The following was sent to all WBAI Staff in February 2005, by then General Manager Don Rojas. The E-mail is reproduced below exactly as it was received.
PACIFICA FOUNDATION NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
An important part of the Pacifica Foundation's philosophy involves ensuring that we all have true equality of opportunity. As such, the Pacifica Foundation is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices. Relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment.
Conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, national origin, age, disability, citizenship status, marital status, genetic predisposition or carrier status, and sexual orientation or gender identity is strictly prohibited.
Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail).
In addition to violating Pacifica policies, certain forms of harassment, including sexual harassment, are illegal under a variety of Federal, state and local laws. The U.S. Equal Employment Opportunity Commission defines sexual harassment, for example, as unwelcome physical, verbal or visual conduct of a sexual nature.
Individuals and Conduct Covered
These policies apply to applicants, employees, volunteers, board members, and others not directly connected to the Foundation, such as vendors, consultant and customers. Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during Pacifica Foundation trips, Pacifica Foundation meetings and Pacifica Foundation-related social and community events.
Reporting an Incident of Harassment, Discrimination or Retaliation
Individuals who believe they have experienced conduct contrary to the Foundation's policy or who have concerns about such matters should file their complaints with their immediate supervisors.
If an immediate supervisor is involved in the harassment or if you have informed your immediate supervisor and the problem has not been resolved, contact your General Manager. If the General Manager is involved or if he/she has not resolved your problem, contact the Pacific Foundation Executive Director. Employees who prefer to submit their complaint through the channel specified in the Dispute Resolution section of this Handbook may do so.
Allegations of harassment, discrimination or retaliation will be investigated promptly, thoroughly and impartially. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. All Pacifica employees are required to cooperate with authorized investigations by responding to questions truthfully and disclosing relevant details; disciplinary action may ensue if employees refuse to cooperate.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Harassment, discrimination or retaliation will be dealt with promptly and appropriately. Responsive action may include training, referral to counseling, monitoring of the offender and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reduction of wages, demotion, reassignment, temporary suspension without pay or termination.
Reporting to Government Agencies
Pacifica Foundation believes that the best method to resolve complaints of harassment, discrimination and/or retaliation will almost always involve following this policy and allowing the leaders within our organization to work toward resolution with the individuals involved. Employees may, at their option, report their complaints to the appropriate government regulatory agency such as the Equal Employment Opportunity Commission and/or a similar state agency such as the California Department of Fair Employment and Housing.
Retaliation Is Prohibited
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and will be subject to disciplinary action, up to and including termination.
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