UWIC POLICIES

DIVERSITY, EQUITY AND INCLUSION IN EMPLOYMENT

United Way of Indiana County is fully committed to assuring equal opportunity and equal consideration to all qualified applicants and employees in personnel matters including recruitment, hiring, training, promotions, salaries and other compensation, transfer and layoff or termination.

In the implementation of this policy, United Way will aggressively seek personnel for all job levels within the organization without regard to race, ethnicity, creed, color, religion, marital status, disability, gender, gender identity, sexual orientation, age, national origin. The intent of this policy is to reflect the positive value of diversity in the community.

DIVERSITY, EQUITY, AND INCLUSION IN PROGRAM FUNDING

United Way of Indiana County is fully committed to the funding of programs that provide equal opportunity and access for all.  In the implementation of this policy, United Way will continue to provide funding to programs that target populations as identified through continuous community assessment.  The intent of this policy is to provide funding to meet the needs of, and support the diversity of our community.

DIVERSITY, EQUITY AND INCLUSION IN VOLUNTEER RECRUITMENT

United Way of Indiana County is fully committed to the recruitment of volunteers to fill all volunteer positions within the organization to be representative of our community. In the implementation of this policy, United Way will aggressively seek volunteers from the community who reflect and acknowledge the value of diversity, including, but not limited to minority group members, women, and the disabled.

DIVERSITY, EQUITY AND INCLUSION IN SERVICE DELIVERY

United Way of Indiana County is fully committed to the delivery and provision of service to meet the needs of the community as identified through a continuous assessment process.  In the implementation of this policy, United Way will grant program funding to those organizations which demonstrate the commitment to diversity, equity and inclusion which have as their legitimate stated purpose or mission the servicing of specific population segments.

RESPONSIBILITY

In order to promote and value diversity, equity and inclusion, the active participation and support of all members of the organization will be required.

HARASSMENT, DISCRIMINATION, AND OFFENSIVE BEHAVIOR

NON-DISCRIMINATION & ANTI-HARASSMENT POLICY
The UWIC is committed to creating a respectful, courteous work environment free of discrimination and unlawful harassment of any kind.  The UWIC will not tolerate discrimination, harassment, sexual harassment, or other forms of offensive conduct by or toward its employees, volunteers, or guests.  Discrimination and/or harassment is a breach of UWIC policy and a violation of state and/or federal law.  In addition to any disciplinary action that UWIC may take, up to and including termination, offenders may also be personally liable for any legal and monetary damages.  This policy applies to all UWIC employees, suppliers, agents, contractors, sub-contractors, customers, or volunteers.  
    

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s race, color, creed, religion, gender, age, disability, national origin, ancestry, veteran status, citizenship, sexual orientation, marital status or another protected group status which becomes a condition of an employee’s continued employment or affects other employment decisions regarding the employee or creates an intimidating, hostile or offensive working environment.  UWIC maintains a strict policy prohibiting unlawful harassment and discrimination.  UWIC is committed to taking all reasonable steps to prevent such harassment and discrimination.  
    
Every employee of the UWIC has a responsibility to maintain a workplace free of sexual harassment, discrimination, other types of harassment, and/or any other forms of offensive conduct.  No employee of the UWIC is expected to tolerate or participate in any conduct prohibited by this policy while at work or engaged in UWIC business.  
    
UWIC is determined to resolve possible discrimination and harassment situations as quickly as possible.  All claims will be investigated in a timely, fair, and thorough manner, and UWIC expects all employees to cooperate fully in any investigation.  If an employee believes a co-worker, manager, vendor, contractor, consultant, customer, volunteer, visitor, or agent of the organization is harassing or discriminating against him/her or another employee or volunteer, the employee is encouraged to tell the offender clearly that the behaviors and actions are unwelcome. The employee should immediately inform his/her supervisor or the Executive Director.  If the complaint involves the Executive Director, then the complaint should be reported to the President of the Board.  The employee should report the facts of the incident, including what happened, how often, and where the incident(s) took place, as well as the names of the individuals and witnesses involved. 
    
If the organization finds that discrimination or harassment has occurred, it will take appropriate corrective action up to and including termination of employment of the offending employee (or in the case of non-employees, other remedies as may be appropriate).  Further, retaliation against anyone who has reported an allegation of discrimination or harassment is expressly prohibited.  If any such retaliation occurs, it will be grounds for disciplinary action, up to and including termination.
    
Each manager is responsible for handling any complaints in accordance with the policy. Any manager who is informed of or receives a complaint must report it directly to the Executive Director. The Executive Director has the overall responsibility to maintain effective enforcement of non-discrimination and harassment policies.

SEXUAL HARASSMENT POLICY
It is the policy of UWIC to provide an environment free from sexual and sex-based harassment by anyone. It is against the policy of UWIC for any employee, whether a manager, supervisor, co-worker, or volunteer to sexually harass an employee. 
    
Sexual harassment is a form of misconduct that undermines the integrity of the employment relationship and is incompatible with the values, traditions, and purposes of the UWIC.  Sexual harassment may occur between individuals of the same sex.  Anyone can be a victim of sexual harassment and can be guilty of sexual harassment or behavior that demeans and offends other individuals.  
    
Examples of sexual or sex-based harassment include, but are not limited to: unwelcome or unwanted sexual advances, requests or demands for sexual favors, visual, verbal, non-verbal, or written material, communication or kidding that is of a sexual nature, intimidation, threats or creation of a hostile work environment in retaliation for rejected sexual demands, requests, physical contacts, or attentions;  interference with a co-worker’s performance through unwanted sexual attentions, or sexual conduct that reduces personal productivity or safety during working time.  Other actions that create a hostile, offensive, or intimidating work environment can include inappropriate or overtly familiar touching, sexual innuendoes, obscene gestures, jokes and remarks of a sexual nature, and displays of sexually suggestive objects or pictures, especially where exposure to such conduct has the purpose or effect of substantially interfering with an individual’s work performance or ability to do his job.
    
    In accordance with this policy, UWIC will neither condone nor tolerate:
    
•    any overt display or demonstration of sexual activity between and/or among employed staff or volunteers;
•    sexual advances or sexual activity of any kind between employed staff or volunteers; 
•    use of the United Way of Indiana County activities, publications, and/or facilities as vehicles for the public or private promotion of sexual orientation and/or practice;
•    any verbal or non-verbal actions that imply that submission to sexual or sex-based harassment conduct is made either explicitly or implicitly a term or condition of an individual’s employment; 
•    actions whereby submission to or rejection of this conduct is used as a basis for employment decisions affecting the employee or the individual; or 
•    The conduct has the purpose or effect of interfering with an employee’s work performance or it creates an intimidating, hostile, or offensive work environment.

UWIC has a firm commitment to providing a workplace where all employees and volunteers are treated with dignity and respect.  All employees share responsibility and ownership for creating and maintaining a respectful and positive work environment.
    
The UWIC maintains an environment that encourages any employed staff member or volunteer who believes that he, or any other employee or volunteer, has been the subject of sexual harassment as defined in the agency’s policy to report the incident to either his immediate supervisor or the Executive Director.  If the complaint involves the Executive Director, the complaint should be reported to the President of the Board.
    
Further, retaliation against anyone who has reported an allegation of harassment or sexual harassment is expressly prohibited; and if it occurs, will be grounds for disciplinary action, up to and including termination. Documentation regarding the incident will be placed in the employee’s personnel file.
    
PROCEDURES FOR REPORTING DISCRIMINATION, HARASSMENT & RETALIATION
If you believe you or any other employee or volunteer is being subjected to conduct or comments that violate the UWIC’s EEO, Non-Discrimination, Anti-Harassment, or Sexual Harassment policies, you have a responsibility to immediately report these matters to your supervisor or the Executive Director.  In those limited circumstances when an employee may not feel comfortable reporting his concerns to any of those persons already listed, such as if the Executive Director is believed to be violating these policies, you may report your concerns to the President of the Board of Directors.  

It is your duty and responsibility as an employee of UWIC to help maintain a comfortable work environment free from unlawful discrimination, harassment, and retaliation.
 

DONOR BILL OF RIGHTS
 

The Donor Bill of Rights was created by the American Association of Fund Raising Counsel (AAFRC), Association for Healthcare Philanthropy (AHP), the Association of Fundraising Professionals (AFP), and the Council for Advancement and Support of Education (CASE). It has been endorsed by numerous organizations. 
 

The Donor Bill of Rights
Philanthropy is based on voluntary action for the common good. It is a tradition of giving and sharing that is primary to the quality of life. To ensure that philanthropy merits the respect and trust of the general public, and that donors and prospective donors can have full confidence in the nonprofit organizations and causes they are asked to support, we declare that all donors have these rights:

I. To be informed of the organization’s mission, of the way the organization intends to use donated resources, and of its capacity to use donations effectively for their intended purposes.
II. To be informed of the identity of those serving on the organization’s governing board, and to expect the board to exercise prudent judgment in its stewardship responsibilities. 
III. To have access to the organization’s most recent financial statements.
IV. To be assured their gifts will be used for the purposes for which they were given.
V. To receive appropriate acknowledgement and recognition. 
VI. To be assured that information about their donation is handled with respect and with confidentiality to the extent provided by law.
VII. To expect that all relationships with individuals representing organizations of interest to the donor will be professional in nature.
VIII. To be informed whether those seeking donations are volunteers, employees of the organization or hired solicitors. 
IX. To have the opportunity for their names to be deleted from mailing lists that an organization may intend to share.
X. To feel free to ask questions when making a donation and to receive prompt, truthful and forthright answers.