Los Angeles Conservancy Policy Against Discrimination and Harassment
Purpose of Policy
The Los Angeles Conservancy (LAC) is committed to providing a workplace and learning environment free of discrimination, which includes sexual harassment based on gender, pregnancy, childbirth, or related medical condition, as well as harassment based on such factors as race, color, creed, national origin, ancestry, age, physical disability, mental disability, medical condition, marital status, sexual orientation, family care or medical level status, veteran status, or any other basis protected by federal or state laws. The LAC strongly disapproves of and will not tolerate harassment of employees, volunteers, and members of the general public engaged in LAC business, programs, and activities by LAC’s employees, volunteers, guests, vendors or independent contractors.
Discriminatory and harassing conduct can take many forms and includes, but is not limited to, the following: slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise interfering with normal work, pictures, drawings, or cartoons based upon an employee’s sex, race, color, national origin, religion, age, physical disability, mental disability, medical condition, ancestry, marital status, sexual orientation, family care or medical leave status, veteran status, or any other basis protected by federal or state laws.
Sexually harassing conduct in particular includes all of these prohibited actions, as well as other unwelcome conduct, such as requests for sexual favors, conversation containing sexual comments, and other unwelcome sexual advances. Sexually harassing conduct can be by a person of either the same or opposite sex.
Reporting and Investigating Complaints OF Discrimination and Harassment
Any incidents of discrimination or harassment should be reported to a member of LAC staff. Staff members who receive complaints or who observe harassing conduct should immediately inform the Executive Director or the President of the Board of Directors so that an investigation may be initiated.
Every reported complaint of harassment will be investigated thoroughly and promptly by LAC. The investigation will include obtaining information from the complaining party, the accused person and all witnesses to the incident(s), and review of any documentary evidence. Volunteers will be provided with an incident report form to fill out in case of a complaint arising during one of their volunteer shifts.
The person designated to conduct the investigation will notify the complaining party and accused of the results of the investigation. The investigation will be handled in as confidential a manner as possible consistent with a full, fair, and proper investigation, however privacy cannot be guaranteed. If it is determined that LAC’s policies have been violated, then LAC will take corrective action.
The LAC will not tolerate retaliation against any employee or volunteer for making a complaint of discrimination or harassment, or for cooperating in an investigation. LAC will investigate any complaint of alleged retaliation according to the above stated investigation procedures. If it is determined that LAC’s policies have been violated, then LAC will take corrective action.