CHEER, Inc. does not permit actual or threatened acts of physical or mental abuse, sexual abuse, sexual molestation, or sexual misconduct ("prohibited conduct") to occur in the workplace or at any activity sponsored by or related to it. In order to make this "zero-tolerance" policy clear to all employees, volunteers and others, CHEER has adopted mandatory procedures that employees, volunteers, family members, board members, individuals and clients must follow when they reasonably suspect, learn of or witness prohibited conduct.
Abuse or molestation means each, every, and all actual, threatened or alleged acts of physical or mental abuse, sexual abuse, sexual molestation or sexual misconduct performed by one person or by two or more persons acting together.
REPORTING PROCEDURE: Anyone who learns of, or has a reasonable suspicion of prohibited conduct must immediately report it to CHEER's Chief Operating Officer. A formal investigation will immediately be iinitiated by CHEER and any associate of CHEER alleged to be involved in prohibited conduct may immediatly be removed from all client contact pending the outcome of the investigation. CHEER may involve and/or inform the Delaware Division of Services for Aging and Adults with Physical Disabilities, Adult Protective Services and law enforcement and/or regulatory agencies as CHEER may deem appropriate.
INVESTIGATION AND FOLLOW UP: CHEER takes allegations of prohibited conduct seriously. Once the allegation is reported, CHEER will promptly, thoroughly and impartially initiate an investigation to determine whether there is a reasonable basis to believe that the prohibited conduct has occuredand that it was committes by the subject(s) of the investigation. The invistigation may be undertaken by an internal team comprised of fellow employees or CHEER may hire an independent third party. CHEER will cooperate fully with any investigation conducted by law enforcement or regulatory agencies and CHEER may refer the complaint and the result of our investigation to those agencies. CHEER reserves the right to place the subject(s) of the investigation on an involuntary leave of absence or reassign that person to responsibilities that do not involve personal contact with individuals or clients. To the fullest extent possible, but consistent with CHEER's legal obligation to report suspected prohibitedactivities to appropriate authorities, CHEER will endeavor to keep the identity(ies) of the subject(s) and alleged victim(s) confidential.
If the investigation substantiates the allegation, CHEER policy provides for disciplinary penalties, including but not limited to termination of the subject(s) relationship with CHEER.
RETALIATION PROHIBITED: CHEER prohibits retaliation against anyone, including an employee, volunteer, board member, client or individual, who in good faith reports prohibited conduct. Retaliation against participants in the investigation is also prohibited.Anyone who retaliates against someone who made a good faith allegation of prohibited conduct or intentionally provides false information to that effect will be subject to discipline up to and including termination of all association with CHEER.