FargoVA Federal Credit Union

ANTI-HARASSMENT POLICY

Policy Statement

Fargo VA Federal Credit Union is committed to providing a professional work environment free of harassment, discrimination and retaliation, in which all individuals associated with the operation of Fargo VA Federal Credit Union’s business are treated with dignity and respect. Fargo VA Federal Credit Union expects that all interpersonal relationships relating to credit union business will be conducted in an appropriate, mature and responsible manner, with due regard for the rights and feelings of others. Fargo VA Federal Credit Union will not tolerate the harassment or discrimination of, or retaliation against, any individual in the workplace, which creates an offensive, intimidating, or hostile work environment.

Fargo VA Federal Credit Union will not retaliate against any individual who, in good faith, complains of alleged harassment, discrimination, or retaliation, or who provides information during an investigation of an alleged violation of this policy, no matter what the outcome of the investigation. It is a violation of this policy to knowingly file a false accusation of harassment, discrimination, or retaliation.

Individuals Covered Under This Policy

Fargo VA Federal Credit Union’s board of directors, officers, employees, and employment applicants are covered by this policy. To the extent within the credit union’s control, this policy also covers non-employees such as agents and independent contractors/consultants, members, customers, visitors, volunteers, vendors and suppliers, and any other individual who has a business relationship with Fargo VA Federal Credit Union.

Workplace

This policy applies to Fargo VA Federal Credit Union’s main office, all credit union branch offices, and off-site work-related assignments. In addition, it applies to all work-related meetings and events (including credit union sponsored social functions), whether at the main office, other credit union branch offices, or at some other off-site location, along with all business-related travel.

Prohibited Conduct

Harassment or discrimination in the terms and conditions of employment can be based on unlawful discriminatory motives or other conduct that creates an intimidating, hostile or offensive environment for individuals in Fargo VA Federal Credit Union’s workplace. The credit union prohibits harassment and discrimination based on race, color, age, gender, religion, creed, national origin, marital or veteran status, physical or mental disability, or any other status or characteristic protected under applicable federal, state, or local laws.

For purposes of this policy, the types of prohibited harassment discussed below are divided into two categories: (1) sexual harassment; and (2) non-sexual harassment. Either type of harassing conduct can be physical, verbal and/or visual. Examples of verbal harassment include, but are not limited to, racial, sexual or ethnic jokes or insults. Physical harassment includes, but is not limited to, unwelcome and/or aggressive touching. Visual harassment includes, but is not limited to, sexually suggestive posters, pictures, graffiti, email, and computer images.

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 and is prohibited by this policy. This form of harassment means any unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual is used as the basis for an employment decision affecting the individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

Examples of sexual harassment include, but are not limited to:

  • threatening or taking adverse employment action if sexual favors are not granted.
  • unwelcome flirtations, propositions or advances, or comments about a person’s body.
  • unwelcome physical contact, including kissing, hugging, patting, or blocking of movement.
  • displaying suggestive objects or pictures, including on computer, or being subjected to sexual jokes.
  • exhibiting conduct that may not be sexual, but which conveys an insulting, or degrading sexist attitude.

Non-sexual discriminatory harassment is any conduct based on a characteristic protected by law which creates an intimidating, hostile or offensive work environment, unreasonably interferes with an individual’s work performance and/or otherwise adversely affects an individual’s work environment.

Examples of non-sexual discriminatory harassment include, but are not limited to, the following actions when they are based on a protected characteristic:

  • making derogatory or stereotypical remarks, epithets or slurs toward an individual or group.
  • threatening, intimidating or engaging in hostile acts, including purported jokes or pranks.
  • displaying or circulating mocking or hostile material toward a person or group in the workplace.

Other prohibited harassment includes any action which creates an intimidating, hostile or offensive work environment for any individual in Fargo VA Federal Credit Union’s workplace that is unrelated to a protected characteristic. The credit union will apply a “reasonable person” standard when determining if conduct is in violation of this policy. This prohibition is described more particularly in the credit union’s standards of conduct policy.

Retaliation means conduct taken against an individual who registers a complaint or participates in an investigation under this policy. Individuals in the credit union’s workplace have the legal right to register a complaint or participate in an investigation under this policy without fear of reprisal. Retaliation is strictly prohibited under this policy and Fargo VA Federal Credit Union will take necessary action to protect an individual from this misconduct. Fargo VA Federal Credit Union will not retaliate against anyone who registers a complaint or participates in an investigation nor tolerate retaliatory conduct against anyone who registers a complaint or participates in an investigation under this policy.

Reporting Requirements

Prohibited conduct must be promptly reported to the appropriate staff, regardless of the perceived offender’s identity or position, so that an investigation can be initiated, if necessary, and the misconduct stopped. FargoVA Federal Credit Union will post information required under state and federal law to notify employees of their rights and responsibilities to report conduct prohibited under this policy.

Appropriate Staff for Notification

To submit a complaint under this policy, you may notify any one of the following authorized staff members verbally or in writing, including through e-mail:

  • CEO
  • an officer of the Board of Directors or Supervisory Committee

Ideally, complaints should, though are not required to, be in writing, signed by the complainant and describe the alleged misconduct in sufficient detail so that a thorough investigation can be conducted.

Supervisors and management level personnel, including officers and directors, must promptly report to a Human Resources manager or director any witnessed, disclosed or suspected misconduct, even where an individual has requested that the disclosure remain confidential or the inappropriate behavior does not appear to be serious.

Non-supervisory individuals or non-employees who believe they are being subjected to unwelcome, intimidating, hostile and/or offensive conduct are strongly encouraged, although not required, to promptly and directly advise the perceived offender that his/her behavior is unwelcome and offensive and demand that it be immediately stopped. This action may help to resolve a problem before it becomes severe or pervasive. This action should only be taken if the subject of the perceived misconduct feels comfortable with this type of confrontation and does not believe that the confrontation is inadvisable, impracticable or potentially dangerous. In all cases, the prohibited conduct must also be reported to an appropriate staff person so that Fargo VA Federal Credit Union can take appropriate steps to enforce its policy.

When in doubt about who to contact or if you have questions about this policy, Greg Tschider, the Mid-America Credit Union Association Attorney, may be contacted at

1-800-279-6328 Ext. 397 or at .

Investigation Procedure

Fargo VA Federal Credit Union will promptly investigate all violations of this policy. The credit union reserves the right to determine the proper scope of the investigation depending on the nature of the allegations.

Confidentiality will be protected to the extent reasonably possible but cannot be guaranteed. Information will be shared only on a “need to know” basis and all records relating to the complaint will be kept confidential on the same basis. All individuals participating in the investigation will be informed of the need for confidentiality and will be expected to maintain confidentiality.

Corrective Remedial Action

Corrective remedial action will be promptly taken if a violation of the policy has occurred, including violations of the retaliation provisions of this policy. Corrective remedial action will be administered proportionately to the offense. Violations of this policy may result in discipline up to and including termination. Lesser remedial remedies may include training. Corrective remedial action will also be taken against any employee who knowingly makes false statements concerning alleged harassment, discrimination or retaliation.

Approved by the Board of Directors: April 27, 2006

Revised: 6/10

Reviewed: 6/09

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