Middle East Vegan Society Anti-Harassment Policy
No employee should ever have to suffer or fear harassment in the workplace, and Middle East Vegan Society (the “Organization”) is fully committed to providing a work environment in which all individuals are treated with the utmost respect and dignity. Each Organization employee has the inviolable right to work in a professional atmosphere that promotes and ensures safe and positive interaction and collaboration, and strictly prohibits discriminatory practices, including sexual and gender-based harassment. All Organization workplaces must be safe, businesslike, and free of bias, prejudice and harassment, with zero tolerance for violations of these core values and principles.
All employees are responsible for supporting and strictly adhering to this policy. Any employee who violates these directives or our commitment to these principles will be subject to disciplinary action, up to and including termination of the offender’s employment or business relationship with Organization. If you believe you have been subjected to any form of discrimination, harassment, retaliation or other violation of rights, you are strongly encouraged to notify Organization’s President (Georges Hayek), or other Organization employee or representative, or board member, with whom you are comfortable having the discussion. It is your absolute right to raise any such issues or concerns, and Middle East Vegan Society assures you that you may do so knowing that you will not suffer retaliation or any other adverse consequences of any kind.
Definitions of Harassment
This policy prohibits any form of harassment, whether verbal, physical, or visual. Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; exclusionary practices; 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.
Harassing conduct based on gender is often, but not always, sexual in nature. Middle East Vegan Society forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature. This policy forbids any unwelcome conduct based on gender whether the individual engaged in the harassment and the individual being harassed are of the same or different genders.
Sexual harassment constitutes discrimination. For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the targeted individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
This policy forbids harassment based on gender regardless of whether it rises to the level of a legal violation under U.S. or foreign laws. Examples of gender-based harassment covered by this policy include, but are not limited to: (1) offensive, sexually-oriented verbal kidding, teasing, or jokes; (2) repeated unwanted sexual flirtations, advances, or propositions; (3) verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual's appearance or sexual activity; (5) offensive visual conduct, including leering, making sexual gestures, displaying offensive sexually suggestive objects or pictures, cartoons or posters; (6) unwelcome pressure for sexual activity; (7) offensively suggestive or obscene letters, emails, texts, notes or invitations; or (8) offensive physical contact, such as patting, pinching, grabbing, or brushing against another's body. Harassment not involving sexual activity or language (e.g., male supervisor disciplines female employees only, and not males), may also constitute discrimination if it is severe and pervasive and directed to an employee because of his or her gender.
Harassment based on any other protected characteristic is also strictly prohibited. Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, creed, gender, national origin, age, disability, citizenship status, sexual orientation or preferences, gender identity and/or expression, marital status or any other characteristic protected by law or that of his or her relatives, friends or associates that may: (i) create an intimidating, hostile or offensive work environment; (ii) unreasonably interfere with an individual's work performance; or (iii) otherwise adversely affect an individual's employment opportunities.
Individuals and Office Environments and Locations Covered
This policy applies to all Organization workplaces, work environments and business relationships, whether located in the U.S. or abroad. It prohibits harassment, discrimination and retaliation engaged in by any person, including, without limitation, a fellow employee, a superior or supervisor, a client, volunteer or visitor, or any Organization outside vendor, consultant or other service provider. The policy also applies in any work-related setting outside the workplace, such as during business trips, business meetings and business-related gatherings and social events.
Anti-Harassment and Retaliation Complaint Procedure
If anyone believes that she or he has observed, or is a victim of, harassment, discrimination, or retaliation, the employee is strongly urged to promptly notify Organization’s President (Georges Hayek) or other Organization employee or representative, or board member, with whom he or she is comfortable having the discussion. The employee should provide as much specific information about the incident or conduct as possible. All reports describing conduct that is inconsistent with this policy will be investigated and addressed promptly. Organization may implement certain interim measures while the investigation proceeds, such as re-assigning or placing the offender on leave.
While strict confidentiality cannot be promised, every effort will be made to maintain confidentiality to the extent practicable and consistent with an effective investigation and resolution. The investigation will be conducted by one or more Organization employees, officers or board members, and may include outside legal counsel or other professionals or consultants.
If an investigation reveals that this policy has been violated, or any other inappropriate conduct has occurred, Organization will take swift corrective action, including discipline up to and including dismissal, as is appropriate under the circumstances, regardless of the job positions of the parties involved. Organization may discipline an employee for any inappropriate conduct discovered in investigating reports. If the person who engaged in harassment is not employed by Organization, then Organization will take whatever corrective action is reasonable and appropriate under the circumstances to prohibit any future offensive conduct.
The Investigation
Any reported 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. Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Responsive Action
Conduct that is inconsistent with this policy will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling, monitoring of the offender and disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reducing wages, demotion, reassignment, temporary suspension without pay, or termination, all as Organization believes appropriate under the circumstances.
Retaliation Is Prohibited
Organization prohibits retaliation, and will not retaliate, against any individual who reports or opposes discrimination or harassment, or who participates in an investigation of any such reports. 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 and, like harassment or discrimination itself, will not be tolerated and subject the offender to disciplinary action, up to and including termination.
The Importance of Reporting a Violation
Organization strongly urges the prompt reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender's identity or position. Individuals who have experienced conduct that they believe violates Organization’s policy, or who have concerns about such matters, should immediately notify Organization’s President (Georges Hayek). If for any reason you are not comfortable notifying Organization’s President (Georges Hayek) directly, you may report the issue to another Organization employee or representative, or board member. Individuals are not required to file their complaints with their immediate supervisor before bringing the matter to the attention of Organization.
Early reporting and intervention has proven to be the most effective method of resolving actual, threatened or perceived harassment. Therefore, while no fixed reporting period has been established, Organization strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Organization will make every effort to stop alleged harassment but can do so only with the cooperation of its employees.
The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from advising the offender that his or her behavior is unwelcome and requesting that it immediately stop. Directly confronting the offender, but not reporting the incident in accordance with the procedures outlined, however, shall not constitute a complaint under this policy.
Employees who have experienced conduct they believe is contrary to this policy are urged to follow this complaint procedure. An employee's failure to do so could affect his or her right to pursue legal action. Also, please note that federal, state and local harassment laws establish specific time frames for initiating a legal proceeding pursuant to those laws.
* * *
If you have any concerns or questions about this policy, please direct them to Organization’s President (Georges Hayek).