SILVERTON AREA SENIORS, INC. (SASI)
POLICIES AND PROCEDURES
Our goal is to meet
the social, recreational and educational needs of members in a fun, safe, inclusive and courteous
This policy and intent of
SASI is to provide equal employment opportunity and membership for all persons regardless of race, color,
religion, national origin, marital status, political affiliation, sexual orientation or gender identity, status
with regard to public assistance, disability, sex, or age.
Any threatening, insulting, or dehumanizing gesture, use of data or
computer software, or written, verbal or physical conduct directed against a member or employee of SASI, on
the basis of any protected class (as listed above and/or protected by law).
SASI will not retaliate against you for filing a complaint or
cooperating in an investigation and will not tolerate or permit retaliation by
Retaliation is broadly construed and
includes conduct such as, changing their volunteer duties, treating a member rudely, etc. Members should bring complaints of retaliation to the
attention of the Executive Director or Board of Directors. These types of complaints will also be promptly investigated
and a member or employee found to have retaliated against a member will be subject to appropriate action,
depending on the circumstances, up to and including loss of membership.
Board of Directors:
It is the responsibility of management to develop this policy, Keep it up to date and to ensure that any
violation of this policy brought to their attention is dealt with fairly, quickly and
impartially. All board members have the responsibility of setting the proper
Director: It is the responsibility of this person to enforce the policy, make an annual review
to ensure everyone knows the policy, and regularly checks the workplace and environment to make sure the
policy is being followed.
Members: It is the responsibility of each and every member to know the policy and to follow
the policy. It is imperative that every member treat every other member with dignity and
DO NOT IGNORE THE
PROBLEM. Harassment/Discrimination and/or Retaliation rarely go away on its
own. You have the responsibility to immediately report any actions or words by a
supervisor, board member, co-member, vendor or any other person you believe has harassed or retaliated
against you. This complaint will be documented on an incident
It is suggested that
you inform the other party by describing the incidents that caused you to feel harassed or retaliated
against. Tell them how you feel about it and offer a solution to the problem that would
eliminate the problem for you. If you are concerned or
feel uncomfortable about the potential behavior of the other party, seek the support of an advocate, for
example; a volunteer, family member, friend or the Executive Director.
If no satisfactory
resolution can be reached by addressing the situation with the other party directly, or if you do not feel
comfortable doing so, you should submit a complaint to the Board of Directors or Executive
Director. The Board will cause the matter to be investigated and the findings will be reported
to the participating parties.
Depending on the
severity of the offense, the board may choose disciplinary action, up to and including loss of
Reports will be held
confidential to the fullest extent possible.
A record of all
complaints, investigations, and resolutions will be kept in confidential files by the