Weekend Meal Service at Other Organizations
30 ways to help TASK
UP CLOSE AND PERSONAL
Mission: TASK feeds those who are hungry in the Trenton area and offers programs to encourage self-sufficiency and improve the quality of life of its patrons.
With a strong infrastructure managed by a committed and engaged Board and staff, TASK will expand its ability to reach the hungry in the Trenton area and those with the aspiration or responsibility to serve them.
Feeding the hungry in the Trenton area is the highest priority for TASK.
The administrative resources of TASK will evolve to support both growth and change in leadership.
TASK will continue to recognize the value of providing an opportunity for volunteers to express their values through service.
New programs and services will be developed based on documented needs.
TASK will continue to be a leader in informing all segments of the community about hunger in the Trenton area and advocating for programs and policies to alleviate hunger and food insecurity.
TASK maintains an open door, no-questions-asked policy. All who come to TASK are served.
TASK values diversity and is committed to promoting an atmosphere that is free from any form of discrimination as it relates to gender, age, race, color of skin, creed, sexual orientation, religion, national origin, disability and veteran status. We are an equal opportunity, affirmative action employer. Our facility is fully handicap accessible.
1.) All persons will work together to nurture an environment of the utmost support, respect, and dignity.
2.) Constructive and open communication shall be practiced. If conflicts arise, the attempt shall be made, in a timely fashion, to resolve them at a level as close to the source of conflict as possible.
3.) Unless there is legal obligation to report or over-riding issues of security/safety of the TASK community, confidentiality regarding personal circumstances of all members of the community shall be strictly observed.
4.) The use of volunteers shall be promoted.
5.) Every effort shall be made to encourage feedback and participation from those served.
6.) The highest level of fiscal responsibility shall be exercised and the most economical use made of resources to provide the maximum level of service to the community.
7.) All due diligence shall be practiced in maintaining high health, safety, and sanitary standards for the operation.
8.) Diversity shall be valued and an atmosphere promoted that is free from any form of discrimination as it relates to gender, age, race, and color of skin, creed, sexual orientation, religion, national origin, disability, and veteran status.
The Board of Directors of the Trenton Area Soup Kitchen (TASK) has a strong commitment to donors' privacy rights. Consistent with that commitment we hereby guarantee that we will not sell or trade donors' personal or contact information with anyone else nor will we send mailings on behalf of other organizations to our donors.
The TASK Executive Director and TASK administrative staff maintain open door policies, where TASK clients are free to make a complaint any time during normal business hours.
Every other month, the Program Committee of the TASK Board of Trustees holds open meetings at TASK in the dining room during lunch. TASK patrons are invited to attend these meetings and provide feedback. The Program Committee and Executive Director report to the Board of Trustees on a monthly basis. If a customer has a grievance the customer reports the grievance to the Executive Director who reports to the Board.
If an employee has a complaint concerning disciplinary action, termination, demotion, denial of promotion or merit increase, layoff, or discrimination based on a category - i.e., race, age, disability--recognized by federal and local civil rights laws, they have the right to file a grievance according to procedures outlined in this policy.
The employee will not be discriminated against, harassed, intimidated, or suffer any reprisal as a result of filing a grievance or participating in the investigation of a grievance. If the employee believes that they are being subjected to any of the above, they have the right to file a grievance.
The employee should attempt to resolve the problem informally with their supervisor as soon as possible. If a solution cannot be reached, the employee may submit a formal grievance in writing to the Director in their chain of command. The Director shall issue a written response within 10 working days of receipt.
Should the employee not be satisfied with the response from the Director, they may appeal to the Executive Director. The Executive Director shall issue a written response within 10 working days of receipt.
Should the employee not be satisfied with the response from the Executive Director, they may appeal to the Human Resources Committee of the Board of Trustees. The Human Resources Committee, representing the Board of Trustees, shall issue a written response within 20 working days of receipt. The decision of the Human Resources committee is final.
The Sarbanes-Oxley Act of 2002 makes it a federal crime for any organization - nonprofit and for-profit - to retaliate against a "whistleblower" who reports illegal or unacceptable activity. Individuals who witness any kind of unsuitable ehavior must feel free to speak out. The board and senior management take complaints seriously; TASK commits to undertake an investigation of unacceptable activity, and rectify the situation.
It is the responsibility of all trustees, officers, and employees to report violations or suspected violations in accordance with this Whistleblower Policy.
No trusteer, officer, or employee who in good faith reports a violation 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.
In most cases, an employee's supervisor is in the best position to address an area of concern. However, if he or she is not comfortable speaking with their supervisor or they are not satisfied with their supervisor's response, he or she is encouraged to speak with the Director of Operations, the Director of Finance and Administration, or the Executive Director. Directors are required to report suspected violations to TASK's compliance officer, who is required to investigate all reported violations. For suspected fraud, or when an employee is not satisfied or is uncomfortable with following the organization's open-door policy, individuals should contact the organization's compliance officer directly.
The organization's compliance officer is responsible for investigating and resolving all reported complaints and allegations concerning violations and, at his or her discretion, shall advise the audit committee.
The compliance officer has direct access to the audit committee of the board and is required to report to the audit committee at least annually on compliance activity. The organization's compliance officer is the chair of the audit committee.
Accounting and Auditing Matters
The audit committee of the board shall address all reported concerns or complaints regarding corporate accounting practices, internal controls, or auditing. The compliance officer shall immediately notify the audit committee of any such complaint and work with the committee until the matter is resolved.
Acting in Good Faith
Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. 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.
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.
Handling of Reported Violations
The compliance officer will notify the sender and acknowledge receipt of the reported violation or suspected violation within 10 business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.
Examples of Violations
The following is a non-exhaustive list of the kinds of violations that should be reported:
All permitted document destruction shall be halted if the organization is being investigated by a governmental law enforcement agency, and routine destruction shall not be resumed without the written approval of legal counsel.