Policy: Anti-Discrimination Policy

 

ANTI-DISCRIMINATION POLICY

 

Policy Title:  Anti-discrimination	Applies To:  All aspects of the relationship between BPIA and its members, vendors, agents, and volunteers, including, but not limited to, activities, programs, and application of policies
Effective Date:  1/1/2022	Policy to be carried out by:  All officers and members of the Board, members, volunteers, and agents (such as independent contractors) of the organization
Date of update or amendment:	Oversight:  Board of Directors
Date of Board approval:  2022	Infraction remedies: Infractions of this policy will be addressed by the Board of Directors and may result in termination of position and/or membership.

 

Policy Statements

 

1. Discrimination.  BPIA shall not tolerate, under any circumstances and without exception, any form of discrimination based on race, creed, religion or lack of religion, color, ethnicity, national or tribal origin, ancestry, age, physical or mental disability, pregnancy or conditions related to childbirth, marital status, parental status, military or veteran status, domestic violence victim status, political affiliation, predisposing genetic characteristics, gender, sexual orientation, gender identity and gender expression (including transgender status), and any other status protected by the law. This list is not exhaustive and will automatically include any new class of citizens protected by federal or state laws. All board members, members, volunteers, and agents at BPIA will comply with these anti-discrimination policies. In some cases, local laws and regulations may provide greater protections than those described in this policy and shall be followed accordingly.

 

2. Harassment.  BPIA is committed to providing a work and volunteer environment that is free from harassment.  BPIA will not tolerate any behavior that is unwanted and offensive to the recipient, which creates an intimidating, hostile, or humiliating work or volunteer environment for that person. Harassment can occur between members of the opposite sex or the same sex. Harassment, verbal or non-verbal, explicit or implicit, based on an individual's sex, race, ethnicity, national origin, age, religion or any other legally protected characteristics will not be tolerated. All board members, stakeholders, members, volunteers, and agents at BPIA are required to abide by this policy.

 

3. Sexual Harassment.  BPIA prohibits inappropriate conduct that is sexual in nature and on organization business, or at organization -sponsored events and activities. Examples of unacceptable conduct include comments, jokes, degrading language, sexually suggestive objects, books, or any form of media electronic or in print form, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. These behaviors constitute harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of contract agreement; (2) submission to or rejection of such conduct by an individual is used as a basis for the conditions of contract agreement; or (3) such conduct has the purpose or effect of creating an intimidating, hostile, or offensive environment or substantially interferes with a contractor’s work performance. Sexual harassment is prohibited whether it is between members of the opposite gender or members of the same gender.

 

Administration and Procedures

 

1. Reporting Discrimination and Harassment. A volunteer, member, or agent of BPIA who feels that she or he has been harassed as described in this policy should immediately report the matter to the Board of Directors through any verbal or written means. Once the matter has been reported, it will be promptly investigated and corrective action will be taken when deemed appropriate. All complaints or unlawful harassment under this policy or otherwise will be handled in as confidential a manner as possible. Timely reporting is encouraged to prevent the re-occurrence of, or otherwise address, the behavior that violates this policy or law. Delays in reporting a complaint can limit the type of effectiveness of a response by BPIA. The procedure for reporting incidents of discriminatory or harassing behavior is not intended to prevent the right of any volunteer or agent to seek a remedy under available state or federal law by reporting the matter to the appropriate state or federal agency.

 

2. Retaliation. Retaliation against any person associated with BPIA who reports instances of harassment - whether he or she is directly or indirectly involved - is in violation of BPIA's policies. All reported incidents are assumed to be made in good faith. Any allegations that are proven false will be treated as a serious matter.

 

3. Disciplinary Measures for Harassment. Any volunteer, member, or agent of BPIA engaging in behavior that violates this policy will be subject to disciplinary action, including the possible termination of contract, membership or volunteer position, whether or not an actual law has been violated.

 

4. Remedies. Remedies for any instances of verified discrimination, whether caused intentionally or by actions that have a discriminatory effect, may include compensatory actions agreed on and deemed appropriate by the BPIA Board. Remedies can include payment of attorney's fees, expert witness fees, court costs and other applicable legal fees.