Last updated: February 8, 2018
Faunalytics is pledged to preserving a working environment free from sexual harassment and harassment or discrimination on the basis of race, color, religion, gender, sexual orientation, national origin, age or disability, or another protected class as defined by law.
The aim of this policy is to prevent harassment of any kind by anyone employed by or associated with Faunalytics. This policy applies to all employees and volunteers of Faunalytics and other persons having business with Faunalytics, including contractors.
- Discrimination: Unfavorable or unfair treatment of a person or class of person in comparison to others who are not members of the protected class because of race, color, religion, gender, sexual orientation, national origin, age or disability, or another protected class as defined by law, or retaliation for complaints related to these categories.
- Harassment: Verbal or physical conduct that denigrates or shows hostility or aversion to an individual because of his/her protected class status that:
- Has the purpose or effect of creating an intimidating, hostile or offensive work environment;
- Has the purpose or effect of unreasonably interfering with an individual’s work performance; or
- Otherwise adversely affects an individual’s employment opportunities.
- Intimidation: For the purposes of this policy, intimidation is a form of harassment that, while it may not be prohibited by anti-discrimination laws, involves verbal or physical conduct that demonstrates:
- Hostility or aversion toward an individual;
- Offensive behavior;
- Efforts to humiliate or insult another employee;
- Interference with the work performance of another employee; or
- Other improper behavior that has an adverse impact on an employee’s mental or physical well-being.
- Sexual Harassment and Inappropriate Conduct of a Sexual Nature: Sexual harassment is unlawful and inappropriate conduct of a sexual nature in any form is prohibited under this policy. Harassment may include references to employment status or conditions or may serve to create a hostile, intimidating or uncomfortable work environment. Harassment includes, but is not limited to, obscene jokes, lewd comments, sexual depictions, requests for dates, touching, staring or other sexual conduct committed either on or off company premises. Sexual harassment can occur in variety of circumstances. Sexual harassment may involve individuals of the same or different gender. The harasser can be a supervisor, subordinate, co-worker, or a non-employee. The victim does not have to be the person harassed, but could be anyone affected by the offensive conduct. Sexual harassment does not refer to behavior or occasional compliments of a socially acceptable nature. Sexual harassment consists of:
- Unwelcome verbal or physical sexual advances;
- Requests for sexual favors or unwanted sexual attention by anyone associated with Faunalytics, whether male or female; or
- Unwelcome verbal or physical nonsexual conduct that denigrates or shows hostility toward a person because of his or her gender or sexual orientation when the conduct has a purpose or effect of substantially interfering with a person’s work performance or statutory rights, or creating an intimidating, hostile or offensive work environment.
- It is a violation of this policy to discriminate in providing employment opportunities, benefits, or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory statement is, in whole or in part, the person’s protected class status.
- Intimidation constitutes prohibited conduct even if the activity does not constitute a violation of the anti-discrimination or harassment laws. Appropriate corrective or disciplinary actions taken by a supervisor do not constitute intimidation.
- Sexual Harassment in any form is prohibited under this policy.
- No hardship, loss, benefit, or penalty may be imposed on a Faunalytics team member as punishment for: Filing or responding to a bona fide complaint of discrimination or harassment; Appearing as a witness in the investigation of a complaint; or Serving as an investigator.
- All Faunalytics team members are responsible for helping ensure that our workplace is kept free of harassment and discrimination. All Faunalytics team members are expected to report all perceived incidents of discrimination. If you feel you have been a victim of sexual harassment, report the behavior to our Executive Director (Che Green, [email protected], 206-905-9887) or our Board President (Caryn Ginsberg, [email protected], 703-524-0024) or to any supervisor or any other member of the Board of Directors. If you have witnessed sexual harassment, you are also urged to report the incident so that prompt action may be taken.
- Supervisors, managers, or directors who become aware of allegations of discrimination, intimidation, or any forms of harassment will immediately notify the Board of Directors so the incident can be investigated in a timely and confidential manner. Failure to notify the Board of Directors will result in disciplinary action.
- To provide and maintain a workplace free from harassment, discrimination, intimidation, and retaliation, Faunalytics may pursue an inquiry into such allegations, with or without authorization of the complainant and/or injured party.
- Faunalytics team members who believe that they have been subjected to illegal forms of discrimination or harassment based on protected class status may file a complaint with the Washington State Human Rights Commissioner under 49.60 RCW, with the Federal Equal Employment Opportunity Commissioner under Title VII of the Civil Rights Act of 1964, or any other agency.
- The availability of this reporting procedure does not preclude employees who believe they are being subject to harassing conduct from promptly advising the harasser that his or her behavior is unwelcome and requesting that it be discontinued.
- Investigation: All complaints will be treated seriously, kept as confidential as possible and investigated fully. Faunalytics team members involved in or observing the investigation of such matters are expected to maintain confidentiality and refrain from gossip or speculation concerning the parties to a complaint or Faunalytics’ actions on such matters.
- All reported allegations of discrimination, intimidation, or harassment will be investigated.
- All Faunalytics team members will cooperate fully with the investigatory process. This includes providing complete and truthful information and, where appropriate, maintaining confidentiality of the process and the parties involved.
- If an investigation confirms that sexual harassment has occurred, immediate action will be taken to put an end to the harassment. Faunalytics will take appropriate corrective actions against anyone found to be in violation of this policy, including possible termination of employment.
- Faunalytics expressly forbids any retaliation against employees or independent contractors for reporting sexual harassment or discrimination. Disciplinary action may be taken against anyone who provides false information related to a violation of this policy or during the course of investigation of a violation.
- Any Faunalytics team member who feels he or she has been subjected to adverse retaliatory action or who has knowledge of retaliatory behavior toward another person is required to report the offender to their supervisor, director, or a board member.
- In compliance with the Equal Employment Opportunity Commission Guidelines and our policy, Faunalytics prohibits harassment of any kind. If the result of an investigation indicates that a Faunalytics team member violated this policy, or state and federal law, is subject to disciplinary actions up to and including immediate termination of the offender.
Examples of harassment that denigrate or show hostility or aversion toward an individual due to protected class status may include, but are not limited to, jokes, slurs, derogatory comments, negative stereotyping, graffiti, offensive material in email, and unwelcome comments about the individual’s protected class status.
Faunalytics is committed to providing a work environment that is free from all forms of discrimination, intimidation, and conduct that can be considered harassing, coercive or disruptive, including sexual harassment. Faunalytics has a zero tolerance policy to protect Faunalytics team members from discrimination and sexual harassment. Through enforcement of this policy and by education of Faunalytics’ employees, contractors, and board members, Faunalytics will seek to prevent, correct, and discipline behavior that violates this policy.
All employees, contractors, and board members of Faunalytics (“Faunalytics team members”) are encouraged to report any violations of this policy and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. To ensure Faunalytics team members are educated on this policy, every new member will read and acknowledge this policy during the first 30 days of election or employment and thereafter on an annual basis. New volunteers will also be notified of the policy.
Violation of Law or Policy: