SEXUAL HARASSMENT POLICY

1. Purpose

IMAGES FOR INCLUSION INC hereinafter referred as the “Corporation” is committed to maintaining an environment free from sexual harassment, and encourages appropriate conduct among board members, directors, officers, employees, volunteers, advisors and persons served by the Corporation (“Covered Persons”). Accordingly, the Corporation is committed to taking action and stopping sexual harassment.

2. Definition

Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, gender identity and the status of being transgender.

Sexual harassment can take many forms and it can occur between any individuals, regardless of their sex or gender.

Sexual harassment does not have to be sexual in nature. It may be, but it is not limited to, the following:

  • Unwelcome or inappropriate physical contact, comments, questions, jokes, epithets or demands;

  • Offensive or degrading remarks, verbal abuse, or other hostile behavior such as insulting, teasing, mocking, degrading or ridiculing another person or group;

  • Sexual advances; request for sexual favors; or other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment or prevents an individual from effectively performing the duties of his, her or their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly;

  • Repeatedly asking someone out and continuing to pursue after a person said he, she or they wanted to be friends;

  • Offensive comments about a person’s body even if they are meant as compliments;

  • Sexual desire is not necessary for it to be sexual harassment. Forcing, pressuring or threatening someone to do a sexual act is illegal (even if you go along with it);

  • Jokes about masculinity, sex life, and sexual orientation;

  • Racial slurs, derogatory remarks about a person's accent, nationally or religion or display of racially offensive symbols;

  • Physical assault or stalking;

  • Signs, pranks, intimidation, or violence.

It is not the intent of the behavior by the offender that determines if harassment has occurred but whether the behavior is welcome by the receiver.

Sexual harassment that occurs out of the office, in the community, by a volunteer (including board members) or even donors – can result in illegal harassment and potential liability for the nonprofit.

3. Responsibility

A covered person is responsible for helping keep our organization environment free of harassment, including the work environment of the Corporation’s clients with whom you have contact.

If you become aware of an incident of harassment, whether by witnessing the incident, or being told of it, you must report it to Lidia Pilar Arriagada Garcia, Founder & President to our Contact office who has the power and duty to have general supervision of the affairs of the Corporation and shall keep the Board fully informed about the activities of the Corporation.

When the Corporation becomes aware of harassment, it is obligated by law to take prompt and appropriate action regardless of whether the victim wants the Corporation to do so.

Bystanders can help stop sexual harassment by confronting sexual harassment, letting the harasser know it is unacceptable, documenting the behavior and following up with the victim.

4. Complaint Procedure

Any Covered Person, who believes that he, she or they has suffered harassment in violation of the Sexual Harassment Policy, should take the following action:

(a) If you are able to do so without conflict or danger, tell the harasser as clearly as possible that the conduct is unwelcome and must stop.

(b) If you feel that your supervisor or person to whom you report is not taking the complaint seriously, the Covered Person may report to Lidia Pilar Arriagada Garcia, Founder & President to our Contact office.

Upon receiving such Complaint or report, Person or Department will investigate the complaint or report and recommend to the Officers of the Corporation, appropriate steps, including corrective disciplinary action, that should be taken to secure and maintain an environment free of any form of harassment.

Such person will report to the Corporation’s Board of Directors and the person filing the complaint or concern, the action that has been taken, and if no action has been taken, the reason for no action.

5. Retaliation

The Corporation, or any director, officer, or employee may not retaliate against any victim, or witness, who reports a violation of this Sexual Harassment Policy. Any person who believes that he, she or they has been retaliated against should consult a Corporation official. Examples of retaliation are: firing, denial of promotion, threats, negative performance review, change in scheduling and exclusion from meetings.

7. Declaration

All Covered persons have the right to be free from all form of gender discrimination and to organize in a comfortable, safe, and free from harassment of any kind. Any type of sexual harassment is a violation of this policy and may be illegal under the New York State law.

We developed this new policy to address concerns in our communities and to enforce both respect and accountability as the best preventative shield for sexual harassment.