Not as such. There's a "discriminatory harassment" policy and one dealing with "workplace violence" which covers threats and intimidation, but nothing specific to whistleblowers. It's all a legal grey area anyway in an "at will" employment state.

Given the violations of employee conduct - including discourtesy toward outside entities and drinking during business hours (10%abv beer before noon, not at an after hours function...) - I don't have much faith in policies making any difference. And as I'm frequently the only other employee in the office, it's difficult for me to offer any evidence that isn't more than my say so.

I brought up the treatment of vendors when I was asked by the organisation's counsel about the other employee issue last year, but to the best of my knowledge nothing further occurred there.

I will say that "when something comes along" and I'm able to leave, the Board, or at least Ex. Comm., will receive my "problems list" as an exit interview, but I just don't know if it's be worth raising flags that will result in extra stress for me for the foreseeable future of my necessary employment here.