MHAGC Values and Ethics Statement

We, as The Mental Health Association of Greater Chicago (MHAGC) (staff and board members), dedicate ourselves to carrying out the mission of this organization. We:

1. Recognize that the chief function of MHAGC at all times is to serve the best interests of our constituency.

2. Accept as a personal duty the responsibility to keep up to date on emerging issues and to conduct ourselves with professional competence, fairness, impartiality, efficiency, and effectiveness.

3. Respect the structure and responsibilities of the board of directors, provide them with facts and advice as a basis for their making policy decisions, and uphold and implement policies adopted by the board of directors.

4. Keep the community informed about issues that affect it.

5. Conduct our organizational and operational duties with positive leadership exemplified by open communication, creativity, dedication, and compassion.

6. Exercise whatever discretionary authority we have under the law to carry out the mission of the organization.

7. Serve with respect, concern, courtesy, and responsiveness in carrying out the organization's mission.

8. Demonstrate the highest standards of personal integrity, truthfulness, honesty, and fortitude in all our activities in order to inspire confidence and trust in our activities.

9. Avoid any interest or activity that is in conflict with the conduct of our official duties.

10. Respect and protect privileged information to which we have access in the course of our official duties.

11. Strive for personal and professional excellence and encourage the professional developments of others.

CONFLICT OF INTEREST POLICY

MHAGC, as a nonprofit, tax-exempt organization depends on charitable contributions from the public. Maintenance of its tax-exempt status is important both for its continued financial stability and for the receipt of contributions and public support. Therefore, the IRS as well as state corporate and tax officials, view the operations of MHAGC as a public trust which is subject to scrutiny by and accountability to such governmental authorities as well as to members of the public.

Consequently, there exists between MHAGC and its board, officers, and management employees a fiduciary duty which carries with it a broad and unbending duty of loyalty and fidelity. The board, officers, and management employees have the responsibility of administering the affairs of MHAGC honestly and prudently, and of exercising their best care, skill, and judgment for the sole benefit of MHAGC. Those persons shall exercise the utmost good faith in all transactions involved in their duties, and they shall not use their positions with MHAGC or knowledge gained for their personal benefit. The interests of the organization are the first priority in all decisions and actions.

Conflicts of interest may arise in the relations of directors, officers, and management employees with any of the following third parties:

1. Persons and firms supplying goods and services to MHAGC.

2. Persons and firms from whom MHAGC leases property and equipment.

3. Persons and firms with whom MHAGC is dealing or planning to deal in connection with the gift, purchase or sale of real estate, securities, or other property.

4. Competing or affinity organizations.

5. Donors and others supporting MHAGC.

6. Agencies, organizations, and associations which affect the operations of MHAGC.

7. Family members, friends, and other employees.

A material conflicting interest may be defined as an interest, direct or indirect, with any persons and firms mentioned above. Such an interest might arise through:

1. Owning stock or holding debt or other proprietary interests in any third party dealing with MHAGC.

2. Holding office, serving on the board, participating in management, or being otherwise employed (or formerly employed) in any third party dealing with MHAGC.

3. Receiving remuneration for services with respect to individual transactions involving MHAGC.

4. Using MHAGC's time, personnel, equipment, supplies, or good will for other than MHAGC approved activities, programs, and purposes, except that minor, reasonable use is allowable at the discretion of the Executive Director or the Board.

5. Receiving personal gifts or loans from third parties dealing with MHAGC. Receipt of any gift is disapproved except gifts of nominal value which could not be refused without discourtesy. No personal gift of money should ever be accepted.

The areas of conflicting interest listed, and the relations in those areas which may give rise to conflict, are not exhaustive. Conceivably, conflicts might arise in other areas or through other relations. It is assumed that the trustees, officers, and management employees will recognize such areas and relation by analogy.

The fact that one of the interests described above exists does not mean necessarily that a conflict exists, or that the conflict, if it exists, is material enough to be of practical importance, or if material that upon full disclosure of all relevant facts and circumstances that it is necessarily adverse to the interests of MHAGC.

However, it is the policy of the board that the existence of any of the interests described shall be disclosed before any transaction is consummated. It shall be the continuing responsibility of board, officers, and management employees to scrutinize their transactions and outside business interests and relationships for potential conflicts and to immediately make such disclosures.

Disclosure should be made according to MHAGC standards. Transactions with related parties may be undertaken only if all of the following are observed:

1. A material transaction is fully disclosed in the audited financial statements of the organization;

2. The related party is excluded from the discussion and approval of such transaction;

3. A competitive bid or comparable valuation exists; and

4. The organization's board has acted upon and demonstrated that the transaction is in the best interest of the organization.

Disclosure in the organization should be made to the chief executive (or if she or he is the one with the conflict, then to the board chair), who shall determine whether a conflict exists and is material, and if the matters are material, bring them to the attention of the board chair.

Disclosure involving directors should be made to the board chair, who shall bring these matters, if material to the board.

The board shall determine whether a conflict exists and is material, and in the presence of an existing material conflict, whether the contemplated transaction may be authorized as just, fair, and reasonable to MHAGC. The decision of the board on these matters will rest in their sole discretion, and their concern must be the welfare of MHAGC and the advancement of its purpose.

CONFIDENTIALITY POLICY

It is the policy of MHAGC that trustees and employees of MHAGC may not disclose, divulge, or make accessible confidential information belonging to, or obtained through their affiliation with MHAGC to any person, including relatives, friends, and business and professional associates, other than to persons who have a legitimate need for such information and to whom MHAGC has authorized disclosure. Trustees and employees shall use confidential information solely for the purpose of performing services as a trustee or employee for MHAGC. This policy is not intended to prevent disclosure where disclosure is required by law.

Trustees, employees, volunteers and contractors must exercise good judgment and care at all times to avoid unauthorized or improper disclosures of confidential information. Conversations in public places, such as restaurants, elevators, and public transportation, should be limited to matters that do not pertain to information of a sensitive or confidential nature. In addition, trustees and employees should be sensitive to the risk of inadvertent disclosure and should for example, refrain from leaving confidential information on desks or otherwise in plain view and refrain from the use of speaker phones to discuss confidential information if the conversation could be heard by unauthorized persons.

At the end of a trustee's term in office or upon the termination of an employee's, volunteer's or contractor's relationship with MHAGC, employment, he or she shall return, at the request of MHAGC, all documents, papers, and other materials, regardless of medium, which may contain or be derived from confidential information, in his or her possession.

NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY

MHAGC is committed to equal opportunity for all persons without regard to sex, age, race, color, religion, creed, national origin, marital status, disability or sexual orientation. It is the policy of MHAGC to comply with all federal, state and local laws and regulations regarding equal opportunity. In keeping with that policy, MHAGC is committed to maintaining a work environment that is free of unlawful discrimination and harassment. Accordingly, MHAGC will not tolerate unlawful discrimination against or harassment of any of our employees or others present at our facilities by anyone, including any supervisor, co-worker, vendor, member, or customer of MHAGC.