IACAC Policies

Whistleblower Policy

The Illinois Association for College Admission Counseling (IACAC) prides itself on its adherence to federal, state and local laws and/or regulations, including business ethics policies. The organization voluntarily adopts the following protection policy.

The purpose of this policy is to provide all IACAC board members, committee members, members, the management company, and IACAC staff (“IACAC Persons”) with guidelines for the reporting of unethical or illegal behavior in connection with IACAC activities. IACAC’s Executive Director, in consultation with IACAC’s association management company, shall provide this policy to all IACAC Persons at least once a year.

Pursuant to this policy, any IACAC Person who has a concern regarding the propriety or legality of any action contemplated to be taken or that has been taken by IACAC or any IACAC Person, including any financial wrongdoing, or believes that an action needs to be taken for IACAC to be in compliance with the law or appropriate ethical standards, should immediately report the violation to the IACAC Executive Director to allow the organization to investigate and, if applicable, correct the situation or condition.

Discrimination on the basis of sex (i.e. sex discrimination) may include sexual harassment and other sexual misconduct (including, but not limited to, sexual assault, sexual violence, and sexual abuse).

IACAC prohibits and will not tolerate sex discrimination, sexual harassment, or other sexual misconduct of or by IACAC persons, and will take action to provide appropriate remedies when such conduct is discovered. IACAC is committed to providing an environment free of all forms of sex discrimination, sexual harassment and other sexual misconduct. In furtherance of this commitment, IACAC will impose appropriate sanctions and take other corrective actions to address conduct that is inconsistent with this Statement. IACAC will respond to every report or complaint of sex discrimination, sexual harassment, and other sexual misconduct. Given the nature of sex discrimination, sexual harassment, and other sexual misconduct, the scope of investigations and remedies will be determined on a case-by-case basis consistent with applicable law and IACAC policies and procedures.

If the Executive Director is involved or is believed to be involved in the matter being reported, IACAC Persons may, in the alternative, make a report to IACAC’s President and/or IACAC’s legal counsel. IACAC will conduct an investigation and take appropriate action within a reasonable period of time.
If the IACAC President or a member of the board of directors is involved or is believed to be involved in the matter being reported, IACAC Persons should immediately make a report to the IACAC Executive Director and/or IACAC’s legal counsel. IACAC will conduct an investigation and take appropriate action within a reasonable period of time.

Every effort will be made to investigate a report by an IACAC Person as discreetly and confidentially as possible. However, because of the need to investigate the report, correct a problem, or prevent future problems, IACAC cannot promise complete confidentiality.

“Financial wrongdoing” may include, but is not limited to:

  • questionable accounting practices;
  • fraud or deliberate error in financial statements or recordkeeping;
  • deficiencies of internal accounting controls;
  • misrepresentations to chapter or management company officers or the management company accounting department (including deviation from full reporting of financial conditions).

No IACAC Person will be discharged, threatened, or discriminated against in any manner for reporting in good faith what that person believes to be unethical conduct, a violation of the law and/or financial wrongdoing to the association management company and/or its legal counsel, or to IACAC and/or its legal counsel, or to a federal, state, or local agency, or assisting in an investigation concerning possible unethical conduct, a violation of the law and/or financial wrongdoing.

IACAC Persons are reminded of the importance of keeping financial matters confidential. Questions concerning the confidentiality or appropriateness of disclosure of particular information should be forwarded to the Executive Director.

Code of Conduct Policy

Members of IACAC agree:

  • To act in the best interests of, and fulfill their obligations to, IACAC and its members; 
  • To act honestly, fairly, ethically and with integrity;
  • To conduct themselves in a professional, courteous and respectful manner;
  • To comply with all applicable laws, rules and regulations;
  • To accept the personal responsibility of keeping up-to-date on emerging issues, and to conduct ourselves with professional competence, fairness, impartiality, efficiency, and effectiveness;
  • To act in good faith, responsibly, with due care, competence, and diligence, without allowing their independent judgment to be subordinated;
  • To act in a manner to enhance and maintain the reputation of IACAC;
  • To act in a manner that promotes diversity, equity, inclusion and belonging (DEIB);
  • To promote respect and differences of opinion;
  • To make available to and share any information that may be appropriate to ensure transparency and proper conduct and sound operation of the Association’s governance and management; 
  • To not use information acquired in the course of service for personal advantage;
  • To not violate any federal, state or local laws governing IACAC and to understand and adhere with all governing documents applicable to IACAC.
  • To respect the structure and responsibilities of the association management company or staff to provide operational support to the strategic and policy direction identified by the Board.

Employees and members will annually acknowledge that they have read and will comply with this Code.

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