Our Board of Advisors
- John Kuharski
- Mary Ann Kuharski
- Fr. Mark Dosh
- Fr. Francis R. Kittock
- Christine Klaesges
- Father Joseph Johnson
- Timothy J. Masek
- James Hughes
- Steven W. Mosher
- Dave Standing
National Advisors Board
- Fred and Julie Blonigen
- Dr. Frank & Alice Brown
- Will Cossairt
- Patrick Foley
- Mike & Betty Illies
- Jim and Mary Glover
- Mary Alice Hargarten
- Daniel A. Klas, Esq
- Father Thomas Knoblach
- Most Rev John LeVoir
- Ross S. Olson, M.D.
- Most Rev Lee A Piche
- Tom Prichard, J. D., M.P.P.
- Reba A. Radke
- Dominic C. Rauzi
- Father James E. Reidy
- Rosemary Rockwell
- Bernadine Scroggins, R.N.
- Father Joseph Sirba
- Sr. Marie Shaun Walter, C.S.J.
- Douglas Bushman
- Diann Foster, MO
- Jean Garton, Litt. D
- Alice von Hildebrand, Ph.D
- Molly Kelly
- Matt & Georgene Ulrich
- Joe & Ann Scheidler
- John Kuharski
- Mary Ann Kuharski
Financial & Audit Information
PROLIFE Across AMERICA’s most recent financial and audit information can be found here.
PROLIFE Across AMERICA collects and maintains the following types of donor information when it is voluntarily provided to us:
- Contact information such as name, address, telephone number and e-mail address
- Giving information
- Information on events attended, publications received and special requests for program information
- Information provided by the donor in the form of comments and suggestions
This confidential information is kept on file for IRS purposes. It is also used to analyze overall giving patterns in order to make more accurate budget projections, as well as to understand donors’ interests in our mission and to update them on the organization’s plans and activities. This information is shared with staff, board members, volunteers and consultants only on a confidential and need-to-know basis.
PROLIFE Across AMERICA does not sell, rent, trade or share its donor list with any other organization. We never send out mailings on behalf of other organizations.
The PROLIFE Across AMERICA Code of Conduct (hereinafter referred to as the code) requires directors, key volunteers, and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Employees and representatives of the organization must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations.
The objectives of the PROLIFE Across AMERICA Whistle-Blower Policy are to establish policies and procedures for the following:
- The submission of concerns regarding questionable accounting or audit matters by employees, directors, officers, volunteers, and other stakeholders of the organization, on a confidential and anonymous basis
- The receipt, retention, and treatment of complaints received by the organization regarding accounting, internal controls, or auditing matters
- The protection of directors, volunteers, and employees reporting concerns from retaliatory actions
- Reporting Responsibility
Each director, volunteer, and employee of PROLIFE Across AMERICA has an obligation to report in accordance with this whistle-blower policy (a) questionable or improper accounting or auditing matters and (b) violations and suspected violations of PROLIFE Across AMERICA’s code.
Acting in Good Faith
Anyone reporting a concern must act in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, or a violation of the code. The act of making allegations that prove to be unsubstantiated, and that prove to have been made maliciously, recklessly, or with the foreknowledge that the allegations are false, will be viewed as a serious disciplinary offense. It may also result in discipline, up to and including dismissal from the volunteer position or termination of employment. Such conduct may also give rise to other actions, including civil lawsuits.
Reports of concerns, and investigation pertaining thereto, shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Disclosure of reports of concerns to individuals not involved in the investigation will be viewed as a serious disciplinary offense and may result in discipline, up to and including termination of employment. Such conduct may also give rise to other actions, including civil lawsuits.
Authority of Management Committee
All reported concerns will be forwarded to the Management Committee in accordance with the procedures set forth herein. The Management Committee shall be responsible for investigating and making appropriate recommendations to the board of directors, with respect to all reported concerns.
This whistle-blower policy is intended to encourage and enable directors, volunteers, and employees to raise concerns within the organization for investigation and appropriate action. With this goal in mind, no director, volunteer, or employee who, in good faith, reports a concern shall be subject to retaliation or, in the case of an employee, adverse employment consequences. Moreover, a volunteer or employee who retaliates against someone who has reported a concern in good faith is subject to discipline up to and including dismissal from the volunteer position or termination of employment.
Encouragement of Reporting
The organization encourages complaints, reports, or inquiries about illegal practices or serious violations of the code, including illegal or improper conduct by the organization itself, by its leadership, or by others on its behalf. Appropriate subjects to raise under this policy would include financial improprieties, accounting or audit matters, ethical violations, or other similar illegal or improper practices or policies. Other subjects on which the organization has existing complaint mechanisms should be addressed under those mechanisms, such as raising matters of alleged discrimination or harassment through the organization’s human resources channels, unless those channels are themselves implicated in the wrongdoing. This policy is not intended to provide a means of appeal from outcomes in those other mechanisms.
Employees should first discuss their concern with their immediate supervisor. If, after speaking with his or her supervisor, the individual continues to have reasonable grounds to believe the concern is valid, the individual should report the concern to the Director. However, if the individual is uncomfortable speaking with his or her supervisor, or the supervisor is a subject of the concern, the individual should report his or her concern directly to the Director.
If the concern was reported verbally to the Director, the reporting individual, with assistance from the Director, shall reduce the concern to writing. The Director is required to promptly report the concern to the chair of the Management Committee, which has specific and exclusive responsibility to investigate all concerns. If the Director, for any reason, does not promptly forward the concern to the Management Committee, the reporting individual should directly report the concern to the chair of the Management Committee. Concerns may also be submitted anonymously. Such anonymous concerns should be in writing and sent directly to the chair of the Management Committee.
Directors and Other Volunteers
Members of the board of directors and other volunteers should submit concerns in writing directly to the chair of the Management Committee.
Handling of Reported Violations
The Management Committee shall address all reported concerns. The chair of the Management Committee shall immediately notify the Management Committee and the Director of any such report. The chair of the Management Committee will notify the sender and acknowledge receipt of the concern within five business days, if possible. It will not be possible to acknowledge receipt of anonymously submitted concerns.
All reports will be promptly investigated by the Management Committee and appropriate corrective action will be recommended to the board of directors, if warranted by the investigation. In addition, action taken must include a conclusion or follow-up, or both, with the complainant for complete closure of the concern.
The Management Committee has the authority to retain outside legal counsel, accountants, private investigators, or any other resource deemed necessary to conduct a full and complete investigation of the allegations.
Document Retention and Destruction Policy
The Document Retention and Destruction Policy identifies the record retention responsibilities of staff, volunteers, members of the board of directors, and outsiders for maintaining and documenting the storage and destruction of PROLIFE Across AMERICA’s documents and records.
The organization’s staff, volunteers, members of the board of directors, committee members and outsiders (independent contractors via agreements with them) are required to honor the following rules:
- Paper or electronic documents indicated under the terms for retention in the following section will be transferred and maintained by the Treasurer;
- No paper or electronic documents will be destroyed or deleted if pertinent to any ongoing or anticipated government investigation or proceeding or private litigation (check with legal counsel or the human resources department for any current or foreseen litigation if employees have not been notified); and
- No paper or electronic documents will be destroyed or deleted as required to comply with government auditing standards.
- Record Retention
The following table indicates the minimum requirements of PROLIFE Across AMERICA’s document retention policy.