Section 2: Working with Integrity and Respect
2.0 Equal Employment Opportunity
The Company is committed to establishing and maintaining anti-racist policies and procedures, and providing equal employment opportunities to all persons regardless of their race; color; ethnicity; creed; religion; national origin; sex; sexual orientation; gender; age; ancestry; marital status; military status; order of protection status; unfavorable military discharge; citizenship status provided the individual is authorized to work in the United States; use of lawful products while not at work; being a victim of domestic or sexual violence; genetic information; disability status (if otherwise able to perform the essential functions of the job with reasonable accommodation); pregnancy, childbirth, or related medical conditions; credit history, unless a satisfactory credit history is an established bona fide occupational requirement of a particular position; or other legally protected categories.
Employees who believe they require reasonable accommodations to perform the essential functions of their position should request such accommodations through their direct supervisor, or contact Dr. Harvath for more information.
Persons who believe they have not received equal employment opportunities should report their claims to their supervisor or Dr.Harvath. Employees also have the ability and right to file an external charge of discrimination with the Missouri Commission on Human Rights. Employment, compensation, and work assignments shall not be adversely affected by registering a complaint or providing information about alleged discrimination. Retaliation is also prohibited.
2.1 Non-Harassment / Non-Discrimination
The Company is committed to creating and maintaining a comfortable and welcoming work environment in which all individuals are treated with respect and dignity.
The Company and its leaders believe that every employee has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, the Company expects that all relationships among employees will be professional and free of bias, prejudice, discrimination, and harassment
The Company strictly requires reporting of all perceived incidents of discrimination or harassment. It is the policy of the Company to promptly and thoroughly investigate such reports. The Company prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.
Definitions of Harassment
Sexual Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. As stated in the Equal Employment Opportunity Commission Guidelines, and for the purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of behaviors and may involve individuals of any gender. Depending on the circumstances, these behaviors may include:
Unwanted sexual advances or requests for sexual favors;
Sexual jokes and innuendo; verbal abuse of a sexual nature;
Commentary about an individual's body, sexual prowess or sexual deficiencies;
Leering, whistling or touching;
Insulting or obscene comments or gestures;
Display in the workplace of sexually suggestive objects or pictures; and
Other physical, verbal or visual conduct of a sexual nature.
Other Illegal Harassment
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of their identity, and that:
Has the purpose or effect of creating an intimidating, hostile or offensive work environment;
Has the purpose or effect of unreasonably interfering with an individual's work performance; or
Otherwise adversely affects an individual's employment opportunities.
Types of Harassment Prohibited
Harassing conduct includes: epithets, slurs, or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on company time or using company equipment via email, phone (including voice messages), text messages or other direct messages, tweets, blogs, social networking sites, or other means.
Individuals and Conduct Covered
These policies apply to all applicants, company officers and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to the Company (e.g., an outside vendor, consultant or client).
Conduct prohibited by these policies is unacceptable in the workplace and in any work- related setting outside the workplace, such as during business trips, business meetings, and business-related social events.
Bystander Responsibilities
The Company is committed to creating a workplace built on mutual trust and care. As such, we have developed the following guidelines for “bystanders”. A bystander is an employee who is a witness to an incident but is not otherwise involved. Our Company believes that all employees should be active bystanders and feel empowered to intervene if they witness what they believe to be harassment, discrimination, or other inappropriate conduct in the workplace.
When it is safe to do so, bystanders should offer support to other employees who may be the victim of harassment, discrimination or other inappropriate conduct by:
Staying close to the target of the harassment or inappropriate conduct so that they are not alone with the harasser.
Inviting the victim to leave the area with them to get away from the harasser.
Taking notes when there is an opportunity to ensure that facts are recorded regarding what was witnessed.
Offering support to the victim.
Reporting the incident as quickly as possible to a supervisor or any member of the leadership team with whom they feel comfortable.
If a Bystander who witnesses a situation feels unsafe, they should immediately report the incident to a supervisor or member of leadership, or call 911, if necessary.
Complaint Process
Individuals who believe they have been the victims of conduct prohibited by this policy statement, or who believe they have witnessed such conduct, should discuss their concerns with their immediate supervisor or any member of leadership with whom they feel comfortable.
When possible, the Company encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that their behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. The Company recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
The Company requires the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Although not mandatory, the Company requests that complaints be provided in writing whenever possible.
Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly and thoroughly by the leadership team. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have pertinent knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Any party who does not agree with the process or determination should contact Dr. Jessica Harvath.
No Retaliation
Employees will never be penalized or retaliated against for reporting improper conduct, harassment, discrimination, retaliation, or other actions that they believe may violate this policy; or for participating in an investigation into improper conduct, harassment, discrimination, retaliation, or other actions that they believe may violate this policy.
2.2 Employee Disability Accommodation
As the Company continues to grow, our differences—from our culture and work habits to communication style and personal preferences—are becoming even more essential to our business strategy. We are committed to creating an environment in which all employees are valued and respected, including employees with disabilities. Additionally, the Company complies with federal and state disability regulations, including the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA).
Qualified applicants or employees should inform the Company of a disability requiring accommodation for them to perform the essential functions of their jobs. Once informed, the supervisor should immediately contact Dr. Jessica Harvath to discuss taking steps to determine with the candidate/employee what accommodations are available and reasonable.
2.3 Antiracism/Anti Oppression Policies
Being an organization that stands against racism and oppression is lifelong work that requires the commitment of leadership and employees each and every day. For an organization to truly be anti-racist and anti-oppressive, everyone needs to understand the goals the organization is working towards, that those goals are measurable, and that everyone knows their role in helping the organization achieve those goals. The Company employees collectively commit to these pledges:
I will acknowledge and be accountable for the impact of bias and microaggression that my words and actions may have on others.
I will do the work to discover and repair my own biases towards inequity and not place the burden of learning on BIPOC and other historically oppressed colleagues.
I will speak up to interrupt racism, bias, and microaggressions when I see them. I understand that silence = violence.
I will come from a place of curiosity about what my colleagues or clients say or do instead of making assumptions or imposing my own values on them.
I will step into uncomfortable discussions and speak from an antiracist perspective. I will also be radically candid, honest, and speak from a place of care.
I will actively work at being antiracist. I know this journey is ongoing and I will participate regularly, in my own way, on being inclusive. I commit to unlearning harmful behaviors and words and will share what I am learning with my colleagues.
As a BIPOC or member of other marginalized or oppressed group(s), I will speak up to the person who has performed the microaggression and offer them a chance to learn and do better, if it is within my capacity.
I will not make assumptions about others' identities, as I may not know the identities of my peers and clients.
I care personally about others at the Company and can simultaneously challenge directly (or be directly challenged about) words or actions that are harmful without assuming ill of another.
If harm has been caused to me, I will use “I statements” to explain the situation. If I have caused harm, I will engage in self- reflection and validate what I am hearing, taking accountability for my own behaviors.
I will use verbal and body language that comes from a place of respect and empathy.
I will center a person’s experience of a situation and the impact it had on them over centering myself and my intentions in a situation. Impact > intention.
I will respect the lived experiences of my colleagues and clients of marginalized groups.
I will be radically candid when calling someone in and will give others a chance to learn and do better. And if I am called in, I will take that feedback and do the internal work.
I will acknowledge and validate when someone says I have caused them harm.
If I experience a microaggression, I will speak up to the person who’s done the microaggression and offer them a chance to learn and do better. If I don’t feel safe speaking up to the person, I will reach out to my Supervisor or Dr. Jessica Harvath for support.
2.4 Workplace Bullying
In order to foster a collaborative and successful work environment, bullying is prohibited at River Rock Behavioral Health. Our Company defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical, or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Such behavior violates the company Code of Conduct, which states that all employees will be treated respectfully.
The purpose of this policy is to communicate to all employees, including organizational leaders and executives, that the company will not tolerate bullying behavior. Employees found in violation of this policy will be subject to discipline, up to and including termination.
Bullying may be intentional or unintentional. However, it must be noted that, where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when deciding on appropriate measures of discipline. As in other situations involving harassment, it is the effect of the behavior upon the individual that is being addressed.
The Company considers the following types of behavior examples of bullying (this list is not meant to be all-inclusive and other situations may arise that the Company deems bullying):
Verbal bullying: Slandering, ridiculing, or maligning a person or their family; persistent name calling that is hurtful, insulting, or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
Physical bullying: Pushing, shoving, kicking, poking, tripping, assault, or threat of physical assault; damage to a person’s work area or property.
Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.
Exclusion: Socially or physically excluding or disregarding a person in work- related activities.
