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Gaming Commission

Whistleblower Policy

San Manuel Band of Mission Indians (SMBMI) is committed to the highest possible standards of ethical, moral and legal business conduct. In conjunction with this commitment and San Manuel’s commitment to open communication, this policy aims to provide an additional avenue for team members to raise concerns and provides reassurance that they will be protected from reprisals or victimization for whistleblowing in good faith. If, however, a team member feels that their anonymity is not required then they are encouraged to report any and all concerns to management or Human Resources.

The whistleblower policy is intended to cover serious concerns that could have a significant impact on San Manuel including but not limited to actions that may lead to incorrect financial reporting; are unlawful; are not in line with company policy or otherwise amount to serious improper conduct.

SMBMI adheres to applicable laws and regulations and expects team members’ to maintain legal compliance. A whistleblower, as defined, is a Team Member who raises a concern in good faith of ethical, moral, or legal misconduct by any SMBMI practice, individual, or entity. 

Examples of incidents that should be reported include:

  • Ethical Violations
  • Unsafe Working Conditions
  • Quality of Service
  • Discrimination
  • Violations of Law
  • Falsification of Contracts
  • Wrongful Discharge
  • Disregard of Internal Controls
  • Vandalism and Sabotage
  • Improper Conduct
  • Alcohol and Substance Abuse
  • Fraud
  • Conflict of Interest
  • Theft and Embezzlement
  • Conduct Violations
  • Threats
  • Bribery and Kickbacks
  • Misuse of Company Property
  • Violations of Company Policy

If you intentionally file a false report, you may be subject to discipline, up to and including termination. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management is responsible for this.

SMBMI attempts to maintain the confidentiality of the whistleblower; however, in some cases, SMBMI may have to disclose the whistleblower’s identity to thoroughly investigate, to comply with the law and to provide accused individuals their legal rights of defense. However, SMBMI will not retaliate against a whistleblower. This includes, but is not limited to, protecting the whistleblower from retaliation such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact Human Resources. The right of a whistleblower to be protected against retaliation does not include immunity for any personal wrongdoing alleged and investigated.

If you have knowledge of or a concern about illegal or dishonest fraudulent activity, contact your immediate manager, Human Resources, and/or report it through the Whistleblower Hotline

NOTE: Please refer to the Important Contact Information section of the San Manuel Employee Handbook for the Whistleblower phone number and website address.

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