{"id":3,"date":"2025-11-25T07:50:48","date_gmt":"2025-11-25T07:50:48","guid":{"rendered":"https:\/\/afwtrust.org\/?page_id=3"},"modified":"2026-01-05T17:39:05","modified_gmt":"2026-01-05T17:39:05","slug":"privacy-policy-2","status":"publish","type":"page","link":"https:\/\/afwtrust.org\/?page_id=3","title":{"rendered":"Privacy Policy"},"content":{"rendered":"\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Who we are<\/span><\/h2>\n

We are a team committed to fighting hunger and uplifting widows, disabled individuals, and struggling families with dignity and hope. Our website address is: https:\/\/afwtrust.org.<\/span><\/p>\n

Risk Management Policy<\/span><\/h2>\n
    \n
  1. Purpose<\/strong><\/span>
    Alflah Welfare Trust adopts a structured approach to identifying, assessing, managing, and monitoring risks that may affect its objectives. Effective risk management protects people, assets, reputation, compliance, and financial sustainability.<\/span><\/li>\n
  2. Scope<\/strong><\/span>
    This policy applies to all departments, projects, employees, management, contractors, and stakeholders. It covers strategic, operational, financial, legal, compliance, reputational, environmental, and information security risks.<\/span><\/li>\n
  3. Objectives<\/strong><\/span>
    \u00b7 Identify risks promptly<\/span>
    \u00b7 Assess risks by likelihood and impact<\/span>
    \u00b7 Reduce adverse events through mitigation<\/span>
    \u00b7 Ensure compliance with laws and standards<\/span>
    \u00b7 Safeguard organizational sustainability<\/span><\/li>\n
  4. Implementation<\/strong><\/span>
    \u00b7 Risks will be documented, monitored, and reviewed regularly<\/span>
    \u00b7 Management will ensure controls and mitigation strategies are in place<\/span>
    \u00b7 Employees must remain vigilant and report potential risks<\/span><\/li>\n
  5. Roles & Responsibilities<\/strong><\/span>
    \u00b7 Board\/Senior Management:<\/strong> Approve and oversee risk management framework<\/span>
    \u00b7 Management:<\/strong> Implement controls and monitor risks<\/span>
    \u00b7 Employees\/Associates:<\/strong> Comply with this policy and report concerns<\/span><\/li>\n
  6. Review<\/strong><\/span>
    This policy will be reviewed annually or as required by organizational or legal changes.<\/span><\/li>\n<\/ol>\n

    Human Resources Policy<\/span><\/h2>\n
      \n
    1. Recruitment & Hiring<\/strong><\/span>
      \u00b7 Recruit mission-driven employees and volunteers with a commitment to diversity, equity, and inclusion (DEI).<\/span>
      \u00b7 Use proper vetting techniques, including background checks, to maintain ethical standards.<\/span>
      \u00b7 Clearly define job roles and responsibilities to avoid overlap between volunteers and paid staff, ensuring legal compliance.<\/span><\/li>\n
    2. Compensation & Benefits<\/strong><\/span>
      \u00b7 Ensure fair and transparent compensation aligned with legal standards and nonprofit guidelines.<\/span>
      \u00b7 Establish clear pay structures for executives and staff, promoting wage equity and transparency.<\/span>
      \u00b7 Provide benefits that support employee well-being and organizational sustainability.<\/span><\/li>\n
    3. Volunteer Management<\/strong><\/span>
      \u00b7 Outline volunteer roles, screening processes, training, and expectations.<\/span>
      \u00b7 Differentiate volunteer duties from paid staff responsibilities to prevent legal or compliance issues.<\/span><\/li>\n
    4. Workplace Behavior & Ethics<\/strong><\/span>
      \u00b7 Implement a Code of Conduct, Anti-Harassment Policy, and Conflict of Interest Policy.<\/span>
      \u00b7 Protect whistleblowers to encourage reporting misconduct without fear of retaliation.<\/span>
      \u00b7 Foster a safe, respectful, and ethical work environment.<\/span><\/li>\n
    5. Training & Development<\/strong><\/span>
      Provide onboarding and ongoing training for employees and volunteers<\/span>
      \u00b7 Focus on skills relevant to NGO operations, such as food distribution, nutrition education, and safety.<\/span><\/li>\n
    6. Health & Safety<\/strong><\/span>
      \u00b7 Establish workplace health and safety guidelines, including food handling, hygiene, and injury reporting.<\/span>
      \u00b7 Develop emergency response plans for natural disasters, accidents, or contamination risks.<\/span><\/li>\n
    7. Leave & Work Schedule<\/strong><\/span>
      \u00b7 Define policies for sick leave, unpaid leave, holidays, and flexible scheduling.<\/span>
      \u00b7 Balance organizational efficiency with employee well-being.<\/span><\/li>\n
    8. Mission Alignment<\/strong><\/span>
      \u00b7 Ensure all HR practices reflect the mission and values of Al Flah Welfare Trust.<\/span>
      \u00b7 Emphasize ethical behavior, transparency, and accountability in employee and volunteer conduct.<\/span><\/li>\n
    9. Legal Compliance<\/strong><\/span>
      \u00b7 Stay updated on local labor laws, tax regulations, and nonprofit-specific requirements.<\/span>
      \u00b7 Ensure compliance with wage, hour, and workplace safety standards.<\/span><\/li>\n
    10. Monitoring & Improvement<\/strong><\/span>
      \u00b7 Conduct regular HR audits to identify gaps and ensure compliance.<\/span>
      \u00b7 Use HR tools and templates tailored for nonprofits to streamline policy management.<\/span><\/li>\n<\/ol>\n

      Anti-Bribery, Fraud & Corruption Policy<\/span><\/h2>\n
        \n
      1. Purpose<\/strong><\/span>
        Al Flah Welfare Trust is committed to preventing, detecting, and addressing bribery, fraud, and corruption. We conduct all activities with integrity, transparency, and accountability, in compliance with applicable laws and ethical standards.<\/span><\/li>\n
      2. Scope<\/strong><\/span>
        This policy applies to all employees, management, board members, contractors, consultants, agents, suppliers, partners, and third parties acting on behalf of Al Flah Welfare Trust.<\/span><\/li>\n
      3. Policy Statement<\/strong><\/span>
        We adopt a zero-tolerance approach to bribery, fraud, and corruption. Any unethical conduct is strictly prohibited and may result in disciplinary action, termination, or legal proceedings.<\/span><\/li>\n
      4. Definitions<\/strong><\/span>
        \u00b7 Bribery<\/strong>: Offering or receiving value to improperly influence decisions<\/span>
        \u00b7 Fraud:<\/strong> Intentional deception for personal or organizational gain<\/span>
        \u00b7 Corruption:<\/strong> Abuse of entrusted power for private gain<\/span>
        \u00b7 Facilitation Payments:<\/strong> Unofficial payments to secure routine actions (strictly prohibited)<\/span><\/li>\n
      5. Prohibited Activities<\/strong><\/span>
        \u00b7 Offering or accepting bribes, kickbacks, or improper payments<\/span>
        \u00b7 Gifts, hospitality, or favors intended to influence decisions<\/span>
        \u00b7 Embezzlement, theft, or misuse of funds\/property<\/span>
        \u00b7 Falsification of records or accounts<\/span>
        \u00b7 Undisclosed conflicts of interest<\/span>
        \u00b7 Collusion with third parties for fraudulent purposes<\/span><\/li>\n
      6. Gifts, Hospitality & Donations<\/strong><\/span>
        \u00b7 Must be reasonable, infrequent, and transparent<\/span>
        \u00b7 Cash or cash-equivalent gifts are prohibited<\/span>
        \u00b7 Charitable donations and sponsorships require approval and documentation<\/span><\/li>\n
      7. Roles & Responsibilities<\/strong><\/span>
        \u00b7 Board\/Senior Management:<\/strong> Demonstrate ethical leadership; ensure enforcement<\/span>
        \u00b7 Management:<\/strong> Implement controls and staff training<\/span>
        \u00b7 Employees\/Associates:<\/strong> Comply with this policy; report suspected violations<\/span><\/li>\n
      8. Reporting & Whistleblowing<\/strong><\/span>
        \u00b7 Employees are encouraged to report violations confidentially and in good faith<\/span>
        \u00b7 Retaliation against whistleblowers is strictly prohibited<\/span><\/li>\n
      9. Investigation & Disciplinary Action<\/strong><\/span>
        \u00b7 All reports will be investigated promptly and fairly<\/span>
        \u00b7 Confirmed violations may result in termination and legal action<\/span><\/li>\n
      10. Training & Awareness<\/strong><\/span>
        Regular training will be provided. New employees will receive induction training.<\/span><\/li>\n
      11. Record Keeping & Controls<\/strong><\/span>
        Accurate records and financial transparency must be maintained. Internal controls will prevent and detect fraud.<\/span><\/li>\n
      12. Policy Review<\/strong><\/span>
        Reviewed annually or as required by regulatory or organizational changes.<\/span><\/li>\n
      13. Compliance<\/strong><\/span>
        Compliance is mandatory. Non-compliance may result in disciplinary and legal consequences.<\/span><\/li>\n<\/ol>\n

        Travel Policy<\/span><\/h2>\n
          \n
        1. Purpose<\/strong><\/span>
          This policy ensures transparency, accountability, and efficient use of funds for official travel. It promotes cost-effectiveness, safety, and alignment with the mission of Al Flah Welfare Trust.<\/span><\/li>\n
        2. Applicability<\/strong><\/span>
          Applies to all employees, volunteers, contractors, and board members traveling for official purposes on behalf of Al Flah Welfare Trust.<\/span><\/li>\n
        3. Travel Authorization<\/strong><\/span>
          \u00b7 Approval:<\/strong> All travel must be pre-approved by a designated authority (e.g., department head, supervisor, or board member).<\/span>
          \u00b7 Documentation:<\/strong> A travel request form, itinerary, and purpose of travel must be submitted.<\/span>
          \u00b7 Emergencies:<\/strong> Urgent travel may be authorized under expedited procedures.<\/span><\/li>\n
        4. Travel Expenses<\/strong><\/span>
          \u00b7 Eligible:<\/strong> Transportation (flights, trains, buses, taxis, mileage), accommodation, meals\/per diem, travel insurance, visa fees, and vaccinations.<\/span>
          \u00b7 Non-Reimbursable:<\/strong> Personal entertainment, alcohol, luxury upgrades, or unrelated expenses.<\/span><\/li>\n
        5. Transportation Guidelines<\/strong><\/span>
          \u00b7 Mode of Travel:<\/strong> Economy class flights and public transport encouraged. Personal vehicle use requires prior approval; mileage reimbursed at set rates.<\/span>
          \u00b7 Car Rentals:<\/strong> Allowed only when necessary, using approved providers.<\/span>
          \u00b7 Sustainability:<\/strong> Eco-friendly options such as carpooling or fuel-efficient vehicles are encouraged.<\/span><\/li>\n
        6. Accommodation Guidelines<\/strong><\/span>
          Safe, clean, and reasonably priced mid-range options preferred<\/span>
          \u00b7 NGO partnerships or discounts should be used where possible.<\/span>
          \u00b7 Shared accommodations may be considered to reduce costs.<\/span><\/li>\n
        7. Per Diem & Meal Allowances<\/strong><\/span>
          \u00b7 Defined per diem rates based on location and duration.<\/span>
          \u00b7 Receipts required for meals exceeding per diem or group meals.<\/span><\/li>\n
        8. Travel Advances<\/strong><\/span>
          \u00b7 Advances may be requested for anticipated expenses, subject to approval.<\/span>
          \u00b7 Expense reports and unused funds must be submitted within 7 days of return.<\/span><\/li>\n
        9. Expense Reporting & Reimbursement<\/strong><\/span>
          \u00b7 Expense reports with receipts must be submitted within 14 days of travel completion.<\/span>
          \u00b7 Reports must be reviewed and approved by a supervisor or finance officer.<\/span><\/li>\n
        10. Safety & Security<\/strong><\/span>
          \u00b7 Travel insurance required for international or high-risk locations.<\/span>
          \u00b7 Guidelines on vaccinations, health precautions, and emergency contacts must be followed.<\/span>
          \u00b7 Emergency protocols must be observed in case of accidents or illness.<\/span><\/li>\n
        11. Sustainability & Ethical Practices<\/strong><\/span>
          \u00b7 Travelers should minimize carbon footprints by using sustainable travel methods.<\/span>
          \u00b7 Respect for local customs and cultures is mandatory when representing Al Flah Welfare Trust.<\/span><\/li>\n
        12. Monitoring & Compliance<\/strong><\/span>
          \u00b7 Non-compliance may result in denied reimbursements or disciplinary action.<\/span>
          \u00b7 Travel expenses will be audited regularly to ensure adherence.<\/span><\/li>\n
        13. Policy Review<\/strong><\/span>
          This policy will be reviewed periodically and updated as required by organizational or legal changes.<\/span><\/li>\n<\/ol>\n

          Finance Policy<\/span><\/h2>\n
            \n
          1. Purpose & Scope<\/strong><\/span>
            This policy ensures ethical, transparent, and effective financial management in line with the mission of Al Flah Welfare Trust. It applies to all staff, board members, volunteers, contractors, and any individuals handling financial matters on behalf of the organization.<\/span><\/li>\n
          2. Budgeting & Planning<\/strong><\/span>
            \u00b7 Annual Budget:<\/strong> Prepared by management, reviewed, and approved by the board.<\/span>
            \u00b7 Approval:<\/strong> Significant financial decisions require board authorization.<\/span>
            \u00b7 Contingency:<\/strong> Provisions must be made for unforeseen financial needs.<\/span><\/li>\n
          3. Income & Donations<\/strong><\/span>
            \u00b7 Recording:<\/strong> All income sources (grants, donations, fundraising) must be accurately documented.<\/span>
            \u00b7 Donation Policy:<\/strong> Donations may be accepted in cash, in-kind, or online. Funds from unethical or non-aligned sources are prohibited.<\/span>
            \u00b7 Restricted vs. Unrestricted:<\/strong> Restricted funds must be used for their designated purpose; unrestricted funds managed for general operations.<\/span><\/li>\n
          4. Expenditure Management<\/strong><\/span>
            \u00b7 Approval:<\/strong> Spending limits apply; larger expenditures require management or board approval.<\/span>
            \u00b7 Procurement:<\/strong> Competitive bidding required for large purchases to ensure fairness and value.<\/span>
            \u00b7 Reimbursement:<\/strong> Employees\/volunteers must submit receipts for out-of-pocket expenses.<\/span><\/li>\n
          5. Financial Controls<\/strong><\/span>
            \u00b7 Bank Accounts:<\/strong> Managed transparently; transactions above thresholds require two signatories.<\/span>
            \u00b7 Cash Handling:<\/strong> Cash minimized; petty cash strictly controlled.<\/span>
            \u00b7 Segregation of Duties:<\/strong> Approval, recording, and reconciliation roles separated to prevent fraud.<\/span><\/li>\n
          6. Record-Keeping & Reporting<\/strong><\/span>
            \u00b7 Records:<\/strong> Maintain accurate financial records for at least 5\u20137 years.<\/span>
            \u00b7 Reporting:<\/strong> Provide regular reports (income statements, balance sheets, cash flow) to board, donors, and regulators.<\/span>
            \u00b7 Audit:<\/strong> Annual external audits ensure compliance with standards and donor requirements.<\/span><\/li>\n
          7. Fundraising & Grant Management<\/strong><\/span>
            \u00b7 Grant Agreements:<\/strong> Proper documentation and compliance with reporting timelines required.<\/span>
            \u00b7 Ethical Fundraising:<\/strong> Misleading or coercive practices prohibited.<\/span>
            \u00b7 Use of Funds:<\/strong> Funds must be used strictly for intended purposes.<\/span><\/li>\n
          8. Compliance & Legal Requirements<\/strong><\/span>
            \u00b7 Tax Compliance:<\/strong> Adhere to local tax laws, including filing returns and managing exemptions.<\/span>
            \u00b7 Donor Regulations:<\/strong> Comply with donor-specific reporting requirements.<\/span>
            \u00b7 Anti-Fraud:<\/strong> Whistleblower protections and fraud reporting mechanisms in place.<\/span><\/li>\n
          9. Reserves & Investments<\/strong><\/span>
            \u00b7 Reserves:<\/strong> Maintain minimum reserves to ensure operational continuity.<\/span>
            \u00b7 Investments:<\/strong> Surplus funds, if invested, must follow ethical and responsible guidelines.<\/span><\/li>\n
          10. Monitoring & Review<\/strong><\/span>
            \u00b7 Policy Review:<\/strong> Conduct annual reviews and update as needed.<\/span>
            \u00b7 Training:<\/strong> Provide regular financial management training for staff and board members.<\/span><\/li>\n
          11. Penalties for Non-Compliance<\/strong><\/span>
            Violations of this policy may result in disciplinary action, termination, or legal consequences.<\/span><\/li>\n<\/ol>\n

            Child Protection Policy<\/span><\/h2>\n
              \n
            1. Purpose<\/strong><\/span>
              Al Flah Welfare Trust is committed to safeguarding the safety, dignity, and well-being of all children. We aim to prevent abuse, exploitation, neglect, and harm, and to respond promptly to any concerns or allegations.<\/span><\/li>\n
            2. Scope<\/strong><\/span>
              This policy applies to all employees, management, board members, volunteers, interns, consultants, contractors, partners, and any individuals or organizations acting on behalf of Al Flah Welfare Trust who may come into contact with children.<\/span><\/li>\n
            3. Policy Statement<\/strong><\/span>
              Al Flah Welfare Trust has zero tolerance for child abuse, exploitation, or neglect. Every child has the right to protection from harm, discrimination, and exploitation regardless of gender, religion, ethnicity, disability, or socio-economic background.<\/span><\/li>\n
            4. Definition of a Child<\/strong><\/span>
              A child is any person under the age of 18.<\/span><\/li>\n
            5. Forms of Child Abuse<\/strong><\/span>
              \u00b7 Physical abuse:<\/strong> Inflicting harm or injury<\/span>
              \u00b7 Emotional abuse:<\/strong> Damaging a child\u2019s emotional well-being<\/span>
              \u00b7 Sexual abuse\/exploitation:<\/strong> Any sexual activity or exploitation involving a child<\/span>
              \u00b7 Neglect:<\/strong> Failure to provide basic needs such as food, shelter, care, and supervision<\/span>
              \u00b7 Online abuse:<\/strong> Exploitation or harassment via digital platforms<\/span><\/li>\n
            6. Code of Conduct<\/strong><\/span>
              All staff and associates must:<\/span>
              \u00b7 Treat children with respect and dignity<\/span>
              \u00b7 Maintain professional boundaries<\/span>
              \u00b7 Avoid being alone with a child in isolated settings<\/span>
              \u00b7 Avoid physical contact that may be misinterpreted<\/span>
              \u00b7 Never engage in sexual, abusive, or exploitative behavior<\/span>
              \u00b7 Use appropriate language and behavior around children<\/span><\/li>\n
            7. Recruitment & Screening<\/strong><\/span>
              \u00b7 Background checks for staff and volunteers working with children<\/span>
              \u00b7 Reference verification before appointment<\/span>
              \u00b7 Child protection responsibilities included in job descriptions<\/span><\/li>\n
            8. Reporting & Response<\/strong><\/span>
              \u00b7 Any suspicion, disclosure, or allegation must be reported immediately<\/span>
              \u00b7 Reports go to designated child protection officers or senior management<\/span>
              \u00b7 Confidentiality will be maintained unless disclosure is legally required<\/span>
              \u00b7 Al Flah Welfare Trust will cooperate fully with relevant authorities<\/span><\/li>\n
            9. Whistleblowing & Protection<\/strong><\/span>
              \u00b7 Individuals reporting concerns in good faith are protected from retaliation<\/span>
              \u00b7 False or malicious allegations may lead to disciplinary action<\/span><\/li>\n
            10. Roles & Responsibilities<\/strong><\/span>
              \u00b7 Board\/Senior Management:<\/strong> Approve and support this policy; ensure compliance with child protection laws<\/span>
              \u00b7 Management:<\/strong> Implement safeguarding procedures; ensure training and awareness<\/span>
              \u00b7 Employees\/Volunteers\/Associates:<\/strong> Comply with this policy and report concerns promptly<\/span><\/li>\n
            11. Training & Awareness<\/strong><\/span>
              \u00b7 Regular child protection training provided<\/span>
              \u00b7 New staff receive orientation during induction<\/span><\/li>\n
            12. Breach of Policy<\/strong><\/span>
              Breaches may result in disciplinary action, including termination, and may be reported to legal authorities.<\/span><\/li>\n
            13. Policy Review<\/strong><\/span>
              Reviewed annually or as required by legal\/organizational changes.<\/span><\/li>\n
            14. Compliance<\/strong><\/span>
              Compliance is mandatory for all individuals associated with Al Flah Welfare Trust.<\/span><\/li>\n<\/ol>\n

              Anti-Discrimination Policy<\/span><\/h2>\n
                \n
              1. Purpose<\/strong><\/span>
                Al Flah Welfare Trust is committed to equality, fairness, and respect. We strive to maintain an inclusive environment where everyone is treated with dignity and free from discrimination or harassment.<\/span><\/li>\n
              2. Scope<\/strong><\/span>
                This policy applies to all employees, management, board members, interns, volunteers, contractors, consultants, applicants, clients, and third parties working with or representing Al Flah Welfare Trust.<\/span><\/li>\n
              3. Policy Statement<\/strong><\/span>
                Discrimination in any form is strictly prohibited. Decisions on recruitment, employment, training, promotion, compensation, service delivery, and termination will be based solely on merit, qualifications, and organizational needs.<\/span><\/li>\n
              4. Protected Characteristics<\/strong><\/span>
                \u00b7 Gender or sex<\/span>
                \u00b7 Age<\/span>
                \u00b7 Religion or belief<\/span>
                \u00b7 Race, ethnicity, or nationality<\/span>
                \u00b7 Disability or medical condition<\/span>
                \u00b7 Marital or family status<\/span>
                \u00b7 Pregnancy or maternity<\/span>
                \u00b7 Socio-economic background<\/span>
                \u00b7 Any other status protected by law<\/span><\/li>\n
              5. Forms of Discrimination<\/strong><\/span>
                \u00b7 Direct:<\/strong> Less favorable treatment due to a protected characteristic<\/span>
                \u00b7 Indirect:<\/strong> Policies or practices that disadvantage certain groups<\/span>
                \u00b7 Harassment:<\/strong> Unwanted conduct that undermines dignity or creates hostility<\/span>
                \u00b7 Victimization:<\/strong> Unfair treatment for raising or supporting a complaint<\/span><\/li>\n
              6. Equal Opportunity Commitment<\/strong><\/span>
                Al Flah Welfare Trust will:<\/span>
                \u00b7 Provide equal employment and service opportunities<\/span>
                \u00b7 Make reasonable accommodations for persons with disabilities<\/span>
                \u00b7 Promote diversity and inclusion<\/span>
                \u00b7 Ensure fair access to training and advancement<\/span><\/li>\n
              7. Reporting & Complaints<\/strong><\/span>
                Individuals are encouraged to report discrimination promptly to management or designated officers. Complaints will be handled confidentially, fairly, and without delay.<\/span><\/li>\n
              8. Investigation & Resolution<\/strong><\/span>
                All complaints will be investigated objectively. Corrective action will be taken where discrimination is confirmed. Retaliation against complainants is strictly prohibited.<\/span><\/li>\n
              9. Roles & Responsibilities<\/strong><\/span>
                \u00b7 Board\/Senior Management:<\/strong> Approve and support this policy; foster inclusivity.<\/span>
                \u00b7 Management:<\/strong> Implement and enforce the policy; address complaints fairly.<\/span>
                \u00b7 Employees\/Associates:<\/strong> Treat others with respect and comply with this policy.<\/span><\/li>\n
              10. Training & Awareness<\/strong><\/span>
                Regular training on equality and non-discrimination will be provided. New employees will receive induction training.<\/span><\/li>\n
              11. Breach of Policy<\/strong><\/span>
                Violations may result in disciplinary action, including termination of employment or contracts.<\/span><\/li>\n
              12. Policy Review<\/strong><\/span>
                This policy will be reviewed annually or as required by legal or organizational changes.<\/span><\/li>\n
              13. Compliance<\/strong><\/span>
                Compliance is mandatory for all individuals associated with Al Flah Welfare Trust.<\/span><\/li>\n<\/ol>\n

                Anti-Terrorism Policy<\/span><\/h2>\n
                  \n
                1. Purpose<\/strong><\/span>
                  Al Flah Welfare Trust is committed to lawful, ethical operations and ensuring that no activities, funds, or resources are used to support terrorism in any form. We comply fully with national and international anti-terrorism laws.<\/span><\/li>\n
                2. Scope<\/strong><\/span>
                  This policy applies to all employees, management, board members, contractors, consultants, suppliers, partners, donors, beneficiaries, and third parties associated with or acting on behalf of Al Flah Welfare Trust.<\/span><\/li>\n
                3. Policy Statement<\/strong><\/span>
                  We adopt a zero-tolerance approach to terrorism. No funds, resources, or services shall be knowingly or unknowingly provided to individuals, groups, or entities involved in terrorist activities.<\/span><\/li>\n
                4. Definitions<\/strong><\/span>
                  \u00b7 Terrorism:<\/strong> Acts intended to cause death, serious harm, or property damage to intimidate the public or coerce authorities.<\/span>
                  \u00b7 Terrorist Organization:<\/strong> Any group designated as terrorist by national or international authorities.<\/span>
                  \u00b7 Terrorist Financing:<\/strong> Provision, collection, or use of funds\/assets for terrorist purposes.<\/span><\/li>\n
                5. Prohibited Activities<\/strong><\/span>
                  \u00b7 Providing financial support or resources to terrorist-linked individuals or organizations<\/span>
                  \u00b7 Engaging in business or partnerships with terrorist entities<\/span>
                  \u00b7 Allowing facilities, assets, or services to be used for terrorism<\/span>
                  \u00b7 Concealing or failing to report suspected terrorist activities<\/span><\/li>\n
                6. Due Diligence & Screening<\/strong><\/span>
                  \u00b7 Conduct due diligence on employees, vendors, donors, partners, and beneficiaries<\/span>
                  \u00b7 Screen against government\/regulatory watchlists<\/span>
                  \u00b7 Escalate suspicious associations to senior management<\/span><\/li>\n
                7. Financial Controls<\/strong><\/span>
                  \u00b7 Ensure transparency and documentation of all transactions<\/span>
                  \u00b7 Use funds strictly for legitimate purposes<\/span>
                  \u00b7 Conduct regular audits to detect suspicious activity<\/span><\/li>\n
                8. Reporting & Cooperation<\/strong><\/span>
                  \u00b7 Employees must report suspected terrorist activity immediately to compliance officers or senior management<\/span>
                  \u00b7 Al Flah Welfare Trust will cooperate fully with law enforcement and regulatory authorities<\/span><\/li>\n
                9. Roles & Responsibilities<\/strong><\/span>
                  \u00b7 Board\/Senior Management:<\/strong> Ensure compliance and allocate resources<\/span>
                  \u00b7 Management:<\/strong> Implement controls, monitoring, and staff training<\/span>
                  \u00b7 Employees\/Associates:<\/strong> Comply with this policy, remain vigilant, and report concerns<\/span><\/li>\n
                10. Training & Awareness<\/strong><\/span>
                  Periodic anti-terrorism training will be provided. Employees will be informed of legal obligations and reporting procedures.<\/span><\/li>\n
                11. Breach of Policy<\/strong><\/span>
                  Violations may result in disciplinary action, including termination, and may be reported to law enforcement.<\/span><\/li>\n
                12. Policy Review<\/strong><\/span>
                  Reviewed annually or as required by legal or organizational changes.<\/span><\/li>\n
                13. Compliance<\/strong><\/span>
                  Compliance is mandatory for all individuals associated with Al Flah Welfare Trust. Non compliance may lead to serious legal and disciplinary consequences.<\/span><\/li>\n<\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

                  Who we are We are a team committed to fighting hunger and uplifting widows, disabled individuals, and struggling families with dignity and hope. Our website address is: https:\/\/afwtrust.org. Risk Management […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"open","template":"","meta":{"footnotes":""},"class_list":["post-3","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/afwtrust.org\/index.php?rest_route=\/wp\/v2\/pages\/3","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/afwtrust.org\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/afwtrust.org\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/afwtrust.org\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/afwtrust.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=3"}],"version-history":[{"count":56,"href":"https:\/\/afwtrust.org\/index.php?rest_route=\/wp\/v2\/pages\/3\/revisions"}],"predecessor-version":[{"id":3676,"href":"https:\/\/afwtrust.org\/index.php?rest_route=\/wp\/v2\/pages\/3\/revisions\/3676"}],"wp:attachment":[{"href":"https:\/\/afwtrust.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=3"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}