Investigation 

All reports will be followed up on as promptly as possible, with further investigation conducted where needed, to confirm or reconcile disputed facts. All investigations will be conducted in a timely, fair, equitable and impartial manner, and will be confidential to the extent possible. 

While the investigation process may vary from case to case, investigations will typically include the following steps: After receiving a complaint, the supervisor will conduct an immediate review of the allegations and may take interim or immediate actions as appropriate to interrupt and/or impose consequences for harm (e.g., instructing the individual(s) alleged to have violated this policy to refrain from communicating with the alleged subject of the harassment or discrimination). Investigations may be conducted by external consultants and involve interviewing the individual(s) who submitted the complaint, the individual(s) alleged to have been subjected to conduct in violation of the policy, the individual(s) alleged to have violated this policy, and others identified by those individuals as witnesses or people with knowledge of the conduct at issue. The investigator may also obtain, review, and preserve documents, emails, or phone records relating to the allegations. Employees may be required to cooperate as needed in an investigation of any violation of this policy. 

As appropriate, the individual(s) who submitted the complaint, the individual(s) alleged to have been subjected to conduct in violation of the policy, and the individual(s) alleged to have violated this policy will be notified when the investigation has commenced, concluded and provided information concerning the outcome, where appropriate and legally permissible. 

Violation of this Policy 

Individuals who violate this policy will be subject to remedial and/or disciplinary action, up to and including termination, and may also be subject to personal legal and financial liability under applicable law. Appropriate disciplinary action will also be taken against any employee who knowingly and willfully makes a false allegation concerning an alleged violation of this policy. No Retaliation Retaliation against individuals for submitting or serving as a witness in complaints, or assisting in any proceeding under the law, is unlawful. The Foundation will not tolerate, engage in, or allow retaliation against any covered individual who: reports misconduct pursuant to this policy either internally or with any anti-discrimination agency; assists or participates in an investigation; files an administrative charge or lawsuit alleging harassment or discrimination; assists or testifies in a proceeding involving harassment or discrimination under any anti-discrimination law; or encourages a fellow employee, applicant, intern, or volunteer to report harassment or discrimination. Such individual is protected from retaliation if the person had a good faith belief that the practices were unlawful or in violation of this policy. This retaliation provision is not, however, intended to protect persons making intentionally false charges of harassment or discrimination. 

In the event an employee believes that they are being retaliated against for such action, theemployee should use the above procedures to promptly report the pertinent facts. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours).