1. Policy Statement
Family Promise of Puget Sound (FPOPS) is unequivocally committed to the principles of non-discrimination and equal opportunity in all aspects of its operations. We believe in fostering an inclusive environment where all individuals are treated with dignity and respect. Family Promise of Puget Sound shall not discriminate against any individual or group based on race, color, age, sex (including gender identity and expression), marital status, disability, national origin or ancestry, religion, economic status, union membership, or political affiliation. This commitment extends to all areas of service provision, employment practices, and organizational activities.
2. Scope
This policy applies to all programs, services, and activities provided by Family Promise of Puget Sound. It governs all aspects of employment, including:
* Recruitment and advertising.
* Hiring and selection.
* Promotion, demotion, lateral reassignment, and transfer.
* Layoff and discharge.
* Rates of pay or other compensation.
* Training and professional development.
* Any other terms, conditions, or benefits of employment.
This policy applies to all staff (paid and unpaid), volunteers, board members, and individuals of Family Promise of Puget Sound.
3. Guiding Principles
* Equal Opportunity: Ensure that all individuals have equal access to services and employment opportunities based solely on merit, qualification, and need, without unlawful discrimination.
* Respect and Dignity: Promote an environment where every individual is treated with respect, fairness, and dignity.
* Inclusivity: Actively work to create a welcoming and accessible environment for people from all backgrounds.
* Compliance: Adhere to all applicable federal, state, and local anti-discrimination laws and regulations.
* Accountability: Establish clear procedures for addressing and resolving any reported instances of discrimination.
4. Equal Employment Opportunity
Employment decisions at Family Promise of Puget Sound will be based solely on the basis of individual merit, qualifications, skills, and experience relevant to the position. We are committed to providing equal employment opportunities to all qualified applicants and employees.
5. Americans with Disabilities Act (ADA) Compliance
Family Promise of Puget Sound is committed to complying with the intent and requirements of the Americans with Disabilities Act of 1990 (ADA), as amended, and similar state and local laws. We shall not knowingly discriminate against qualified individuals with disabilities in employment or in the provision of services.
* Reasonable Accommodation: Family Promise of Puget Sound will consider and implement reasonable accommodations for qualified employees and applicants with disabilities, unless doing so would cause undue hardship to the organization. This may include modifying schedules, adjusting work environments, or providing assistive technologies.
* Service Accessibility: We will strive to ensure that our services and facilities are accessible to individuals with disabilities, providing reasonable accommodations to individuals to facilitate their participation in our programs.
6. Grievance Procedure for Discrimination
Any grievance regarding discrimination, whether related to employment or service provision, shall be handled through the following procedure:
1. Contact the EEOC Officer: The complainant should contact the designated Equal Employment Opportunity Commission (EEOC) Officer of Family Promise of Puget Sound. This role is held by the Chief Executive Officer (CEO).
2. Complaint Against the CEO: If the complaint of discrimination is against the CEO, the complainant should directly contact the Chair of the Board of Directors’ Personnel Committee.
3. Information and Assistance: The designated EEOC Officer (or Board Chair, if applicable) shall provide information and assistance on filing and pursuing the complaint, ensuring the complainant understands the process.
4. Consultation: The EEOC Officer (or Board Chair) will consult with the Personnel Committee of the Board of Directors when appropriate, to ensure a thorough and impartial review.
5. Investigation and Resolution: All complaints will be investigated promptly, thoroughly, and confidentially (to the extent possible). Appropriate corrective action will be taken if the investigation substantiates the allegations of discrimination.
6. Confidentiality: All information related to discrimination grievances will be kept confidential to the extent possible, consistent with the need to conduct an appropriate investigation and protect the rights of all parties involved.
7. Responsibilities
* CEO (EEOC Officer): Overall responsibility for the implementation and enforcement of this policy, including receiving and overseeing the investigation of discrimination complaints (unless the complaint is against the CEO).
* Board of Directors: Provides oversight to ensure the organization’s compliance with non-discrimination laws and policies. The Board Chair (or Personnel Committee Chair) is responsible for handling complaints against the CEO.
* All Staff and Volunteers: Responsible for understanding and adhering to this policy, treating all individuals with respect, and reporting any observed or experienced acts of discrimination.
* Personnel Committee: Responsible for advising on and reviewing discrimination complaints when appropriate, ensuring fair and consistent application of this policy.
8. Policy Review and Revision
This policy will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure its continued relevance, effectiveness, and alignment with current laws, regulations, and best practices in non-discrimination and equal opportunity. Any revisions will be communicated to all relevant personnel.