All Harassment Prohibited
Miles for Migraine strictly prohibits and will not tolerate harassment against employees, applicants, participants or any other covered persons because of race, color, sex, national origin, religion, political affiliation or opinion, age, disability, sexual orientation, gender identity or expression, genetic information, or any other characteristic protected under applicable federal, state, or local law.
“Harassment” includes any unwelcome conduct toward another person that creates an intimidating, hostile or offensive environment. It is important to note that harassment can be physical, spoken or written, and in-person or through other means, such as email. Harassment does not need to be sexual in nature. Potentially offensive behavior includes but is not limited to sexual advances; epithets; slurs; bullying; negative stereotyping; and threatening, intimidating or hostile acts that relate to race, color, religion, gender, sexual orientation, national origin, age, or disability. Miles for Migraine will not tolerate such conduct, regardless of whether such conduct is illegal under local law in which the conduct occurs.
For purposes of this policy, sexual harassment means any harassment based on someone's sex or gender. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual's sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, that are:
- Unwelcome, offensive, or create a hostile environment; or
- Sufficiently severe or pervasive to be abusive to a reasonable person in the context. Sexual harassment can consist of a single intense or severe act or of multiple persistent or pervasive acts.
Employees or other covered persons with concerns about harassment are encouraged, but are not required, to first tell the offending person that their actions are unwelcome and offensive.
If you are subjected to any conduct that you believe violates this policy or witness any such conduct, you must promptly contact Shirley Kessel, Executive Director: email@example.com to report your concerns. Miles for Migraine encourages a prompt reporting of complaints so that a prompt response and appropriate action may be taken.
Your complaint should be as detailed as possible, including the names of all individuals involved and any witnesses. Miles for Migraine will investigate the facts and circumstances of all claims of perceived discrimination or harassment in as prompt and confidential a manner as possible, and will take appropriate corrective action when warranted.
Additionally, any individual who receives a complaint of or observes discriminatory or harassing conduct must report the conduct to Shirley Kessel, as above, so that an investigation can be conducted and corrective action taken, if appropriate.
Miles for Migraine prohibits any form of discipline, reprisal, intimidation, or retaliation for good faith reporting of incidents of discrimination or harassment, pursuing any discrimination or harassment claim, or cooperating in related investigations. Any employee or other covered person who becomes aware of any instance of retaliation in violation of this Policy should report the incident as outlined above so that Miles for Migraine may take prompt corrective action.
The effectiveness of our efforts depends largely on employees telling us about inappropriate workplace conduct. If employees do not report discriminatory or harassing conduct, Miles for Migraine may not become aware of a possible violation of this Policy, and may not be able to take appropriate action.
Violations of this Policy
Any employee or other covered person who is found, after an appropriate investigation, to have engaged in conduct prohibited by this Policy will be subject to appropriate corrective action, up to and including termination if employed by Miles for Migraine.
As part of its commitment to ethical and legal conduct, Miles for Migraine expects its employees and volunteers to bring to Miles for Migraine’s attention all information about any ethical, financial or legal concerns about Miles for Migraine or about known or reasonably suspected violations of this commitment by other individuals. This policy is intended to ensure that employees and volunteers of Miles for Migraine are encouraged to report any ethical or legal concerns without fear of reprisal or retaliation.
It is the responsibility of all employees and volunteers to comply with Miles for Migraine’s policies and to report any violations or suspected violations of Miles for Migraine’s policy in accordance with this policy. Employees and volunteers are also required to comply with applicable federal and state law and to report violations or suspected violations of applicable law, including but not limited to the Occupational Safety and Health Act, federal and state environmental laws, federal securities laws, and the Affordable Care Act, in accordance with this policy. This policy is intended to encourage and enable employees and volunteers to raise serious concerns within Miles for Migraine prior to seeking resolution outside of our organization.
Before an employee or volunteer discloses a violation outside of Miles for Migraine, the employee or volunteer are urged to provide notice to Miles for Migraine in accordance with this policy to allow the organization a reasonable opportunity, when appropriate, to take corrective action.
Employees or volunteers with a complaint or knowledge of a complaint should promptly provide notice of such complaint, preferably in writing, to the Head of Miles for Migraine or Shirley Kessel. The notice should specify in reasonable detail the nature of the complaint and the persons involved in and with knowledge of the violation.
Miles for Migraine expects all employees and volunteers to report any suspected criminal activity regardless of the identity or position of the employee or volunteer involved.
No employee or volunteer who in good faith reports a violation of Miles for Migraine’s policies or applicable law shall suffer harassment, retaliation or adverse employment consequence. It is a violation of this policy for anyone, whether acting alone or on behalf of Miles for Migraine, to retaliate against any individual who makes a good faith report in accordance with this policy. An employee or volunteer who retaliates against someone who has reported a violation in good faith may be subject to corrective action, and if employed by Miles for Migraine, discipline up to and including termination of employment.
Upon receipt of a report, Miles for Migraine will promptly conduct a thorough investigation in such a way as to maintain the confidentiality of the individuals involved to the extent possible under the circumstances.
While Miles for Migraine encourages the reporting individual to reveal his or her name to facilitate investigation, concerns reported anonymously will be investigated to the fullest extent possible under the circumstances.