Diversity and Inclusion Statement

It is UWWUC policy to cooperate fully with the applicable regulations of the Civil Rights

Act of 1964 regarding equal employment opportunity and reaffirm our policy of nondiscrimination as follows:

There is neither exclusion nor discrimination on the basis of race, color, religion, creed, age, gender, national origin or ancestry, marital status, veteran status, sexual orientation, or status as a qualified disabled or handicapped individual, with regard to hiring, assignment, promotion or other conditions of Board member selection or staff employment.

UWWUC has written policies for positive action to achieve equal employment opportunity for all persons in filling staff positions including members of minority groups. We identify ourselves as an equal employment opportunity employer in recruitment advertisements and may use employment agencies which do not discriminate on the basis of race, color, religion, creed, age, gender, national origin or ancestry, marital status, veteran status, sexual orientation or status as a qualified disabled or handicapped individual.

HARASSMENT

It is a fundamental commitment of UWWUC to treat our Board members, staff, volunteers and representatives with respect and dignity and provide an environment free of intimidation and harassment. All such individuals have a right to work in an environment free from all forms of discrimination and conduct which can be considered harassing, coercive, hostile or disruptive. Consistent with UWWUC ‘s respect for the rights and dignity of each individual, harassment of any kind will neither be sanctioned nor tolerated. UWWUC will not tolerate any action or statement, which threatens the safety or security of our Board members, staff, volunteers or representatives.

The President and the Board are responsible for assuring that no Board member, staff, volunteer or representative is subjected to conduct that constitutes any form of harassment. Any individuals found to have engaged in such harassment will be disciplined appropriately, up to and including discharge. For more detailed information contact the President.

Any staff member who has a harassment complaint must bring the problem to the attention of the President. The appropriate form(s) will be obtained from the President and will be completed in order to file an official complaint. All complaints will be handled promptly and reasonable measures to protect the privacy of both the charging party and the person accused will be taken. The organization will retain confidential documentation of all allegations and investigations and will take appropriate action, including disciplinary measures when justified, to remedy violations of this policy.

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