KindRED Pride Foundation, Inc. Policies and Procedures



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.

Anti-Harassment Policy

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.

Reporting Harassment

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.

Policy Elements

Grievance Definition:

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:

*Workplace harassment

* Health and safety

*Supervisor behavior

*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.


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.