KindRED Pride Foundation, Inc. Policies and Procedures
NON-DISCRIMINATION STATEMENT AND POLICY
ADOPTED MARCH 22, 2019
KindRED Pride Foundation, Inc. (“KPF”) does not and shall not discriminate on the basis of race, color, religion (creed), gender, gender expression, gender identity, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of staff, selection of volunteers, board members 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.
The KPF 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.
We are committed in all areas to providing a work environment that is free from harassment. Harassment based upon an individual’s sex, sexual orientation, gender identity, race, ethnicity, national origin, age, religion or any other legally protected characteristics will not be tolerated. All employees, board members and volunteers are expected and required to abide by this policy.
No person will be adversely affected in employment with our organization as a result of bringing complaints of unlawful harassment.
Sexual harassment is behavior of a sexual nature that is unwelcome and offensive to the person or persons it is targeted toward. Examples of harassing behavior may include unwanted physical contact, foul language of an offensive sexual nature, sexual propositions, sexual jokes or remarks, obscene gestures, and displays of pornographic or sexually explicit pictures, drawings, or caricatures. Use of our computer system for the purpose of viewing, displaying, or disseminating material that is sexual in nature may also constitute harassing behavior.
If an employee or volunteer feels that he or she has been harassed on the basis of his or her sex, sexual orientation, gender identity, race, national origin, ethnic background, or any other legally protected characteristic they should immediately report the matter to his or her supervisor. If that person is not available, or if the employee or volunteer feels it would be unproductive to inform that person, the employee or volunteer should immediately contact that supervisor’s superior. Once the matter has been reported it will be promptly investigated and any necessary corrective action will be taken where appropriate. All complaints of unlawful harassment will be handled in as discreet and confidential a manner as is possible under the circumstances.
The procedure for reporting incidents of harassing behavior is not intended to impair, replace, or limit the right of any employee to seek a remedy under available state or federal law by immediately reporting the matter to the appropriate state or federal agency.
Disciplinary Measures for Harassment
Any employee, volunteer or member of the Board of Directors engaging in improper harassing behavior will be subject to disciplinary action, including the possible termination of employment, termination of any opportunities to volunteer, or termination as a member of the Board, respectively. Not every instance of harassing behavior will warrant immediate termination, but some may.
KindRED Pride Foundation, Inc.
Policy Brief & Purpose
Although KindRED Pride Foundation does not have employees currently, our grievance procedure policy explains how future employees can voice their complaints in a constructive way.
This policy refers to everyone in the KindRED Pride Foundation regardless of position or status.
We define grievance as any complain, problem or concernt of an employee regarding their workplace, job or coworker relationships.
Employees can file grievances for any of the following reasons:
* Health and safety
*Adverse changes in employment conditions
This list is not exhaustive. However, employees should try to resolve less important issues informally before they resort to a formal grievance.
Employees who file grievances can:
*Reach out to their direct supervisor or HR department
*File a grievance form explaining the situation in detail
*Refuse to attend formal meetings on their own
*Appeal on any formal decision
Employees who face allegation have the right to:
*Receive a copy of the allegations against them
*Respond to the allegations
*Appeal on any formal decision
The company is obliged to:
*Have a formal grievance procedure in place
*Communicate the procedure
*Investigate all grievances promptly
*Treat all employees who file grievances equally
*Preserve confidentiality at any stage of the process
*Resolve all grievances when possible
*Respect its no-retaliation policy when employees file grievances with the company or external agencies (e.g. equal employment opportunity committee)
Employees are encouraged to talk to each other to resolve their problems. When this isn’t
possible, employees should know how to file a grievance:
1. Communicate informally with their direct supervisor. The supervisor will try to resolve the
problem. When employees want to complain about their supervisor, they should first try to
discuss the matter and resolve it between them. In that case, they’re advised to request an
informal meeting. Supervisors should try to resolve any grievance as quickly as possible.
When they’re unable to do so, they should refer to the HR department and cooperate with
all other procedures.
2. If the grievance relates to a supervisor behavior that can bring disciplinary action (e.g.
sexual harassment or violence), employees should refer directly to the HR department or
the next level supervisor.
3. Accommodate the procedure outlined below
The HR department (or any appropriate person in the absence of an HR department) should follow
the procedure below:
1. Ask employee to fill out a grievance form
2. Talk with the employee to ensure the matter is understood completely
3. Provide the employee who faces allegations with a copy of the grievance
4. Organize mediation procedures (e.g. arranging a formal meeting)
5. Investigate the matter or ask the help of an investigator when needed
6. Keep employees informed throughout the process
7. Communicate the formal decision to all employees involved
8. Take actions to ensure the formal decision is adhered to
9. Deal with appeals by gathering more information and investigating further
10. Keep accurate records
KindRED Pride Foundation, Inc.
EXECUTIVE COMPENSATION POLICY
The Board of Directors shall review and approve the compensation policies and programs of its principal employees. The policy of KindRED Pride Foundation, Inc. is to provide direct compensation programs that reflect the relative size and type of programs that KindRED Pride Foundation, Inc. undertakes and which accomplish the mission and tax-exempt purpose without causing any part of our net earnings to inure to the private benefit of an individual or group of individuals.
The Board of Directors (or a committee thereof) will accomplish this policy in the following manner:
- Determine the relevant market data for the principal employees it reviews by obtaining reliable and comparable data from published surveys of both tax-exempt and for-profit organizations, job offers for similar positions at similar organizations, documented phone calls about similar positions at tax-exempt and for-profit organizations, information from IRS 990 filings or other relevant information.
- Develop a target pay range built off the median of the market data.
- Adjust the pay range based on relevant factors including methods to increase productivity, effectiveness and employee retention, among other factors.
- For individual pay assessments, set salaries and salary reassessments based on external equity, internal equity, and/or merit.
The compensation arrangement must be approved by Directors who do not have a conflict of interest with respect to the compensation arrangement. The Board must document how it reached its decisions, including the data upon which it relied. The compensation package developed through this process shall be approved by the Board of Directors no less than annually.
For some features and services available on the Site, we either collect and transfer personal information to a third party service provider or use a third party service provider to collect information for us.
In some cases, you also may visit third party websites through links on our Site who may collect and use your personal information and other non-personal information. We encourage you to review the policies of any such third parties before disclosing your personal information, as we have no control over, and are not liable for, their privacy practices.
Information Collection. How we collect information from you.
INFORMATION YOU PROVIDE:
When You Sign Up for Newsletters, Create an Account or Register to Purchase Tickets: To use certain features of the site, you may be required to provide information such as your name, username, password, email address, mailing address, zip code, telephone number, date of birth, gender, age verification and/or country of residence (the “Personal Information”). You may view our Site without registering or submitting any Personal information, in which case we will be only collecting non-personal information through cookies and the recording of Log Data (discussed below).
THIRD PARTY SERVICE PROVIDERS AND AFFILIATES:
Purchasing Tickets: When you purchase a ticket to an event through our Site, you will be required to provide certain Personal Information, as well as credit card or debit card information, card expiration date, CVV code, billing address (collectively the “Payment Information”) and shipping address for processing your purchase. We use a third party ticketing service provider to facilitate and process all payments and ticket purchases. Therefore, the information you provide during the ticket payment process will be subject to the privacy practices of such third party service, which you can view HERE. We do not receive Payment Information from our third party service provider, and therefore do not have access to, collect or store your Payment Information or other financial information. We do, however, receive aggregate data containing the zip codes of users who made purchases through the Site from our third party service provider. The aggregate data is not linked to any other information collected from you and is therefore anonymous. Contests, Sweepstakes and Surveys: We use third party services to help operate some of the services and other features offered on the Site such as any sweepstakes, contests and surveys. We receive all Personal Information you provide when participating in any of these services or features, as well as other non-personal information collected by our third party service providers by your use or access of these features.
INFORMATION WE COLLECT WHEN YOU INTERACT WITH THE SITE:
Log Data: When you access and use the Site, we may automatically receive and record information created by your interaction with the Site. Log Data may include information such as your IP address, browser type, operating system, the referring web page, pages visited, location, your mobile carrier, device, search terms and cookie information (the “Log Data”). We use your Log Data to help administer our website and to help diagnose problems and improve our website. We also use Log Data to help us improve your personal experience when interacting with our Site. Use of Information. How we use information we collect from you.
INFORMATION SHARING AND DISCLOSURE.
Sale or Transfer: We may sell or otherwise transfer all Information collected to third parties without further notification and without additional compensation to you. Depending on the circumstances, we may or may not charge third parties for this Information. We may or may not limit the third parties’ use of the Information.
Your Consent: We may share or disclose your information when you consent. Unintentional Disclosure: We have commercially reasonable security measures in place to protect against the loss or misuse of your Personal Information in electronic form that is under our control. However, we cannot guarantee that any of the Personal Information that you disclose or transmit through use of the Site will be secure from breaches, software malfunctions or other acts out of our control. KindRED Pride Foundation, Inc., and our respective affiliates, successors, subsidiaries, assigns, agents, designees, board members, licensees or sponsors (collectively the “Indemnitees”) shall not be liable to you whatsoever for any unauthorized access of your Personal Information.
ALL INFORMATION COLLECTED IS OUR ASSET.
Any and all Information provided by you or collected by us in connection with your use of the Site shall be deemed an asset of ours and shall be deemed part of our business records.
FORUMS, CHAT ROOMS AND OTHER INTERACTIVE FEATURES.
FOREIGN USERS. YOUR INFORMATION IS BEING TRANSFERRED TO THE UNITED STATES.
If you are outside the United States, by using the Site, you are consenting to having your Personal Information transferred to the United States and, specifically, to Florida.
YOU CONSENT TO THE COLLECTION OF YOUR INFORMATION.
By, and in exchange for, using the Site, you acknowledge that you have read, agree with and are accepting the terms and conditions set forth herein, and that you knowingly, voluntarily and unconditionally consent to the collection, use and processing of your Information by us and our respective designees, agents, successors, assigns, affiliates, licensees, subsidiaries or sponsors in any lawful manner, and for any lawful purpose whatsoever. You further agree that we shall forever have the right to use the Information provided hereunder and may, at any time, in our sole and absolute discretion, assign, sell, license and/or otherwise transfer the Information to any third party without additional consent by or notification to you, or without any additional consideration to you.
OUR POLICY TOWARDS CHILDREN. ARE YOU UNDER THE AGE OF 18? IF SO, PLEASE DON’T USE OUR SITE.
The Site and any of the information or services found on the Site are not targeted or directed to children under the age of 18. We do not knowingly collect personally identifiable information from children under the age of 18. If you become aware that your child has provided us with personally identifiable information without your consent, please contact us at email@example.com. If we become aware that we have unknowingly collected personally identifiable information from a child under the age of 18, we will make commercially reasonable efforts to delete such information from our records immediately.
We strongly encourage parents and guardians to supervise their children’s online activities and to consider using parental control tools available from online services and software manufacturers to help provide a child-friendly online environment. These tools can also prevent children from disclosing their name, address, and other personally identifiable information online without parental permission. Tickets for sale are intended for purchase only by adults, and admission to our event is only for individuals 18 years of age and older.
YOUR PRIVACY CHOICES.
You may opt-out of receiving email communications and other marketing materials from us (or any third party email marketing service we may use) via links provided in each email or on the Subscription Confirmation Page. You may also contact us at firstname.lastname@example.org if you wish to opt-out of receiving such email communications.
MODIFYING YOUR PERSONAL INFORMATION FOR PAYMENT PLANS.
If you are a registered user on our Site, you may update or modify your account information by visiting here and navigating to your account settings.
CHANGES TO THIS POLICY.
PERSONAL JURISDICTION, FORUM SELECTION AND LEGAL COMPLIANCE.
NOTICE TO CALIFORNIA RESIDENTS.
California Civil Code section 1798.83 requires us to disclose to our California users free of charge and upon request, the identity of any third parties to whom we have disclosed their Personal Information within the previous calendar year, along with the type of Personal Information disclosed, for the third parties’ direct marketing purposes.
If you are a California resident and would like to make such a request, please submit your request in writing to:
Please note that under California law, businesses are only required to respond to a customer request once during any calendar year.