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Anti-Discrimination and Harassment Policy by rtu13707

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									Anti-Discrimination and Harassment Policy
Urban Ministries of Wake County

It is the policy of Urban Ministries of Wake County to provide volunteer opportunities at all
times without discrimination on the basis of race, color, religion, sex, sexual orientation,
national origin, qualified disability, age (40 years of age or older), veteran status or other
characteristic or activity protected by federal, state or local law. In addition, harassment
of volunteers by Agency employees including co-workers, supervisors, managers and
executives, as well as any non-employees based on race, color, religion, sex, sexual
orientation, national origin, qualified disability, age (40 years of age or older), veteran
status or other characteristic or activity protected by federal, state or local law is
unacceptable conduct, which will not be tolerated.

   1. General Policy Statement on Harassment
      Urban Ministries of Wake County believes that all volunteers are entitled to work in
      an environment free from harassment, intimidation and coercion, allowing each
      volunteer to reach his/her full potential. This policy applies to harassment by any
      Agency employees, including co-workers, supervisors, managers and executives, as
      well as any non-employees present in Urban Ministries’ workplace or interacting with
      Urban Ministries’ employees in connection with their work. Such prohibited
      harassment can arise from a broad range of physical or verbal behavior, which may
      include, but is not limited to, the following:
          a. Physical or mental abuse;
          b. Insults, jokes, slurs or comments based on an individual’s race, color, religion,
              sex, sexual orientation, national origin, qualified disability, age (40 years of
              age or older), veteran status or other characteristic or activity protected
              by federal, state or local laws; or
          c. Display of suggestive, offensive or discrimination-oriented pictures or
              materials.
   2. Sexual Harassment
      Sexual harassment is a specific form of illegal harassment that requires more
      explanation. Urban Ministries bases its definition of sexual harassment on
      information provided by the Equal Employment Opportunity Commission (EEOC).
      According to EEOC guidelines, sexual harassment includes, but is not necessarily
      limited to, unwelcome sexual advances, requests for sexual favors and other verbal
      or physical conduct of a sexual nature when:
              a. Submission to or rejection of such conduct explicitly or implicitly
                   affects an individual’s volunteering;
              b. Submission to or rejection of such conduct by an individual is used as the
                   basis for volunteer decisions affecting such individual; or
              c. Such conduct unreasonably interferes with an individual’ work
                   performance or creates an intimidating, hostile or offensive work
                   environment.
              d. Sexual harassment can occur in a variety of circumstances, including but
                   not limited to, the following:
                      i.  The victim as well as the harasser may be a woman or man. The
                          victim does not have to be of the opposite sex.
                     ii.  The harasser can be the victim’s supervisor, an agent of the
                          employer, a supervisor in another area, a co-volunteer or a non-
                          employee.
                    iii.  The victim does not have to be the person harassed, but could be
                          anyone affected by the offensive conduct.
                    iv.   Unlawful sexual harassment may occur without economic injury to
                          or discharge of the victim.
                     v.   The harasser’s conduct must be unwelcome.
   3. Complaint Procedure
      It is the shared obligation of all employees to report any and all incidents of
      suspected harassment to the Executive Director. Any volunteer who believes he or
      she has been subjected to unlawful harassment, or who believes he or she has
      witnessed one or more incidents of unlawful harassment, should immediately report
      the incident or incidents to his or her immediate supervisor, or, alternatively, to any
      other supervisor, and to the Executive Director.

                           Acknowledgement of Harassment Policy

I have received a copy of Urban Ministries of Wake County’s Harassment Policy. I agree
that I will report any and all incidents of harassment, of which I am aware, to my
supervisor, or, alternatively, to any other supervisor and to the Executive Director. I
understand that if I feel that it is necessary or justified by circumstances, I should report
the harassment or any retaliatory action to the Executive Director. I understand that nay
violation of the Harassment Policy may be grounds for disciplinary action up to and including
termination.

I WILL ABIDE BY THE RULES AND POLICIES SET FORTH IN THIS DOCUMENT

_____________________________________
Employee’s Printed Name

____________________________________                          ___________
Employee’s Signature                                                Date

								
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