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Anti-Harassment Policy

Anti-Harassment Policy

The James Madison Memorial Fellowship Scholarship Foundation does not permit harassing conduct by anyone in the workplace. The James Madison Memorial Fellowship Foundation maintains a work environment free from any unwelcome verbal or physical conduct based on any characteristic protected by law or otherwise covered by the Foundation's EEO Statement. Such conduct rises to the level of harassment when the conduct can reasonably be considered to adversely affect the work environment or employment decisions affecting the employee are based upon the employee's acceptance or rejection of such conduct.

The James Madison Memorial Fellowship Foundation will treat any harassing conduct as a form of misconduct, even if the conduct does not rise to the level of harassment actionable under Title VII of the Civil Rights Act of 1964, as amended. The Foundation will act before a pattern of offensive conduct renders the workplace hostile. Use of ethnic, sexual, religious or racial epithets is not acceptable in the workplace at any time. The President of the James Madison Memorial Fellowship Foundation will deal with each instance of such conduct immediately. The Foundation will also not tolerate any retaliation against an employee making a good-faith effort of reporting harassing conduct. Employees should bring any complaints of retaliation to the attention of the EEO Coordinator.

Each James Madison Memorial Fellowship Foundation employee should act professionally and refrain from harassing conduct – both in their interactions with one another and with the public that the Foundation serves. Employees will familiarize themselves with this policy and the EEO policies of the Foundation. Employees must promptly report any incident of harassment to the James Madison Memorial Fellowship Foundation EEO Coordinator (Dr. Guy F. Burnett at or 571-858-4207). The EEO Coordinator will act promptly and appropriately to prevent harassment and retaliation in the workplace. Once conduct is reported, the Department of the Interior will investigate the incident. Relief, if warranted, will be provided to the alleged victim of harassment pending the outcome of the investigation. If the conduct is proven, the President of the Foundation and the Department of the Interior will take prompt and corrective disciplinary action against personnel who have engaged in harassing conduct.

All information related to the investigation will be maintained on a confidential basis to the greatest extent possible. If there is a formal investigation of the conduct, the EEO Coordinator will provide a written summary of findings upon completion of the investigation. The results will be shared with the parties involved and with the President of the Foundation.

Employees found in violation of this policy are subject to a variety of corrective action in accordance with Chapter 75 of the Civil Service Reform Act, up to and including removal.