Friends of JCDS
Non-Discrimination
Policy 3.3
Friends of JCDS (FOJCDS) does not and shall not discriminate based on race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of employees, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all employees, clients, volunteers, subcontractors, vendors, and service recipients.
Friends of JCDS is an equal opportunity employer. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant based on race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status.
Procedures
- Friends of JCDS does not tolerate harassment of our job applicants, contractors or employees by any employee, supervisor, vendor, customer, or any third party. Any form of harassment based on race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, or any other classification protected by applicable federal, state, or local laws and ordinances is strictly
- Harassment Defined. Harassment as defined in this policy is unwelcome verbal, visual or physical conduct, based on an individual’s protected characteristic, creating an intimidating, offensive, or hostile environment interfering with work performance. Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.) that denigrates or shows hostility or aversion toward an individual because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a professional and respectful manner.
- Sexual Harassment Defined. Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or physical conduct of a sexual nature.
- Examples of conduct which violates this policy include:
- unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal movement
- requests for sexual favors or demands for sexual favors in exchange for favorable treatment
- obscene or vulgar gestures, posters, or comments
- sexual jokes or comments about a person’s body, sexual prowess, or sexual deficiencies
- propositions, or suggestive or insulting comments of a sexual nature
- derogatory cartoons, posters, and drawings
- sexually-explicit e-mails or voicemails
- uninvited touching of a sexual nature
- unwelcome sexually-related comments
- conversation about one’s own or someone else’s sex life
- conduct or comments consistently targeted at only one gender, even if the content is not sexual
- teasing or other conduct directed toward a person because of the person’s gender
- All such conduct is unacceptable in the workplace and in any work-related settings such as business trips and business-related social functions, regardless of whether the conduct is engaged in by a supervisor, co-worker, client, customer, vendor, or other third party.
- This policy is intended to ensure the environment at FOJCDS is free from Anyone who believes someone has violated this policy should promptly bring the matter to the immediate attention of the Chair or President of FOJCDS Board of Directors.
- Friends of JCDS will promptly investigate the facts and circumstances of any claim of harassment. To the extent possible, we will endeavor to keep the reporting individual’s concerns confidential; however, confidentiality cannot be guaranteed. Friends of JCDS’ employees must cooperate in all investigations.
- Upon completion of the investigation, FOJCDS will take corrective measures against any person who has engaged in conduct in violation of this policy. These measures may include, but are not limited to, counseling, suspension, termination of employment or a contract, or loss of other privileges.
- No employee or member of the public will be subject to, and FOJCDS prohibits, any form of discipline or retaliation for reporting perceived violations of this policy in good faith, pursuing any such claim, or cooperating in any way in the investigation of such claims in good faith. Anyone who believes someone has violated this non-retaliation policy should bring the matter to the immediate attention of the Chair or President of FOJCDS Board of Directors.
- Friends of JCDS cannot remedy claimed harassment or retaliation unless these claims are brought to the attention of management. Failure to report claims of harassment and/or retaliation prevents us from taking steps to remedy the problem.
- Reasonable accommodation of people with disabilities
- Friends of JCDS offers reasonable accommodations to job applicants and employees with known physical or mental disabilities who are able to perform the essential functions of the position with or without reasonable accommodation.
- Friends of JCDS will endeavor to provide reasonable accommodation to otherwise qualified job applicants and employees with known physical or mental disabilities, unless doing so would impose an undue hardship.
- An applicant or employee who believes they need a reasonable accommodation of a disability should raise the potential need for accommodation with their direct supervisor, or with the Chair or President of FOJCDS Board of Directors.
- Reasonable accommodation of peoples’ religious beliefs and practices
- Friends of JCDS offers reasonable accommodations to job applicants and employees with sincere religious beliefs or practices who are able to perform the essential functions of the position with or without reasonable accommodation.
- Friends of JCDS will endeavor to provide reasonable accommodation to otherwise qualified job applicants and employees, unless doing so would impose an undue hardship.
- An applicant or employee who believes they need a reasonable accommodation of a sincere religious belief or practice should raise the potential need for accommodation with their direct supervisor or with the Chair or President of FOJCDS Board of Directors.
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