Privacy & Whistleblower Policy

Privacy Policy

This website is owned and operated by AIDS Research Alliance of America. We recognize that visitors to our site may have concerns about our use of the information they provide to us. This Privacy Policy addresses those concerns.

Our Policy
AIDS Research Alliance respects the privacy of all visitors to our website. We take all reasonable and appropriate steps to protect the privacy of our online visitors, and to secure the data that we collect from them. We do not share or sell personal information about our online visitors to unrelated third parties.

Collection of Personal Information
AIDS Research Alliance does not collect personal information about you unless you provide information to us in the course of making a donation, or by requesting information from us by email. However, AIDS Research Alliance collects and monitors navigational information from visitors to our website, such as IP addresses and domain names from which our website is accessed.

By voluntarily submitting personal information to AIDS Research Alliance, you agree that AIDS Research Alliance may use that information to maintain contact with you, solicit donations from you, and provide you with information about our programs and activities.

Opt Out Option
AIDS Research Alliance appreciates your interest in our organization, and we respect your privacy. Therefore, when you provide personal information to us online, you will be given the option of choosing whether or not you would like to be contacted by us in the future.

Adopted by the Board of Directors of AIDS Research Alliance on October 21, 2011.

Whistleblower Policy

Officers, directors, employees and volunteers of AIDS Research Alliance are required by this policy to observe high standards of business and professional ethics in the conduct of their duties and responsibilities, and to comply with all policies, laws, regulations and guidelines applicable to our work as a nonprofit medical research organization.

Reporting Responsibility
This Whistleblower Protection Policy is intended to encourage and enable everyone to raise serious concerns internally so that the organization can address and correct serious misconduct. It is the responsibility of board members, officers, employees and volunteers to report serious misconduct, including but not limited to, conflicts of interest, unlawful discrimination, fraud, or violations of policy, law or regulation.

Retaliation Prohibited
This policy prohibits retaliation against any person who in good faith reports serious misconduct [as described above]. Any person who retaliates against someone who has reported such misconduct is subject to discipline up to and including termination of employment.

Reporting Procedure
Employees who have reason to believe that serious misconduct [as described above] has occurred should make a report to his or her supervisor.  If the serious misconduct involves your supervisor, the report should be made to the Chief Executive Officer (CEO).  If the serious misconduct involves the CEO and you are uncomfortable taking it to your supervisor, the report should be made to the Chairman of the Board of Directors.  In order to facilitate the investigation of a report of serious misconduct, the report should be made in writing, dated, and signed by the person making the report. 

You may report the serious misconduct orally to your supervisor, the CEO or to the Chairman of the Board, as explained above.  However, you are advised that whether the report is submitted in writing or orally, investigation and action on the report will require your cooperation.

Accounting and Auditing Matters
Misconduct involving the improper expenditure of organizational funds, the improper use of organizational equipment, or lack of internal controls should be reported directly to the CEO. If the CEO fails to act upon the report, the matter should be reported to the Board of Directors.

Reports Made in Good Faith
The person who makes a report of serious misconduct [as described above] must have a reasonable basis for believing the information in the report to be true. Any claims of serious misconduct that are found to have been made for an improper purpose, or with the knowledge that they are false, will subject the person making the report to disciplinary action.

Reports of serious misconduct will be held in confidence to the extent possible, consistent with the need to conduct an adequate investigation of the claims made in the report.

Adopted by the Board of Directors of AIDS Research Alliance on November 12, 2011

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