Equal Employment Opportunity
The National Military Family Association is committed to ensuring equal opportunity. It is the Association policy and commitment to recruit, retain, train and promote individuals without regard to race, color, sex, age, religion, national origin, disability, military status, or any other protected class in accordance with applicable laws.
The National Military Family Association does not tolerate harassment or discrimination of any kind. It is the responsibility of all Association staff members to ensure the workplace is free from harassment based on race, color, sex, age, religion, national origin, disability, military status, or any other protected class in accordance with applicable laws. Any alleged incidents of harassment will be thoroughly investigated and may result in immediate disciplinary action, up to and including termination.
Staff members will conduct themselves in a manner that ensures others are able to work in an atmosphere free from harassment. Staff members who feel they are being or have been harassed should notify their immediate supervisor, their Director, the Director of Administration, the Executive Director or the Chairman immediately. If a staff member feels he/she is being or has been harassed by a member of the Board of Governors, refer to section VIII - L. The staff member should notify the Chairman or Vice Chairman immediately.
Complaints will be investigated immediately, fairly and impartially. If the investigation discloses that the allegations of harassment are valid, the individual(s) who participated in the harassing behavior will be subject to appropriate disciplinary action, up to and including termination.
No retaliation will be tolerated for a complaint of harassment and the National Military Family Association will work to ensure that no adverse action occurs against any staff member who has reported harassment or any staff member who has come forward as a witness in the investigation of a harassment claim.
The National Military Family Association attempts to maintain the confidentiality of harassment complaints. The Association, however, cannot guarantee such confidentiality due to its commitment to remedial action.
All staff members must avoid any actions that could be perceived as sexually harassing. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, or other verbal or physical conduct of a non-sexual but gender-based nature, whether by a male or female, under the following circumstances:
When submitting to such conduct is made a term or condition of an individual’s employment, either explicitly or implicitly;
When submitting to or rejecting such conduct is used as a basis for employment decisions affecting the individual;
When 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.
Examples of conduct which, if unwelcome, can amount to sexual harassment include but are not limited to the following: requests for sexual favors; uninvited physical contact; sexual bantering; off-color language or jokes; sexual flirtations; advances or propositions; verbal abuse of a sexual nature; commentaries about an individual’s body; use of sexually degrading words to describe individuals; displays of sexual suggestive objects or pictures; gender-based insults or derogatory references; and use of sexually oriented or degrading gestures or other non-verbal communications.
Discriminatory harassment is directed at an employee because of age, race, color, religion, national origin, disability, veteran status, or any other basis protected by law.
Examples of conduct which, if unwelcome, can amount to discriminatory harassment include but are not limited to the following: off-color language or jokes; verbal abuse of a discriminatory nature; commentaries about an individual’s protected characteristics; use of degrading words to the protected characteristics of individuals; displays of discriminatory objects or pictures; protected status-based insults or derogatory reference; and use of degrading gestures or other non-verbal communications based on one’s protected status.
General: The National Military Family Association requires governors, officers, employees, volunteers and representatives to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the National Military Family Association, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
Reporting Responsibility: It is the responsibility of all governors, officers, employees, volunteers and representatives to report ethics violations or suspected violations in accordance with this Whistleblower Policy.
No Retaliation: No governor, officer, employee, volunteer or representative who in good faith reports an ethics violation, or suspected violation, shall suffer harassment, retaliation or adverse employment action as a result of making such report. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns with the National Military Family Association directly prior to seeking resolution outside of the National Military Family Association.
Reporting Violations: The National Military Family Association has an open door policy and encourages its governors, officers, employees, volunteers and representatives to share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee’s direct supervisor is in the best position to address questions, concerns, suggestions and complaints. However, if you are not comfortable speaking with your direct supervisor or you are not satisfied with your direct supervisor’s response, you are encouraged to speak with the Director of Human Resources or anyone in management with whom you are comfortable approaching. Supervisors and managers are required to report suspected ethics violations to the Director of Human Resources, who is responsible for investigating all reported violations. For suspected fraud, or when you are not satisfied with, or are uncomfortable, following the National Military Family Association’s reporting policy, you should contact the National Military Family Association’s Director of Human Resources.
Accounting and Auditing Matters: The audit committee of the National Military Family Association shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or auditing. The Director of Human Resources shall immediately notify the audit committee of any such complaint and work with the committee until the matter is resolved.
Acting in Good Faith: Anyone filing a complaint concerning a violation or suspected violation must act in good faith and have reasonable grounds for asserting the complaint. Any allegations which are proven to have been made maliciously or known to be false will be viewed as a serious disciplinary offense.
Confidentiality: Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the National Military Family Association’s need to conduct an adequate investigation.
Handling of Reported Violations: The Director of Human Resources will notify the sender and acknowledge receipt of the reported violation or suspected violation within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted.