In consideration for the opportunity to serve as a volunteer with The Justice Collaborative, a project of Tides Advocacy (“TA”).
I understand and agree that:
I have read this document in its entirety and I freely and voluntarily assume all risks of such Injuries and Damages and notwithstanding such risks, I agree to participate.
By signing up to volunteer, you acknowledge that you have read and agree to the Justice Collaborative and Tides Advocacy Volunteer Agreement.
Harassment in the Workplace Policy
TA is committed to establishing and maintaining a work environment that fosters harmonious, productive working relationships and encourages mutual employee and volunteer respect.
TA expressly prohibits any form of unlawful harassment based on race, color, creed, religion, national origin, ancestry, citizenship, sex, gender identity and expression, sexual orientation, age, marital or partnership status, disability, military or veteran status, genetic information, predisposition or carrier status, or status as a victim of domestic violence, sexual offense or any other class or status protected by law. Harassment may include slurs, epithets, threats, derogatory comments and unwelcome jokes, pranks, teasing, as well as physical conduct such as assault. Harassment is unlawful whether it involves co-worker harassment, harassment by a manager, or harassment by persons doing business with or for TA.
Sexual harassment is a form of misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.
Federal, state, and local law forbid sexual harassment of an individual in employment. The Equal Employment Opportunity Commission defines sexual harassment as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when (1) submission of 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 is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose and effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include explicit sexual propositions, suggestive or persistent comments of a sexual nature, the display of obscene or sexually-oriented material, sexually oriented kidding or teasing, or jokes about gender-specific traits, foul or obscene language or gestures, and physical contact such as patting, pinching, or brushing against another’s body, and any similar behavior which is unwelcome or offensive.
Resolving & Reporting Violations
Individuals who have encountered harassing behavior are encouraged to clearly and directly advise offenders that their behavior is unwelcome, and request that the behavior stop. This action alone may in some cases resolve the problem. If an employee does not feel comfortable approaching the offender, or if the behavior continues, the employee is encouraged to discuss the harassment, discrimination or retaliation with his/her manager or supervisor or, if this is not appropriate, with Human Resources. Any manager or supervisor who becomes aware of possible unlawful behavior must immediately advise Human Resources so that the issue can be investigated in a timely manner.
Individuals may also use the hotline, website and e-mail and postal addresses described in more detail below to report unlawful behavior or inappropriate conduct that violates TA’s policy. When reporting violations, employees should provide as complete a description as possible of the facts surrounding the incident(s) forming the basis for the complaint so that an appropriate investigation can be conducted.
Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment and/or discrimination. Therefore, TA strongly urges the prompt reporting of complaints or concerns so that appropriate action can be taken as quickly as possible. TA will investigate all complaints promptly and will maintain confidentiality throughout the process to the extent practicable and appropriate under the circumstances.
Retaliation against an individual for reporting discrimination or harassment or for providing information relevant to a claim of discrimination or harassment is strictly prohibited and will be treated with the same strict discipline as would discrimination or harassment itself. Employees should immediately report acts of retaliation in accordance with the reporting procedures described above. These reports will be investigated promptly.
Justice Volunteers is the volunteer arm of the Justice Collaborative, which is a project of Tides Advocacy