1. Policy Statement
Family Promise of Puget Sound (FPOPS) is committed to providing a work and service environment that is free from harassment in any form. We believe that all individuals, including individuals served, staff, volunteers, and visitors, have the right to work and receive services in a respectful, safe, and professional atmosphere. Harassment, whether verbal, physical, visual, or otherwise, is unacceptable and will not be tolerated. This policy defines harassment, outlines clear reporting procedures, and emphasizes our commitment to serious investigation and strict non-retaliation for those who report concerns in good faith.
2. Scope
This policy applies to all FPOPS staff (paid and unpaid), volunteers, board members, individuals served, and any third parties (e.g., vendors, contractors, visitors) interacting within FPOPS facilities or during FPOPS-sponsored activities. It covers harassment that occurs in the workplace, at FPOPS-sponsored events, or in any other setting where individuals are engaged in FPOPS business or activities.
3. Guiding Principles
* Zero Tolerance: Harassment of any kind is strictly prohibited and will not be tolerated.
* Respect and Dignity: Foster an environment where all individuals are treated with respect, dignity, and professionalism.
* Safety and Well-being: Ensure a safe and secure environment free from intimidation, hostility, or offense.
* Prompt Action: All allegations of harassment will be investigated promptly, thoroughly, and impartially.
* Non-Retaliation: No individual will suffer adverse consequences for reporting harassment in good faith or participating in an investigation.
* Confidentiality: All reports and investigations will be handled with the utmost confidentiality, consistent with the need for a thorough and fair process.
* Prevention: Proactively educate and train staff and volunteers to prevent harassment.
4. Definition of Harassment
Harassment is unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, age (40 or older), disability, genetic information, or any other characteristic protected by law. Harassment becomes unlawful where:
* Enduring the offensive conduct becomes a condition of continued employment or receipt of services; OR
* The conduct is severe or pervasive enough to create a work or service environment that a reasonable person would consider intimidating, hostile, or abusive.
Harassment can take many forms, including, but not limited to:
4.1. Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when:
* Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or receipt of services.
* Submission to or rejection of such conduct by an individual is used as the basis for employment or service decisions affecting such individuals.
* Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working or service environment.
Examples of sexual harassment include, but are not limited to:
* Unwelcome sexual advances or propositions.
* Sexual jokes, innuendoes, or suggestive comments.
* Displaying sexually suggestive objects or pictures.
* Unwanted touching, patting, or brushing against a person.
* Sexual gestures or leering.
* Sending sexually suggestive emails, texts, or social media messages.
4.2. Non-Sexual Harassment
Unwelcome conduct that is based on any protected characteristic (e.g., race, religion, disability) that creates a hostile environment.
Examples of non-sexual harassment include, but are not limited to:
* Offensive jokes, slurs, epithets, or name-calling.
* Physical assaults or threats.
* Intimidation, ridicule, or mockery.
* Insults or put-downs.
* Offensive objects or pictures.
* Interference with work performance or service access.
5. Reporting Procedures
FPOPS encourages anyone who believes they have been subjected to harassment, or who has witnessed harassment, to report it immediately. Prompt reporting is crucial to allow FPOPS to investigate and take appropriate action.
5.1. How to Report
Reports can be made verbally or in writing to any of the following individuals, following the Grievance Policy Process:
* Your immediate supervisor (for staff/volunteers).
* Any Program Director.
* The CEO.
* The Chair of the Board of Directors (only if the concern involves the CEO).
5.2. Information to Include in a Report
While a formal written report is not required to initiate an investigation, providing the following information is helpful:
* The name(s) of the person(s) involved (complainant, alleged harasser, witnesses).
* A detailed description of the incident(s), including dates, times, and locations.
* The specific nature of the unwelcome conduct.
* Any steps already taken to address the situation.
* Any relevant documentation or evidence.
6. Investigation Procedures
Upon receiving a report of harassment, Family Promise of Puget Sound will:
1. Prompt Response: Respond promptly to all complaints.
2. Impartial Investigation: Conduct a thorough, fair, and impartial investigation. The investigation will be conducted by individuals trained to handle such matters, typically the CEO or a designated Program Director, and may involve the Board of Directors if the complaint involves senior leadership.
3. Confidentiality: Maintain confidentiality to the extent possible, consistent with the need to conduct a thorough investigation and take appropriate corrective action. Information will be shared only on a “need-to-know” basis.
4. Interviewing Parties: Interview the complainant, the alleged harasser, and any relevant witnesses.
5. Fact-Finding: Gather all relevant facts and evidence.
6. Resolution: Determine whether harassment occurred and take appropriate corrective action.
7. Non-Retaliation
Family Promise of Puget Sound strictly prohibits any form of retaliation against an individual for:
* Reporting harassment in good faith.
* Assisting in an investigation of a harassment complaint.
* Opposing any form of harassment.
Retaliation is a serious violation of this policy and will result in disciplinary action, up to and including termination of employment or service. An act of retaliation is a violation of this policy even if the underlying complaint of harassment is not substantiated.
8. Consequences of Harassment
Any individual found to have engaged in harassment will be subject to disciplinary action, up to and including:
* Verbal or written warning.
* Mandatory training.
* Suspension from duties.
* Termination of employment or service.
* Removal from the shelter program (for individuals).
* Reporting to law enforcement, if applicable.
The severity of the disciplinary action will depend on the nature and severity of the harassment, prior incidents, and other relevant factors.
9. Training and Prevention
Family Promise of Puget Sound is committed to preventing harassment through:
* Policy Communication: Ensuring all staff, volunteers, and individuals served are aware of this policy.
* Regular Training: Providing regular training to all staff and volunteers on harassment prevention, recognizing and responding to harassment, and reporting procedures.
* Promoting a Respectful Culture: Fostering a culture of respect, inclusivity, and professionalism throughout the organization.
10. 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 effectiveness and alignment with legal requirements and best practices. Any revisions will be communicated to all relevant personnel.