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Friends of Anderson Park Non-Discrimination Policy
It is the policy and commitment of Friends of Anderson Park that it does not discriminate on the basis of race, color, religion, age, national origin, nationality, ethnicity, sex/gender (including pregnancy), marital status, civil union status, domestic partner status, familial status, sexual orientation, gender identity or expression, or physical or mental disability.
- Protected Categories
Friends of Anderson Park (FAP) is committed to providing every volunteer, participant, board member, trustee and contractor with an environment free from prohibited discrimination or harassment based on these categories: race, color, religion, age, national origin, nationality, ethnicity, sex/gender (including pregnancy), marital status, civil union status, domestic partner status, familial status, sexual orientation, gender identity or expression, or physical or mental disability. To maintain an environment free from discrimination and harassment, FAP prohibits the conduct described in this policy.
This policy applies to all volunteers, participants, board members, trustees and contractors. FAP will not tolerate harassment or discrimination by anyone connected with the organization. This applies to conduct onsite or at an extension of the work environment.
This policy also applies to third-party harassment, which is the unwelcome behavior involving any of the protected categories that is not directed at an individual but exists in the work environment and interferes with a person’s ability to work. Third-party harassment based on any of protected categories is prohibited by this policy.
- PROHIBITED CONDUCT
It is a violation of this policy to engage in any practice or procedure that treats an individual less favorably based on any of the protected categories mentioned in this policy. It is also a violation of this policy to use derogatory or demeaning references regarding a person’s race, gender, age, religion, disability, affectional or sexual orientation, ethnic background, or any other protected category named in this policy. A violation of this policy can take place even if there was no intent by an individual to harass or demean another person.
- Sexual Harrassment
It is a violation of this policy to engage in sexual (or gender-based) harassment of any kind, including hostile-work-environment harassment, quid pro quo harassment, or same-sex harassment. Sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to such conduct is tied to workplace decisions that affect the individual or create an intimidating, hostile or offensive environment.
- EMPLOYEE RESPONSIBILITIES
Any volunteer, participant, board member, trustee or contractor who believes he or she has been subjected to prohibited discrimination/harassment, or who witnesses others being subjected to such discrimination/harassment, is encouraged to promptly report this to FAP’s President or Program Director. Everyone is expected to cooperate with an investigation.
- SUPERVISOR RESPONSIBILITIES
A FAP representative shall make every effort to maintain an environment free from prohibited discrimination/harassment. Supervisors shall immediately refer allegations of prohibited discrimination/harassment to the President, the Program Director and the Board of Trustees.
This policy shall be posted on the Friends of Anderson Park website.
- COMPLAINT PROCESS
Complaints made to the President or Program Director should be handled in a way that respects, to the extent possible, the privacy of all involved. Investigations shall be carried out promptly, thoroughly and impartially. Results of the investigation shall be forwarded to the FAP board to make a final decision as to whether a violation has been substantiated.
When a violation is found to have occurred, the board shall take prompt and appropriate remedial action to stop the behavior and deter its reoccurrence.
FAP shall maintain a written record of the discrimination/harassment complaints received. Written records shall be maintained as confidential records to the extent practicable and appropriate.
- PROHIBITION AGAINST RETALIATION
Retaliation against any volunteer, participant, board member, trustee or contractor who alleges that he or she was a victim of discrimination/harassment, provides information during an investigation into claims, or opposes a discriminatory practice, is prohibited by this policy. No one bringing a complaint, providing information for an investigation, or testifying in any proceeding under this policy shall be subjected to adverse consequences based on such involvement or be the subject of other retaliation.
- FALSE ACCUSATIONS AND INFORMATION
Someone who knowingly makes a false accusation of prohibited discrimination/harassment or knowingly provides false information during an investigation of a claim may be subjected to administrative and/or disciplinary action. Complaints made in good faith, however, even if unsubstantiated, shall not be considered a false accusation.
All complaints and investigations shall be handled, to the extent possible, in a manner that protects the privacy of those involved. To the extent practical and appropriate under the circumstances, confidentiality shall be maintained throughout the investigatory process. During an investigation, it may be necessary to discuss the claims with the person(s) against whom the complaint was filed and others who may have relevant knowledge or who have a legitimate need to know about the matter. All people interviewed, including witnesses, shall be directed not to discuss any aspect of the investigation with others in light of the privacy of all concerned. Failure to comply with this directive may result in administrative and/or disciplinary action.
- ADMINISTRATIVE AND/OR DISCIPLINARY ACTION
Any volunteer, participant, board member, trustee or contractor found to have violated any portion of this policy may face appropriate administrative and/or disciplinary action. This may include, but shall not be limited to, referral for counseling, written or verbal reprimand, suspension, reassignment, and demotion or termination of participation with Friends of Anderson Park. Referral to an appropriate authority for review for possible violation of state or federal statutes may also be appropriate.