23.1: EQUAL EMPLOYMENT & AFFIRMATIVE ACTION
Vita Nova Maternity Community (VN) is committed to the principles of equal employment opportunity in all aspects of employment and will adhere to all applicable local, state, and federal employment laws. VN does not discriminate against employees or applicants for employment based on race, disability, color, creed, religion, gender, gender identity, sexual orientation, age, national origin, ancestry, citizenship, veteran’s status, or any other protected classification in its hiring, pay, promotion, termination, or other areas of employment. Opportunity for future and current employees is based on merit, qualifications, and job requirements.
VN will make reasonable accommodations as required by state and federal law to qualified employees or applicants for employment, provided the accommodation does not cause an undue hardship for VN. VN will also provide reasonable accommodations as required by state and federal law to employees and applicants who are pregnant.
VN conforms to all laws, statutes, and regulations concerning equal employment opportunities and affirmative action. We strongly encourage women, minorities, individuals with disabilities, and veterans to apply for employment. VN encourages individuals to bring forth any complaints about violations of law, unethical behavior, unfair treatment, hostile work environment, or discrimination of any kind. VN prohibits retaliation against individuals who make such a complaint, whether orally or in writing, to the employer or the government, or against any individuals who assist or participate in the investigation of any complaint and/or denouncement or opposition to discrimination.
In order to assure continued success, VN will continue affirmative efforts to accomplish its goal of developing highly skilled and trained professional employees by furnishing an environment encouraging personal growth and development.
23.2: DIVERSITY & INCLUSION
VN is committed to fostering, cultivating, and preserving a culture of diversity and inclusion. Our human capital is the most valuable asset we have. VN embraces differences in age, race, color, religion, national origin, gender and gender identity or expression, sexual orientation, physical and mental ability, pregnancy status, family or marital status, political affiliation, socio-economic status, veteran status, and other characteristics that make employees unique.
VN’s diversity initiatives are applicable to, but not limited to, practices and policies on recruitment and selection, compensation and benefits, professional development and training, internal promotions, and transfers. Moreover, the organization’s diversity initiatives include the ongoing development of a work environment built on the premise of diversity that encourages and enforces respectful communication and cooperation.
All employees must treat VN partners and anyone else in contact with VN with dignity and respect at all times. All employees are expected to exhibit conduct that demonstrates inclusion while at work, at work-related functions, on or away from the work site, and at all other VN-sponsored events. Any employee who is found to have exhibited inappropriate conduct or behavior in violation of this policy may be subject to disciplinary action up to and including termination.
23.3: NON-HARASSMENT
As an equal opportunity employer, VN does not tolerate harassment of any kind. This policy prohibits harassment related to age, gender, pregnancy, color, race, sexual orientation, gender identity, national origin, religion, marital status, genetic information, veteran/military status, disability that (either with or without reasonable accommodation) does not prohibit performance of essential job functions, or any other characteristic protected by law is absolutely prohibited and may result in disciplinary action, up to and including termination of employment. No employee, supervisor, officer, VN representative, vendor, visitor, or member will be allowed to discriminate against or harass a VN employee.
Harassment is broadly defined to include any conduct which is personally demeaning or offensive, and/or tends to equate a person’s worth to their age, gender, pregnancy, color, race, sexual orientation, gender identity, national origin, religion, marital status, genetic information, veteran/military status, disability, or other protected characteristic, rather than their ability to perform their jobs and contribute to the success of the VN.
Any communication or materials distributed, accessed, posted, or retained while on VN business, on VN premises or with the use of VN property is subject to this policy. This includes materials and messages sent through VN’s electronic equipment, phone system, courier or regular mail, and anything posted in an employee’s office area, or on a PC.
Harassment Includes:
Sexual harassment, which includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical 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 or rejection of such conduct by an individual is used as the basis for employment decisions affecting such 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 working environment.
Prohibited acts of sexual harassment can take a variety of forms ranging from sexually-oriented comments, to subtle pressure for sexual activity, to physical assault. Examples of some of the kinds of conduct included in the definition of sexual harassment are:
- Sexual relations, sexual contact, or threats or intimations of sexual relations or sexual contact which are not welcome and freely and mutually agreeable to both parties;
- Continual or repeated remarks with sexual implications, placing sexually suggestive objects or pictures in the work area, or propositions of a sexual nature; or
- Threats or insinuations that the person’s employment, wages, promotional opportunities, job assignments, or other conditions of employment may be adversely affected by not submitting to sexual advances, or promises or insinuations that any conditions of employment may be favorably affected by submitting to sexual advances.
What is or is not offensive must be viewed from the perspective of the victim, and the fact that no objection is voiced, or the other person gives the appearance of acceptance does not mean the conduct is acceptable.
Other Unlawful Harassment (Nonsexual):
Any conduct which is personally demeaning and/or creates an intimidating, hostile, or offensive working environment on the basis of age, color, race, gender, pregnancy, national origin, religion, marital status, genetic information, veteran/military status, sexual orientation, gender identity, disability or other protected characteristic is improper and is prohibited.
Any employee, who believes that he or she has been discriminated against or harassed, or who has witnessed the discrimination or harassment of another employee should do the following: (1) tell the perpetrator politely, but firmly, that such conduct is not acceptable, or (2) alternatively or additionally, a complaint of discrimination or harassment may be brought to: (1) the Executive Director or (2) if the individual involved is the Executive Director, the employee may contact the Chairperson of the Executive Committee. Employees are strongly encouraged not to ignore such conduct.
All complaints of discrimination or harassment will be promptly and thoroughly investigated. All complaints and all information given during an investigation will be treated as confidentially as possible, subject to the need to conduct a full and fair investigation. Under no circumstances will any person who in good faith makes a complaint of discrimination or harassment, or assists in its investigation be subject to any form of retaliation. Any person who makes or participates in such retaliation, directly or indirectly, will be subject to disciplinary action, up to and including termination of employment.
Civil Rights Non-Discrimination and Non-Harassment Training
All employees and interns will participate in training upon hire and annual training through online, local or national education. Examples of training are listed below but alternate training with similar information may be provided. This annual training will be tracked and documented for each employee.
- Civil Rights Act and Non-Discrimination:
- Non-Harassment: