Equal Opportunity Policy (EOP)
This policy applies to all staff including contractors, interns, volunteers, members and officers, covering all BPC-related functions and activities including external training courses sponsored by the Bakery Photographic Collective.
The objective of the Bakery’s Equal Opportunity Policy is to improve collective success by:
attracting and retaining the best possible employees, interns, volunteers, members and officers
providing a safe, respectful and healthy environment
Discrimination, Sexual Harassment and Bullying
The Bakery Photo Collective is committed to providing a place free from discrimination, sexual harassment and bullying. Behavior that constitutes discrimination, sexual harassment or bullying will not be tolerated and will lead to action being taken from the Board of Directors, which may include dismissal from the collective.
For the purposes of this policy, the following definitions apply:
Discrimination:
Direct discrimination occurs when someone is treated unfairly and is disadvantaged because of a personal characteristic that is protected under the state of Maine or federal law.
Indirect Discrimination occurs when a rule seems neutral, but has a discriminatory impact on certain people. For example a minimum height requirement of 6 feet for a particular job might be applied equally to men and women, but would indirectly discriminate on the basis of sex, as women tend to be shorter than men.
Sexual harassment includes unwelcome conduct of a sexual nature in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated that the person harassed would be offended, humiliated or intimidated.
bullying may include behavior that is directed toward an employee, or group of employees, that creates a risk to health and safety e.g. physical and/or verbal abuse, excluding or isolating individuals; or giving impossible tasks.
The Bakery Photo Collective provides equal opportunity to all people without discrimination based on a personal characteristic protected under Maine state and federal law.
They include:
age
breastfeeding
disability/impairment
employment activity
gender identity
industrial activity
lawful sexual activity
marital status
parental status
personal association with someone having any of these characteristics
physical features
political activity/belief
pregnancy
race
religious activity/belief
sex
sexual orientation
Any employee, intern, member, or volunteer found to have contravened this policy will be subject to disciplinary action according to our bylaws, which may include dismissal as outlined in the complaint procedure below.
Employees, interns, volunteers members or officers must report any Behavior that constitutes sexual harassment, bullying or discrimination to the Secretary of the Board. If the complaint is against the secretary, then the complainant should inform the President of the Board.
Employees, interns, volunteers, members or officers will not be victimized or treated unfairly for raising an issue or making a complaint.
Procedure: To make a complaint
If you believe you are being, or have been, discriminated against, sexually harassed or bullied, you should follow this procedure.
Tell the offender the behavior is offensive, unwelcome, and against Bakery policy and should stop (only if you feel comfortable enough to approach them directly, otherwise speak to the Secretary of the Board or President). Keep a written record of the incident(s).
If the behavior persists, contact another relevant member of the Board of Directors. This will make sure the Bakery leadership has two accounts on record.
All persons involved should feel confident that any complaint they make is to be treated as confidential as possible.
Procedure: To receive a complaint
When a officer of the Board receives a complaint or becomes aware of an incident that may contravene the Bakery’s HR Policies, they should follow this procedure.
Listen to the complaint seriously and treat the complaint confidentially. Allow the complainant to bring another person to the interview if they choose to.
Ask the complainant for the full story, including what happened, step by step.
Take notes, using the complainant’s own words.
Ask the complainant to check your notes to ensure your record of the conversation is accurate.
Explain and agree on the next action with the complainant.
If investigation is not requested (and the officer of the Board is satisfied that the conduct complained is not in breach of Bakery’s HR policies) then the officer should:
act promptly
maintain confidentiality
pass any notes on to the Secretary or the President of the Board.
If an investigation is requested or is appropriate, follow the next procedure.
Procedure: To investigate a complaint
When a officer of the Board investigates a complaint, they should follow this procedure.
Do not assume guilt.
Advise on the potential outcomes of the investigation if the allegations are substantiated.
Interview all directly concerned, separately.
Interview witnesses, separately.
Keep records of interviews and the investigation.
Interview the alleged harasser, separately and confidentially and let the alleged harasser know exactly what they are being accused of. Give them a chance to respond to the accusation. Make it clear they do not have to answer any questions, however, the Board will still make a decision regardless.
Listen carefully and record details.
Ensure confidentiality, minimize disclosure.
Decide on appropriate action based on investigation and evidence collected.
Check to ensure the action meets the needs of the complainant and Bakery.
Discuss any outcomes affecting the complainant with them to make sure where appropriate you meet their needs.
Possible outcomes
If after investigation the Board of Directors finds the complaint is justified, the President will discuss with the complainant the appropriate outcomes which may include:
disciplinary action to be taken against the perpetrator
(counseling, warning or dismissal)
staff training
additional training for the perpetrator or all staff, as appropriate
counseling for the complainant
an apology (the particulars of such an apology to be agreed between all involved)