EOE and Harassment Policy

Equal Volunteer Opportunity

Based on our core values, Cherry Blossom Vacations, Inc.(CBV) will seek to ensure that its board of directors and volunteers act responsibly and with sensitivity to the cultural diversity among those it represents and interacts with.

CBV is committed to a volunteer policy prohibiting discriminatory practices in every condition of volunteerism.

It is CBV’s full intention to ensure that recruiting efforts are open to a diverse group of candidates; that all aspects of CBV policies, programs, practices, and operations are applied equally to all volunteers; without regard to race, age, color, religion, gender or expression of gender identity, national origin, political affiliation, disability, matriculation, personal appearance, sexual orientation, family responsibilities, familial status, veteran status, marital status, pregnancy, childbirth, genetic background, or any other legally protected characteristic.

Protected Activities

CBV prohibits any form of harassment, retaliation, intimidation, threats, coercion or discrimination against any director or volunteer who may engage in any of the following protected activities:

  • Filing a complaint;
  • Assisting with or participating in an investigation, compliance review, hearing or any other related activity. 

Harassment-Free Environment

Introduction

CBV recognizes the importance of maintaining an environment free of any form of harassment.  It is against CBV policy for any director, volunteer, or client to harass any CBV associate or non-associate on the basis race, age, color, religion, gender or expression of identity, national origin, political affiliation, disability, matriculation, personal appearance, sexual orientation, family responsibilities, familial status, veteran status, marital status, pregnancy, childbirth, genetic background, or any other legally protected characteristic.

Types and Definitions of Harassment

Harassment is behavior that has the purpose or effect of creating an intimidating, hostile, or offensive environment; has the purpose or effect of unreasonably interfering with an individual’s volunteer experience; or otherwise adversely affects an individual’s volunteer opportunities. Harassment may take many forms including, but not limited to:

  1. Verbal Harassment: innuendoes, suggestive comments, jokes of a sexual, ethnic, genetic, race-based or religious nature; sexual propositions, advances or threats; subtle or overt pressure for sexual favors; inappropriate comments about an individual’s body or appearance; unwelcome comments; or personal inquiries into a person’s private life.
  2. Non-Verbal Harassment: displays of offensive objects or pictures, e-mails, websites, gestures, lingering, or suggestive bodily movements or stares; and
  3. Physical Harassment: unwanted contact including touching, pinching, brushing against the body, pushing, hitting or throwing objects, or any other unwanted physical contact.

Reporting Procedures

Any director or volunteer who believes he or she is being harassed should advise the person they believe is harassing them promptly that his or her behavior is unwelcome and request that it be discontinued immediately.  CBV recognizes that it is not necessary for a director or volunteer to talk directly to a person who they believe is harassing them.  However, in all instances, the individual should report such offending behavior immediately to a member of the board of directors.  Any director or volunteer who believes he or she has witnessed harassment should immediately report the matter to a member of the board of directors.

Management Responsibility

Misconduct involving harassing behavior will be dealt with appropriately and promptly. Any volunteer who receives a complaint of harassment or inappropriate behavior on the part of or from any CBV director or volunteer, or who has reason to suspect harassment may be occurring, is obligated to immediately notify the board of directors.  CBV will promptly and thoroughly investigate the facts and circumstances of all harassment claims.

Confidentiality

CBV will maintain the confidentiality of such complaints to the maximum extent practicable.  Investigation of such complaints may require disclosure to the accused party and other witnesses for gathering pertinent facts.

Consequences

When the organization completes the investigation and a determination is made regarding the alleged harassment, the parties involved will be timely informed of the results.  All persons, regardless of position or title, will be subject to discipline up to and including discharge if the organization determines that a director or volunteer has engaged in harassment in violation of this policy.

Non-Retaliation

No retaliatory measures will be taken against an associate who complains of or reports harassment or participates in an investigation.  Any individual found to have engaged in retaliatory behavior may be disciplined up to and including termination of association with CBV. 

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