15.1 RDVIC is committed to values and policies that enhance respect for individuals and their cultures. The policy of this organization is that no person shall be discriminated against for reasons of race, age, color, sex, national origin, sexual identity, political ability, physical ability, marital status, physical impairment, and socioeconomic status. RDVlC is committed to addressing discrimination complaints promptly, consistently and fairly. Retaliation against any employee who has made a complaint of discrimination is prohibited.
15.2 Discrimination is defined as:
a. Treating staff members less favorably because of their membership in any of the aforementioned classes.
b. Harassing behaviors such as: oral, written, graphic or physical conduct relating to an individual's race, color, or national origin (including an individual's ancestry, country of origin. or country of origin of the individual's parents or other family member) or other protected characteristic that is sufficiently severe, pervasive, or persistent so as to interfere with or limit the ability of an individual to work for. participate in or benefit from the organization's program and activities.
15.3 Any person employed by RDVlC may file a complaint of discrimination. RDVlC places a strong emphasis on prompt action to resolve complaints alleging discrimination. Employees who believe they have been discriminated against or harassed are strongly encouraged to report allegations to the Director or Personnel Committee Chair. Complaints of discrimination will be investigated by the Director or the Personnel Committee as promptly as possible. The allegations of the complaint and the identity of the persons involved shall remain confidential in order to conduct a full and impartial investigation, remedy violations, monitor compliance and administer the policy.
The investigation will include, but will not be limited to, discussion with both parties and witnesses. Where appropriate, a report shall be forwarded to the Personnel Committee with recommendations concerning remedial action, if necessary. The Personnel Committee will review the recommendation. determine the corrective action, if any, and notify the Board of Directors for a final decision.
Please Note: Employees may also file a complaint with the Office for Civil Rights.
To file a civil rights complaint, complete the Complaint Verification Form (CVF) and the Identity Release Statement {IRS) and return both forms to the OCR at the following address:
Office for Civil Rights
Office of Justice Programs
U.S. Department of Justice
810 7th Street, NW
Washington, DC 20531
http://www.oip.usdoi.gov/about/offices/ocr.htm
If you believe that you have been the target of discrimination, you should file a complaint with the OCR as soon as possible. In most circumstances, you may have no longer than one year from the date of the discriminatory incident to file a complaint.
