Blessings International is, at its core, a Christian ministry set up to demonstrate the love of Christ to the hurting around the world. We strive to uphold the values of Christ and apply them to every area of our work.
In committing to transparency and accountability, Blessings not only seeks to earn donor trust but also to be counted “faithful in little things” so that we will be “trusted in large ones.”
To ensure the safety of our team and donors, please review the policies below if you have any concerns or questions.
Blessings International is committed to keeping all donor information strictly private and confidential. Your personal information is safeguarded and will never be shared with others. We will not sell, trade, exchange or share your personal information.
A conflict of interest may exist when the interest or concerns of any director, officer, or staff member or said person’s immediate family, or any party, group or organization in which said person holds a position as an employee, officer, director or partner, may be seen as competing with the interest or concerns of Blessings International.
Each member of the Board of Trustees and staff of the aforementioned organization MUST DISCLOSE IN WRITING to the board any possible conflict of interest. This disclosure must be updated annually. When such conflict of interest is relevant to a matter requiring action by the Board of Directors, the interested director shall bring it to the attention of the Board and the interested director will retire from the room in which the Board is meeting and will not participate in any discussion or vote on such matter.
If any person knows of or has a suspicion about misconduct, dishonesty or fraud relating to Blessings International, he/she should contact the Executive Director. If the alleged wrongdoing concerns the Executive Director, then he/she should notify the vice-president of the Blessings Board of Directors who will investigate all credible allegations.
At all times, the privacy and reputation of individuals involved will be respected. If the person providing the information requests anonymity, this request will be respected to the extent that doing so does not impede any investigation.
The complainant will receive a follow-up report on their concern within two weeks. It will acknowledge that the concern was received, indicate how the matter will be dealt with and whether or not further investigations will follow.
Whistle-blowers risk their careers by reporting suspected illegal activities in an organization. No form of punishment, including firing, demotion, suspension, harassment, failure to consider the employee for promotion, or any other kind of discrimination, is allowed.
Punishing a whistle-blower in any way is a criminal offense. Even when an employee’s claims are unfounded, the nonprofit may not reprimand him. To receive whistle-blower protection, an employee does not have to demonstrate misconduct; a reasonable belief or suspicion that violation of a federal law exists is sufficient.
to heal the hurting.