EQUAL EMPLOYMENT OPPORTUNITY

UCP-SEW is committed to a policy of equal opportunity for all employees.  This policy applies to all decisions regarding recruitment, hiring, compensation, benefits, promotion, transfer, layoff, termination and other aspects or privileges of employment.  It is UCP-SEW’s policy to seek and employ the best qualified personnel in all positions, to provide equal opportunity for advancement to all employees, including upgrading, promotion and training, and to administer these activities in a manner which will not discriminate against or give preference to any person because of race, color, religion, age, sex, national origin, handicap, disability, ancestry, sexual orientation, marital status or arrest or conviction record, or any other discriminatory basis prohibited by state or federal law.

UCP-SEW is further committed to providing a work environment in which employees are treated with courtesy, respect, and dignity.  As part of this commitment, UCP-SEW will not tolerate any form of harassment, verbal or physical, with regard to an individual’s race, sex, religion, disability or national origin, or any other protected characteristic.  Therefore, all employees are encouraged to bring forth any concerns or complaints in this regard to the attention of management, by contacting their supervisor or the Executive Director.

All complaints of harassment of any type, will be investigated promptly and, where necessary, immediate and appropriate action will be taken to stop such conduct and take corrective action.  Any supervisor, agent or employee found in violation of this policy will be subject to disciplinary action, up to and including discharge.
 

NO HARASSMENT POLICY

As part of the United Cerebral Palsy of Southeastern Wisconsin, Inc. (UCP-SEW) equal opportunity policy, UCP-SEW will not tolerate any form of harassment based on race, sex, sexual orientation, age, religion, national origin, and/or disability. Harassment of these protected categories is any conduct that interferes or may interfere with another person’s work performance or creates or may create an intimidating, hostile, or offensive work environment.  Specifically, harassment is a form of employee misconduct that is demeaning to another person and undermines the integrity of the employment relationship. Harassment of any person for any reason is a violation of the intent of this policy.  If an employee’s conduct is offensive and unwelcome, and it relates to sex, race or other protected categories, it almost certainly violates UCP-SEW’s “No Harassment Policy.”

The following are specific examples of conduct that violate UCP-SEW’s “No Harassment Policy:”

1. Sexual or racial remarks, innuendoes and jokes.
    

2. Repeated requests to start a personal relationship.
    

3. Profanity that is sexual or racial.
    

4. Use of terms that are considered derogatory to one sex or race.
    

5. Physical contact.
    

6. Sexual gestures.
    

7. Display of sexually oriented materials.
    

8. Offensive or intimidating conduct directed at employee due to the employee’s gender or race.

Sexual harassment is a category of the “No Harassment Policy.”  Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitutes “sexual harassment” and violates the “No Harassment Policy.” Examples of sexual harassment include:

1. Submission to such conduct is made explicitly or implicitly a condition of an individual’s employment;
    

2. Submission to or rejection of such conduct is used as a basis for an employment decision affecting the employee; or
    

3. The harassment has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an environment that is intimidating, hostile, or offensive to the employee.

For example, unwelcome physical contact, foul language, sexually oriented propositions, jokes, or remarks, obscene gestures or the display of sexually explicit pictures, cartoons or other materials may be considered offensive to another employee and thus, should not occur.  Consistent with this policy, employee conduct, whether intentional or unintentional, that results in the harassment of other employees because of their sex, race, sexual orientation, age, religion, national origin and disability is illegal, will not be tolerated and should be reported immediately to management.

Any employee who believes that he or she has been harassed should immediately report the matter to his/her supervisor.  If that person is unavailable or the employee believes that it would be inappropriate to contact his or her supervisor, the employee should immediately contact the Executive Director.

Any supervisor or manager who becomes aware of any possible harassment should immediately advise the Executive Director, who will handle such matters in a lawful manner to ensure that such conduct does not continue.  All complaints of harassment will be investigated promptly in as discreet and confidential manner as possible.  No person will be adversely affected in terms and conditions of employment as a result of bringing complaints of harassment. All complaints of harassment of any type will be investigated promptly and, where necessary, immediate and appropriate action will be taken to stop such conduct and take corrective action.  Any supervisor, agent or employee found in violation of this policy will be subject to disciplinary action, up to and including discharge.

UCP-SEW enforces and reinforces the “No Harassment Policy” by training all employees when they are hired and annually thereafter.  Every year, each employee of UCP-SEW will sign documentation that they have read and understand the “No Harassment Policy” and that they acknowledge UCP-SEW has zero tolerance of harassment amongst its employees, visitors, consumers and/or vendors.

Adopted by the Board of Directors of United Cerebral Palsy of Southeastern Wisconsin, Inc. on June 14, 2007.