Non Discrimination Policy
It is the policy and commitment of Saving Grace Pet Adoption Center that it does not discriminate on the basis of race, age, color, sex, national origin, physical or mental disability or religion.
Equal Employment Opportunity
Saving Grace is committed to a policy of equal employment opportunity and does not discriminate in the terms, conditions, or privileges of employment on account of race, age, color, sex, national origin, physical or mental disability, or religion or otherwise as may be prohibited by federal and state law. Any employee, board member, volunteer or client who believes that s/he or any other affiliate of Saving Grace has been discriminated against is strongly encouraged to report this concern promptly to the Executive Director or Board of Directors.
Discriminatory Harassment
Harassment or intimidation of a client, staff person or guest because of that person’s race, age, color, sex, national origin, physical or mental disability or religion is specifically prohibited and may be grounds for termination. Harassment and intimidation includes abusive, foul or threatening language or behavior.
Saving Grace is committed to maintaining a workplace that is free of any such harassment and will not tolerate discrimination against staff members, volunteers or agency clients.
Issues of discriminatory treatment, harassment or intimidation on any of these bases should immediately be reported to the Executive Director, Board of Directors or immediate supervisor and, if substantiated, prompt action will be taken.
Whistle Blower Policy
If any employee reasonably believes that some policy, practice or activity of Saving Grace is in violation of law, a written complaint must be filed by that employee with the Executive Director or Board President.
It is the intent of Saving Grace to adhere to all laws and regulations that apply to the organization, and the underlying purpose of this policy is to support the organization’s goal of legal compliance. The support of all employees is necessary to achieving compliance with various laws and regulations. An employee is protected from retaliation only if the employee brings the alleged unlawful activity, policy or practice to the attention of the Executive Director or Board President of Saving Grace and provides Saving Grace with a reasonable opportunity to investigate and correct the alleged activity. The protection described below is only available to employees that comply with this requirement.
Saving Grace will not retaliate against any employee who in good faith has made a protest or raised a complaint against some practice of Saving Grace, or of another individual or entity with whom Saving Grace has a business relationship, on the basis of a reasonable belief that the practice is in violation of law, or a clear mandate of public policy.
Saving Grace will not retaliate against employees who disclose or threaten to disclose to a supervisor or public body, any activity, policy or practice of Saving Grace that the employee reasonably believes is in violation of a law, or a rule or regulation mandated pursuant to law or is in violation of a clear mandate of public policy.