AvaCon, Inc. Non-Discrimination Policy
AvaCon, Inc. is deeply committed to an inclusive physical and virtual environment free from discrimination and to the principle that all persons should have equal access to programs, facilities, services, and employment without regard to race, ethnicity, religion, national origin, ancestry, disability, medical condition, genetic information, marital status, sex, age, sexual or affectional orientation, veteran status, gender identity and expression, or any other characteristic protected by law. Â AvaCon, Inc. expects that its employees, volunteers, members, and other constituents, when and wherever those individuals are conducting business on behalf of AvaCon, Inc., or when participating in AvaCon, Inc. events or activities, shall maintain an environment free of discrimination, harassment, bullying, or retaliation.
Discrimination is defined as treating people differently, either preferentially or with adverse impact, because they have similar characteristics or because they are from a specific group, unless differential treatment is reasonable, essential, and directly related to conducting business for AvaCon, Inc.
Harassment is defined as conduct that has the purpose or effect of unreasonably interfering with an individual’s participation in events or activities, or creating an intimidating, hostile, or offensive environment.
Bullying is defined as waging an ongoing and systematic campaign of interpersonal harassment against an individual or group of individuals that a reasonable person would find hostile and offensive, or unrelated to a legitimate business interest on the basis of one of the protected classes listed above. Â Typically bullying is the accumulation of many incidences over a period of time, including treatment which consistently provokes, pressures, frightens, intimidates, or otherwise causes discomfort for another person.
Retaliation is defined as punitive actions taken against a person for exercising their employee or other rights under the laws in good faith, reporting violations of the laws to the proper authorities (i.e. “whistle blowing”), and/or participating in administrative or legal proceedings as a plaintiff, complainant, or witness.
Reporting Discrimination & Policy Enforcement
AvaCon, Inc. encourages its employees, volunteers, members, and other constituentsÂ to alert the Board of Directors to potential Â misconduct or violations of law without fear of retribution.Â Any person who believes that he or she has been the victim of illegal discrimination or harassment should contact the AvaCon Board of Directors at email@example.com or +1 (774) 654-0010, or in writing to AvaCon, Inc. 275 Winthrop Street, PO Box 618, Rehoboth, MA, 02769-1819, USA.
An investigation shall be conducted and if any evidence of discrimination, harassment, bullying, and/or retaliation is discovered, AvaCon, Inc. shall make every reasonable effort to ensure theÂ discrimination, harassment, bullying, and/or retaliation stops immediately and does not recur. Â Disciplinary sanctions for violation of this policy may range from a written warning to termination or expulsion from AvaCon, Inc., which will be imposed in accordance with AvaCon, Inc. policies and procedures. Â The AvaCon, Inc. Board of Directors will be informed of all allegations.
AvaCon, Inc. further prohibits retaliation and discourages any behavior that might be perceived as retaliatory in nature. Retaliation constitutes a separate violation and may result in a disciplinary action independent of the outcome of the original discrimination complaint.
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I, Chris M. Collins, Clerk of AVACON, INC. a Massachusetts nonprofit corporation, hereby certify that theÂ AvaCon, Inc. Non-Discrimination PolicyÂ was adopted by the Executive Board of AVACON, INC. in a legally called meeting held on October 28, 2013 and further certify that after being put to vote, the number of votes cast for the policy was sufficient for its approval.
IN WITNESS WHEREOF, I have hereunto set my hand this 28th day of October, 2013.
A Massachusetts nonprofit corporaton
BY: Â CHRIS M. COLLINS, CLERK