faith, reports an improper activity, even if the report is mistaken, or who assists in the investigation of a reported improper activity, will be protected by the Corporation and by the Corporation’s Board of Directors.

Retaliation against whistleblowers will not be tolerated. Retaliation includes discharge, demotion, suspension, threat, harassment, or any manner of discrimination against any employee in the terms and conditions of employment based on the filing of a report or assistance in the investigation of a report. Any person who retaliates against a whistleblower will be subject to disciplinary action, up to and including termination of employment.

your information

While not required, your name and contact information will allow us to follow-up on your report and have the best chance of investigating and resolving the reported issue. Discrimination, retribution, and retaliation are strictly prohibited against those that file a legitimate complaint via this process.

Please provide the best email address to use for contact, if we need additional information for our investigation and to follow-up.

Please provide the best phone number to use for contact, if we need additional information for our investigation and to follow-up.

Please provide your current relationship with the RCPA organization.

your report

Please provide as much information as possible that will allow us to fully investigate your complaint in this report.

Select from the list of items below that best describes the type of incident you are reporting.

Please provide the first date of the incident. If unsure of the specific date, please provide your best esimate.

Please provide the time of the first incident.



Please enter the name of the person you are claiming caused the harassment or incident.

Please describe the incident(s) as clearly as possible. Include a full description of the events, verbal statements (threats, requests, demands, etc.), the location, and what, if any, physical contact was involved. Please be specific.

Please list any witnesses present.

How did you or the person directly involved (if not you) react to the harassment/incident?

What contact did you or the person harassed (if not you) have with the alleged harasser before the first incident?


This complaint is based upon my honest belief that the incident described above, by the person defined as the Offending Person, occurred. I hereby certify that the information I have provided in this complaint is true, correct, and complete to the best of my knowledge.

Please help us ensure this is a legitimate report by checking the box below.

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