Non Discrimination Policy

Six Seconds does not and shall not discriminate on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, medical condition including genetic characteristics, veteran status, or on any other basis protected under applicable federal, state, and local laws in any of its activities or operations. These activities include, but are not limited to, hiring and firing of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors, and clients.

Six Seconds is an equal opportunity employer. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity or gender expression.

In my capacity as a volunteer at Six Seconds, I will use every reasonable effort to ensure that I also model and follow this policy.

Retaliation

Six Seconds strictly prohibits any form of retaliation in violation of this policy.  This policy prohibits volunteers and employees from being retaliated against for opposing discriminatory practices, for making a good faith complaint of harassment or discrimination to Six Seconds, for assisting another volunteer or employee in reporting harassment or discrimination, for filing a complaint with the Department of Fair Employment and Housing or the Equal Employment Opportunity Commission, or for otherwise participating in any proceeding conducted by either of these agencies.  Six Seconds will not retaliate against volunteers or employees who file a good faith complaint and will not knowingly permit retaliation by management, employees or coworkers.   Any person determined by Six Seconds to have retaliated against another individual in violation of this policy will be disciplined, up to and including termination.

Complaints of Discrimination, Harassment or Retaliation

Six Seconds encourages all volunteers, applicants and employees to immediately report any incidents of discrimination, harassment or retaliation in violation of this policy so that complaints can be quickly and fairly addressed and resolved. 

Any volunteer or employee who believes that he or she has been subject to conduct that violates this policy, or has otherwise observed such conduct directed against another volunteer or employee, must immediately notify his or her supervisor, manager, director, or the President or Chief Executive Officer of Six Seconds in writing.  Six Seconds will promptly undertake a thorough and objective investigation into all such reports of discrimination, harassment or retaliation, and into other concerns where deemed appropriate.  Based on the results of the investigation, Six Seconds will take appropriate action.  During the investigation, reasonable efforts will be made to balance a respect for the confidentiality of all people involved, with Six Seconds’ need to gather information.  Any person determined by Six Seconds to be responsible for discrimination, harassment or retaliation in violation of Six Seconds’ policies will be subject to appropriate disciplinary action, up to, and including termination.