INTENT
Loaves, Fishes & Computers (LFC) believes that respectful, professional conduct furthers our mission, promotes productivity, minimizes disputes, and enhances our reputation. LFC expects every volunteer and employee to show respect for all of our colleagues, clients, and vendors. Harassment by volunteers, employees, or any third parties is a form of misconduct that degrades our environment and undermines the integrity of LFC’s relationship with the community. LFC is committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. LFC will not tolerate any form of discrimination or harassment that violates this policy.
NON-DISCRIMINATION
LFC does not discriminate in volunteer or employment opportunities/practices on the basis of race, color, religion, disability, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law.
Our policy of Non-discrimination in volunteer and employment applies to recruitment, hiring, compensation, promotions, transfers, discipline, demotions, terminations, layoffs, access to benefits and training and all other aspects of volunteering and employment.
Volunteers and employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their Manager or any other staff member. Volunteers and employees can voice concerns and submit reports without fear of retaliation. Any LFC volunteer or employee found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination.
HARASSMENT PROHIBITED
We will provide a safe and pleasant environment where everyone is treated with fairness and respect. It is against LFC policy for any volunteer or employee to verbally or physically harass or discriminate against another volunteer/ client on the basis of an individual’s race, color, religion, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law. Harassment of volunteers or employees at LFC by any third party will not be tolerated either. Any volunteer or employee who violates the company policy against harassment will be subject to corrective action, up to and including termination.
The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory action and any welcome or unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of conduct prohibited by this policy are epithets, slurs, jokes, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. LFC prohibits that conduct in the shop, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.
SEXUAL HARASSMENT
Sexual harassment is defined as unwelcome sexual advances; requests for sexual favors and other verbal or physical conduct where:
Submission to such conduct is either an explicit or implicit condition of commitment or employment
Submission to, or rejection of, such conduct is used as the basis for decisions affecting the person involved
Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive environment
This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature and regardless of whether it rises to the level of a legal violation. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
Examples of gender-based harassment forbidden by this policy include (1) offensive sex-oriented verbal kidding, teasing or jokes; (2) repeated unwanted sexual flirtations, advances or propositions; (3) verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual’s appearance or sexual activity; (5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters; (6) unwelcome pressure for sexual activity; (7) offensively suggestive or obscene letters, notes or invitations; or (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body.
REPORTING PROCEDURES
Any employee who believes he or she has experienced or witnessed any conduct that is in violation of this policy should report that concern to a member of our staff* immediately. These are the individuals authorized by this policy to receive complaints on behalf of LFC. This policy does not require reporting harassment to any individual who is creating the harassment.
Complaints may be made orally or in writing. To file a complaint in writing, please fill out the Harassment, Discrimination, or Retaliation Complaint Form*. If a complaint is made orally, the employee/volunteer may be asked for a written statement during the investigation. All complaints, to the extent possible, should include dates, times, location, details of the incident(s), names of the individuals involved and the names of witnesses to the incident(s). All complaints
will be forwarded immediately to the Executive Director. Any supervisor who is aware of conduct inconsistent with this policy or who receives or learns of a report of conduct inconsistent with this policy must report such conduct immediately to the Executive Director.
*Staff Members:
Christian Mendelsohn- Founder & Executive Director
christian@loavesfishescomputers.org
Junior Muñoz- Refurbishing Manager
juniormunoz@loavesfishescomputers.org
Evens Lanot- AmeriCorps Volunteer Infrastructure Program (VIP) Representative
volunteer@loavesfishescomputers.org
Dalia Gonzalez- Administrative Lead
dalia@loavesfishescomputers.org
Andrea - Computer Literacy Instructor & Coordinator
Andrea@loavesfishescomputers.orghb
If the person feeling harassed does not feel comfortable bringing it to the attention of the staff members, then they are welcome and encouraged to contact the LFC board chair, Stephen Bernasconi, at stephen.b@loavesfishescomputers.org.
RESPONDING TO COMPLAINTS
All reports describing conduct that is inconsistent with this policy will be investigated promptly and thoroughly. Volunteers and employees are required to cooperate in investigations. LFC is committed to maintaining confidentiality to the extent possible. LFC will take all reasonable measures to ensure that the situation is divulged only to those with a need to know.
CORRECTIVE ACTION
We will not tolerate any harassment or discrimination in violation of this policy. If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then LFC will take corrective action, including discipline, up to and including termination of volunteer or employee, as is appropriate under the circumstances, regardless of the job positions of the parties involved. If the person who engaged in conduct in violation of this policy is not an LFC volunteer or employee, then we will take whatever corrective action is reasonable and appropriate under the circumstances.
RETALIATION PROHIBITED
Retaliatory treatment of any volunteer or employee for reporting discrimination, harassment or other prohibited behavior or for cooperating in a harassment investigation is strictly forbidden. All volunteers and employees who experience or witness any conduct they believe to be retaliatory should immediately report such conduct to a supervisor.
LFC strongly encourages every employee to report any incidents of harassment immediately (even if you are not the victim of the harassment) so that complaints can be resolved in a timely and appropriate manner Employees should also know that they have a right to file such complaints with the California Department of Fair Employment and Housing and the Federal Equal Employment Opportunity Commission, government agencies which investigate and adjudicate complaints of prohibited harassment in employment.