The Humane Society of Marion County, Florida

shelter Staff

Eddie Leedy

Executive Director

Austin Burnett

Shelter Operations Manager

Megan Winsinger

Human Resources

Mary Wrye Rutt

Director of Finance & Human Resources

Kirstin Tanner

Shelter Administrative Coordinator

Dr. Zimmerman, DVM

Shelter Veterinarian

Kelly Ganz

ISO Kennel Manager

Bohdania Potter

Lead Shelter Technician

Taylor Kline

ISO Kennel Tech

Fantasheia Williams

Adoption Counselor


Adoption Counselor


Kennel Tech & Maintenance



Scott Leland

Adoptions Kennel Manager


Feline Care & Foster Coordinator

Kelvis Peacock




Char Ellis

ISO Kennel Staff

Christin Fraunfelter

Feline Care

Derrick Hardy

Kennel Tech


Feline Care

Dee Smith

Outreach Liaison

Colleen Daly

Shelter Technician

Michelle Cole

Feline Care

Terri Walker


Board of Directors


Roseann Morton

Vice President

Patti Lumpkin


Bill Steward


Bruce Washburn

Additional Members

Marcia Lape

Ed Cluster

John Everett

Ben Williams

Dr. Jim Henningsen

Dr. Leslie Hammond

4.1 Whistleblower Policy
HSMC requires directors, officers, employees, and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of HSMC, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
We encourage and enable employees and others to raise serious concerns internally so that we can address and correct inappropriate conduct and actions. It is the responsibility of all employees to report concerns about violations of organizational Humane Society of Marion County, Inc. Employee Handbook policies and procedures, ethical misconduct, and/or suspected violations of law or regulations that govern our operations. It is contrary to the values of HSMC for anyone to retaliate against an employee who in good faith reports an ethics, policy and/or procedure violation, or a suspected violation of the law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of HSMC. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Supervisors and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the Executive Director who has the responsibility to investigate all reported complaints. If the violation concerns the Executive Director, the report may be submitted to the Chair of the Board of Directors. Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense and could result in termination.
Violations or suspected violations may be submitted on a confidential basis. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. The Executive Director will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.

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