BCC – Equal Opportunity and Safe Workplace Policies
EQUAL EMPLOYMENT OPPORTUNITY
Beth Chayim Chadashim (“BCC”), an equal opportunity employer, is committed to equal opportunity for all employees, and applicants. BCC recruits, hires, trains, promotes, pays, and administers all personnel actions without regard to sexual orientation, race, color, religion, sex (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), sex stereotyping (including assumptions about a person’s appearance or behavior, gender roles, gender expression, or gender identity), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, genetic information, or any other protected status of an individual or that individual’s associates or relatives in accordance with applicable law. We interpret these protected statuses broadly to include both the actual status and also any perceptions and assumptions made regarding these statuses.
This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits, and all other privileges, terms, and conditions of employment. This policy and the law prohibit employment discrimination against any employee or applicant on the basis of any legally protected status outlined above.
BCC also makes reasonable accommodations for qualified applicants and employees with disabilities unless doing so creates an undue hardship, in accordance with all legal requirements. Any applicant or employee who requires an accommodation to perform the essential functions of the job should contact the Executive Director to request that accommodation. BCC will work with that individual to attempt to identify a reasonable accommodation that will not impose an undue hardship on BCC.
All employees must follow this policy. Any employee who violates this policy will be subject to disciplinary action, up to and including termination of employment.
BCC is committed to the practice of equal employment opportunity and will not tolerate intimidation or retaliation against employees or applicants because they have engaged in or may engage in filing a complaint of discrimination or retaliation; assisting or participating in an investigation; opposing any act or practice made unlawful by any local, state, or federal law; or for exercising any other legally protected right.
If you have questions or feel that you have been discriminated against because of your protected status, have been improperly denied a reasonable accommodation, have experienced retaliation, or have witnessed or been subjected to conduct that is otherwise inconsistent with this policy, then you must follow the reporting procedures outlined in the Policy Against Sexual Harassment and Other Workplace Harassment below.
All reports describing conduct inconsistent with this policy will be investigated promptly and effectively in accordance with the procedure outlined in BCC’s Policy Against Sexual Harassment and Other Workplace Harassment below.
Please see BCC’s Policy Against Sexual Harassment and Other Workplace Harassment for information about BCC’s policy regarding investigation and resolution of complaints.
Contact the Executive Director if you have any questions.
BCC POLICY AGAINST SEXUAL HARASSMENT AND OTHER WORKPLACE HARASSMENT
BCC expects every employee to show respect for all of our colleagues, clients, employees, and vendors. Professional conduct furthers BCC’s mission, promotes productivity, minimizes disputes, and enhances our reputation. Accordingly, this policy forbids any unwelcome conduct that is based on an individual’s sexual orientation, race, color, religion, sex (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), sex stereotyping (including assumptions about a person’s appearance or behavior, gender roles, gender expression, or gender identity), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, genetic information, or any other protected status of an individual or that individual’s associates or relatives. We interpret these protected statuses broadly to include both the actual status and also any perceptions and assumptions made regarding these statuses. BCC is thus committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. BCC will not tolerate any form of harassment that violates this policy.
BCC has a policy of zero tolerance toward harassment. This policy and the law forbid any employee, manager, supervisor, officer, director, client, vendor, or any other third party that an employee encounters in connection with BCC business, to harass, discriminate, or retaliate against any BCC employee, applicant, intern, volunteer or persons providing service pursuant to a contract, on the basis of any legally protected status or activity. This policy also prohibits offensive conduct that does not rise to a violation of law, as explained below.
The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of unwelcome conduct prohibited by this policy are epithets, slurs, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. BCC prohibits that conduct in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.
Sexual harassment deserves special mention. Harassing conduct based on gender often is sexual in nature but sometimes is not. This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
According to the U.S. Equal Employment Opportunity Commission (“EEOC”), unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct based on sex constitute unlawful sexual harassment when (1) submission to such conduct becomes an implicit or explicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for any employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
This policy forbids harassment based on gender regardless of whether it rises to the level of a legal violation. Examples of gender-based harassment forbidden by this policy include (1) offensive sex-oriented verbal kidding, teasing or jokes, (2) repeated unwanted sexual flirtations, advances or propositions, (3) verbal abuse of a sexual nature, (4) graphic or degrading comments about an individual’s appearance or sexual activity, (5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters, (6) unwelcome pressure for sexual activity, (7) offensively suggestive or obscene letters, notes or invitations, (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body, and (9) sexual favoritism.
Everyone at BCC can help assure that our workplace is free from prohibited discrimination or harassment.
Avoiding Prohibited Conduct
Everyone is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited harassment; no employees, not even the highest ranking individuals in BCC, are exempt from the requirements of this policy. Every employee is expected to inform any person in the workplace whose conduct the employee finds unwelcome.
Reporting Prohibited Conduct
All incidents of alleged discrimination, harassment, retaliation, or other conduct inconsistent with this policy must be reported immediately.
Any manager or supervisor who is aware of conduct inconsistent with this policy or who receives a report of conduct inconsistent with this policy must report it immediately to BCC’s Executive Director or BCC’s President or BCC’s Executive Vice President of the Board of Directors, via the Sexual Harassment Report Form or by calling the Executive Director at (323) 931-7023 x203.
If you feel you have experienced or witnessed any conduct that is inconsistent with this policy, you are to immediately notify BCC’s Executive Director or BCC’s President or BCC’s Executive Vice President of the Board of Directors. These are the individuals authorized by this policy to receive and act upon complaints of discrimination, harassment, and retaliation on behalf of BCC. This policy does not require reporting discrimination, harassment, or retaliation directly to an employee’s immediate supervisor or to any individual who is creating the harassment, discrimination, or retaliation.
Because complaints of harassment, and retaliation are most effectively addressed at the earliest possible stage, BCC encourages early reporting of concerns or complaints. While there is no time limit for reporting, reports should be brought forward as soon as possible; an incident may be reported even if significant time has elapsed, but prompt reporting will better enable BCC to respond, investigate if necessary, provide an appropriate remedy, and impose discipline if appropriate.
All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively. To that end, parties involved in the situation including the reporting party, anyone identified as the target of the behavior (if different than the reporting party) and anyone who allegedly violated this policy will be offered an opportunity to be interviewed or to otherwise respond to a report under this policy. BCC may put certain interim measures in place, such as a leave of absence or a transfer, while the investigation proceeds. BCC will take further appropriate action once the report has been investigated. That action may be a conclusion that a violation occurred, as explained immediately below. BCC might also conclude, depending on the circumstances, either that no violation of policy occurred or that BCC cannot conclude whether or not a violation occurred.
If an investigation reveals a violation of this policy or other inappropriate conduct has occurred, then BCC will take corrective action, including discipline up to and including dismissal, reassignment, changes in reporting relationships, training, or other measures BCC deems appropriate under the circumstances, regardless of the job positions of the parties involved. BCC may take corrective action for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law or even a violation of this policy. If the person who engaged in harassment is not employed by BCC, then BCC will take whatever corrective action is reasonable and appropriate under the circumstances.
Policy Against Retaliation
BCC forbids that any employee treats any other employee or former employee or applicant adversely for reporting harassment, discrimination, or retaliation, for assisting another employee or applicant in making a report, for cooperating in an investigation into such alleged conduct, or for filing an administrative claim with the EEOC or a state governmental agency. All employees who experience or witness any conduct they believe to be retaliatory are to immediately follow the reporting procedures stated above.
In investigating and in imposing any corrective action, BCC will attempt to preserve confidentiality to the extent that the needs of the situation permit.
Acceptance of Policy
All BCC employees have a personal responsibility to conduct themselves in compliance with this policy and to report any observations of conduct inconsistent with this policy. If you have any questions concerning this policy, then please contact BCC’s Executive Director.