The SISGI Group (“the Group”) is committed to creating a network of professionals working toward the common goals of the Group. As an environment of respect and of good-will is critical to the accomplishment of its goals, the Group is equally committed to enforcement of the following Policy governing harassment and discrimination. This Policy applies to all the Group’s employees, volunteers, members, clients, and contractors.This Policy also applies to internal promotions, training, opportunities for advancement, terminations, outside vendors, organization members and customers, service clients, use of contractors and consultants, and dealings with the general public.
Equality of Opportunity.
The Group does not engage in, and strictly prohibits, discrimination on the basis of race, color, nationality or national origin, ethnicity or ethnic identity, religion or creed, sex, gender identity or expression, sexual orientation, age, height or weight, mental or physical ability, pregnancy, marital status, veteran or military status, or any other legally impermissible basis.
Discrimination, generally - Discrimination based on any classification not outlined above is to be avoided except where reasonably necessary to achieve a legitimate operational interest.
Harassment, in addition to its definitions under this Part, includes any criminal definitions of that term under the New Jersey Code of Criminal Justice, section 33-4. It also includes all undue and unwelcome physical or verbal intrusions into the privacy, security, or well-being of any employee. Under this policy, harassment in all its forms is strictly prohibited.
Harassment may consist of creating a hostile working environment for an employee based on a classification covered by Parts 1 and 2 of this Policy. This can include:
- Using slurs or epithets, the display symbols designed to create feelings of inferiority based on a classification;
- Offensive language, hostile ridicule of a person or group, intentional degradation of an employee;
- Refusing to train, mentor, support, supervise, or work with an employee absent documented cause;
- Retaliation against an employee or group of employees in response to a good-faith expression of grievance;
- Sexual impositions, persistent and inappropriate remarks about the body of another;
- Any type of harassment covered in Subpart B, below; or
- Any other unreasonable interference with the right of an employee or group of employees to enjoy a productive, respectful working environment.
In any case, it is harassment to willfully engage in inappropriate or unwelcome physical contact, including, but not limited to, sexual contact. This includes aggressive or gross impositions on the bodily integrity or feeling of personal security of another.
The Group will sever all relationships with anyone who upon a direct warning that s/he has violated this Subpart of the Policy nevertheless engages in further violations.
Any physical or sexual violence, whether sufficient to constitute a crime under the laws of the State of New Jersey, will be grounds for immediate dismissal or termination of all relationships.
To learn about the training and enforcement of this policy, please view the policy in its entirety by clicking here.
A Standing Committee on Harassment and Discrimination (SCHD) is designated by the SISGI Group board of directors to enforce this policy and to review any grievances that fall under the policy.
Sarah Sosbe from the SISGI Group Board of Directors serves as the lead member on the SCHD.
Please use the form below to be contacted by the SCHD members about a violation of our discrimination or harassment policy.