Equal Employment Opportunity and Anti-Discrimination and Harassment Policy

I. OVERVIEW & SCOPE

The Functional Dog Collaborative of 106 Langford Road, Raymond, New Hampshire 03077, has established an Anti-Discrimination and Equal Employment and Volunteer Opportunity Policy (“Policy”). This Policy applies to all aspects of the relationship between The Functional Dog Collaborative and its employees and volunteers, including, but not limited to, employment, recruitment, advertisements for employment, hiring and firing, compensation, assignment, classification of employees, termination, upgrading, promotions, transfer, training, working conditions, wages and salary administration, and employee benefits and application of policies. These policies apply to independent contractors, temporary and full-time employees, volunteers and any other persons or firms doing business for or with The Functional Dog Collaborative. Disciplinary action will be taken against any employee or agent in breach of this Policy.

II. POLICIES

1.DISCRIMINATION.

The Functional Dog Collaborative is an equal opportunity employer committed to complying with all applicable anti-discrimination laws. Discrimination occurs whenever similarly situated individuals of a different group are accorded different and unequal treatment in the context of a similar situation. The Functional Dog Collaborative shall not tolerate, under any circumstances, without exception, the exclusion of individuals from an opportunity or participation in any activity because of race, color, gender, gender identity, sexual orientation, religion, national origin, familial status, age, disability, United States military veteran status, sexual orientation, gender identity or gender expression, and any other status protected by the law. This list is not exhaustive. Our policy of non-discrimination in employment applies, without limitation, to recruitment, hiring, compensation, promotions, transfers, discipline, demotions, terminations, layoffs, access to benefits and training and all other aspects of employment, as well as to selection of volunteers and vendors and provision of services. In addition, our policy of non-discrimination is intended to extend to visitors to any future FDC facilities and all our stakeholders.

2. HARASSMENT.

The Functional Dog Collaborative is committed to creating and providing a positive work environment that is free from harassment. Therefore, the Organization will not tolerate workplace harassment of any employee or volunteer, either by fellow employees or non-employees, of race, color, gender, gender identity, sexual orientation, religion, national origin, familial status, age, disability, United States military veteran status, sexual orientation, gender identity and gender expression, including the exercise of a protected activity (like filing a complaint), or any other reason deemed impermissible under the law.

Harassment can include, but is not limited to, offensive verbal conduct such as foul or obscene language, epithets, suggestive statements or innuendo, derogatory comments, or “jokes.” Harassment may further include touching, gestures, or other offensive physical conduct, or creating, displaying, or reading offensive graphic or written materials in the workplace that relate to the sex, race, religion, color, national origin, age, or disability of an employee. Any of these behaviors is considered harassment if it would make a reasonable person experiencing the conduct uncomfortable in the workplace, or if it could hinder the person’s job performance.

All employees, volunteers and independent contractors, are required to abide by this Policy. Violation of the Policy will result in disciplinary action, up to and including discharge. No person will be adversely affected in employment or volunteering with The Functional Dog Collaborative as a result of bringing complaints of harassment.

3. REPORTING DISCRIMINATION & HARASSMENT.

If an employee or volunteer feels that he, she or they have been harassed as described in this Policy, they are encouraged to respectfully and directly inform the person who is the source or cause of the problem/concern that a problem/concern exists. Those involved should attempt to resolve the issue informally and independently.

If the concerned person does not wish to communicate directly with the person who is the source or cause of the issue or fails to satisfactorily resolve the issue after discussing it with the other party, then that concerned party should contact a member of the FDC Board of Directors through any verbal or written means. 

Once the matter has been reported it will be promptly investigated. The investigation will be conducted in a confidential manner to the extent consistent with the need to investigate and evaluate the complaint. The procedure for reporting incidents of discriminatory or harassing behavior is not intended to prevent the right of any employee to seek a remedy under available state or federal law by immediately reporting the matter to the appropriate state or federal agency.

4. NO RETALIATION.

No retaliatory action will be taken against any person who in good faith reports conduct that she, he or they believe may violate this Policy. No retaliatory action will be taken against any individual for assisting or participating in an investigation, proceeding, or hearing related to a harassment complaint.

5. DISCIPLINARY MEASURES FOR HARASSMENT.

Where an employee is determined to have violated this Policy, the Organization will take disciplinary action, up to and including termination. Where a non-employee is determined to have violated this Policy, the Organization will take action reasonably calculated to end the harassment.

6. REMEDIES.

Remedies for any instances of verified employment discrimination, whether caused intentionally or by actions that have a discriminatory effect, may include back pay, hiring, promotion, reinstatement, front pay, reasonable accommodation, or other actions deemed appropriate by The Functional Dog Collaborative. Remedies can also include payment of attorney’s fees, expert witness fees, court costs and other applicable legal fees.

7. POLICY IMPLEMENTATION.

Implementation of this Policy will be effective as of May 20, 2024.