The Center for Women in Transition is an equal opportunity employer. As such, and in accordance with applicable law, the Center for Women in Transition will not discriminate against any employee or applicant for employment on the basis of any Protected Class. For purposes of this Nondiscrimination Policy, any of the following is considered to be a “Protected Class”: race, color, religion, sex, age, national origin, disability, veteran status, gender identity, gender expression, sexual orientation (real or as may be perceived by others), or any other characteristic protected by applicable United States federal or state law.
The Center's policy against discrimination also prohibits harassment of applicants for employment or employees. As used in this policy, harassment includes, but is not limited to, conduct, gestures, comments, slurs, jokes, pictures, cartoons and other material which is based on a trait that places a person in a Protected Class (such as race, sex, age, religion, national origin, disability, etc.) and which would be unwelcome and offensive to a reasonable person. This policy covers harassment on the basis of any trait that places a person in a Protected Class, including sexual harassment.
While it is not easy to define sexual harassment precisely, the term includes unwelcome sexual advances, propositions, requests for sexual favors, physical touching, comments about an individual's body or sex life, verbal abuse of a sexual nature, and other verbal or physical conduct of a sexual nature when:
Each employee must exercise their own good judgment to avoid engaging in conduct that may be perceived by others as sexual harassment or other harassment.
The Center recognizes that employees may socialize or interact outside of work. Such interactions can impact what employees think of each other and how they interact at work. As a result, all employees should be aware of this policy in any interaction with co-workers, whether inside or outside of the workplace or during or after work hours.
The following list illustrates some but not all of the conduct that is prohibited:
The Center does not condone discrimination or harassment and does not confer on any supervisor, manager or third party authority to engage in discrimination or harassment. Such conduct is never done with the Center's authority and is outside the authority delegated to anyone.
Any employee who believes that (s)he is being or has been subjected to conduct prohibited by the Nondiscrimination Policy may confront the person responsible for the conduct and ask that person to stop the conduct. Any such employee, and any employee aware of any conduct prohibited by this policy, is expected immediately to report the prohibited conduct to any one or more of the following:
The Center would rather know of a problem and have a chance to address it than to have an employee not come forward because of concern that the complaint is untimely or uncertainty that the conduct violates this policy.
All complaints under this policy will be promptly investigated in as discreet and confidential a manner as is reasonably possible. All employees are expected to fully cooperate in any investigation. The Center recognizes that, in most circumstances, it will be important to protect the confidentiality of and/or information about the complainant, the accused, and/or witness(es). In each investigation, the need for confidentiality in the investigation will be determined by the Center. The Executive Director or President of the Board of Directors will take into consideration whether confidentiality is needed to:
The Center will instruct all persons involved in an investigation concerning the degree of confidentially determined necessary (as outlined above) for the investigation. If, after investigation, the Center finds that a violation of the Nondiscrimination Policy has occurred, it will promptly implement appropriate remedial action. Such action may include a written warning, additional training, reassignment, probation, suspension or termination of any employee who violated this policy.
After the investigation is completed, the Center will report back to the employee who made the complaint and, as appropriate, advise the employee of the results of the investigation and the action taken, if any.
The Center will not retaliate against any employee for cooperating in any investigation, or for making a complaint under this policy or bringing a situation to the Center's attention in good faith. The Center also will not tolerate retaliatory conduct by any employee. Any employee who believes (s)he has been retaliated against is urged to make a report or complaint under this policy.
Reasonable Accommodation for Employees The Center will comply with applicable laws requiring reasonable accommodation of a qualified individual based on the individual’s disability or religion. Anyone needing accommodation should promptly advise the Executive Director of such need.
Recruitment for Employment The Center for Women in Transition seeks to recruit and employ the most qualified candidates for all positions. The Executive Director, in coordination with the supervisor of an open position, shall post the opening both within and outside the organization. The Board of Directors is responsible for recruitment and hiring of the Executive Director.