EQUAL EMPLOYMENT OPPORTUNITY 

PMD is committed to providing equal employment opportunities to all employees and applicants for employment. Accordingly, all terms and conditions of employment will be carried out without regard to race, color, religion, gender identity, sexual orientation, national origin, marital status, veteran status, age, pregnancy, disability, or any other characteristic protected by applicable law (“protected status”). PMD will not tolerate acts deemed to constitute discrimination or harassment based on protected status. 

PMD’s procedure for responding to individual discrimination and harassment complaints concerning protected status is guided by the regulations of the Equal Employment Opportunity Commission, although by their terms those regulations apply to some but not all of the protected status categories listed above. Any employee or applicant for employment who believes that unlawful discrimination or harassment has occurred must consult with the Executive Director, or the Executive Director's designee, within a reasonable period of time following the alleged discriminatory action. The Executive Director will then conduct an investigation and advise the employee or applicant of the findings and any remaining steps that may be taken. 

If the alleged discrimination involved the Executive Director, you should report the conduct to the President of the Board. The Board will establish a committee to investigate the complaint and determine a course of action. The committee will be charged with initiating the investigation, conducting the investigation, and determining a response or course of action within a reasonable period of time. PMD will conduct follow- up interviews to determine that the appropriate steps were taken and the issues were resolved. 

DISCRIMINATION AND HARASSMENT 

PMD does not condone or excuse harassment of any kind. PMD’s policy prohibits employees from discriminating against or harassing their colleagues based on gender (more commonly known as “sexual harassment”) or another protected status. PMD will take immediate steps to address complaints of slurs or harassment based on protected status. 

This policy applies to all work-related settings and activities, whether inside or outside the workplace, and includes business trips and business-related social events. PMD’s property (e.g. telephones, copy machines, facsimile machines, computers, and computer applications such as e-mail and Internet access) may not be used to engage in conduct that violates this policy.