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

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Employee’s Printed Name

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Employee’s Signature Date