Anti-Harassment & Non-Discrimination Policy

Anti-Bullying
Bullying is a pattern of behavior in which the bully attempts to intimidate his or her victim. Examples of bullying behavior range from teasing, to extortion, to physical assault.
 

At GG Tutoring, Inc. all forms of bullying are strictly prohibited. Participants who are observed or discovered to be engaged in bullying (including by electronic communication) are subject to disciplinary procedures.
 

Workplace Violence
Workplace violence is defined as conduct or words that endanger or harm another employee or result in another employee having a reasonable belief that he/she is in danger. Any conduct which makes an individual feel endangered is in violation of this policy.
 

Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the GG Tutoring, Inc. premises including classrooms, restrooms, meeting spaces, off-site event spaces, parking lots, and common areas of the building(s) where GG Tutoring, Inc. holds classes.
 

Examples of workplace violence amounting to behavioral misconduct include but are not limited to
     ●  verbal or physical threats
     ●  assaults or other violence
     ●  any behavior that causes others to feel unsafe such as bullying, shouting, or name calling

     ●  belligerent, threatening or offensive comments
     ●  hitting, pushing, or other similar physical contact, including touching or threats to take such action

     ●  gestures or the display of offensive signs or pictures
     ●  other aggressive behavior
 

Conduct (including by electronic means) that threatens, intimidates, or coerces another employee, a student, a board member, or a member of the public at any time will not be tolerated.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment, or removal from office. See ‘Reporting’ section below.
 

Discrimination and Harassment
GG Tutoring, Inc. is committed to providing a work environment that is free from discrimination based on race, color, religion, national origin, citizenship status, gender, sexual orientation, gender identity, pregnancy, age (40 and over), genetic information (including family medical history), physical or mental disability, veteran status, marital status or other legally protected category with regard to any term or condition of employment. More specifically, it is the policy of GG Tutoring, Inc. to make all employment decisions solely on the basis of an individual’s merit, qualifications and abilities, and without regard to an individual’s such personal traits. GG Tutoring, Inc. will provide reasonable
accommodations to applicants and employees who need them for medical or religious reasons, as required by law.
 

This policy applies to all aspects of employment, including hiring, training, performance reviews, promotions, discipline and termination. This policy also applies to all work-related settings and activities, whether inside or outside the premises of GG Tutoring, Inc. and includes off-site school-related social events. GG Tutoring, Inc.’s policy against discrimination and harassment covers employees, board members, volunteers, vendors/ business partners, students and their families.
 

Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.
 

Any action may be considered harassing if it:
1. creates a hostile, intimidating or offensive work environment;
2. unreasonably interferes with an employee and/or board member’s work performance; or
3. adversely impacts an individual's employment opportunities.

While it is not possible to define precisely what type of conduct will constitute an intimidating, hostile or offensive working environment, it may include verbal abuse or insults of a sexual nature, sexual jokes or other references of a sexual nature, display or circulation of sexually degrading pictures or other materials, inquiry regarding another employee’s sexual experiences or activities, and other similar offensive conduct.
 

An employee's conduct will be considered unwelcome and in violation of this policy when the employee should have known that the conduct was unwelcome, or when the person subjected to the conduct voiced his or her objection.
 

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. This includes any form of electronic communication. The following is a partial list of sexual harassment examples:
     ●  Unwanted sexual advances.
     ●  Offering employment benefits in exchange for sexual favors.

     ●  Making or threatening reprisals after a negative response to sexual advances.
     ●  Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or                     pictures, cartoons or posters.
     ●  Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
     ●  Verbal sexual advances or propositions.
     ●  Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading  words used to describe an individual, or suggestive or obscene letters, notes, or invitations.
    ●  Physical conduct that includes touching, assaulting, or impeding or blocking movements.
 

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment or volunteering decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.
 

Reporting and Investigation. Retaliation Prohibited.
GG Tutoring, Inc. urges any employee or volunteer who believes that he/she has been treated in violation of this Policy to first consider telling the offending party that his/her conduct or behavior is inappropriate and ask them to immediately stop the conduct.
 

However, if an employee or volunteer is not comfortable confronting the offending party, he/she should immediately report the matter to: a) his/her immediate supervisor; or b) the Board Chair or any Board Member.
 

GG Tutoring, Inc. will assist in the resolution of employee disputes, and will not discipline employees for raising such concerns. All allegations of harassment will be quickly and discreetly investigated. No employee who makes a good faith allegation will be subject to retaliation. Nor will any employee, volunteer or Board Member be retaliated against for participating in any investigation of inappropriate conduct. Retaliation in response to reports of sexual or other unlawful harassment will not be tolerated and will be subject to disciplinary action, up to and including termination of
employment or removal from office.
 

The investigation will generally consist of interviews with witnesses to the event/conduct, including the complainant and the alleged harasser. To the extent possible, confidentiality of the person reporting, of any witnesses and the alleged harasser, will be protected against unnecessary disclosure. When the investigation is completed, the complainant and the alleged wrongdoer will be informed of the outcome of the investigation.
 

GG Tutoring, Inc. will take prompt disciplinary action in response to policy violations. Disciplinary action may include termination of employment or removal from office.
 

Knowingly False Reports Prohibited
Any employee or workplace participant who makes a knowingly false report of harassment, discrimination or retaliation, will be subject to discipline, including termination.

If you have questions about this policy, contact the Board Chair for additional information.