Effective: 25 July, 2002

1. Prohibited conduct.

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or engagement;
2. Submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual’s employment or engagement; or
3. It creates a hostile or offensive work environment.

1. Harassment by Non-Employees

In addition, To Love Children Educational Foundation will take all reasonable steps to prevent or eliminate harassment by non-employees who are likely to have workplace contact with our employees, including clients, children and suppliers.

2. Monitoring

To Love Children Educational Foundation shall take steps which it may determine to be reasonable to see that this policy prohibiting unlawful discrimination and harassment is followed by all employees, supervisors and others who have contact with our employees. This prevention plan may include training materials and ongoing monitoring of work sites.

3. Discipline

Any employee found to have violated this policy shall be subject to appropriate disciplinary action up to and including discharge according to the findings of the complaint investigation.

If unlawful discrimination or harassment has occurred, the harasser may also be individually liable for his or her actions under state or federal anti-discrimination laws or in separate legal actions.

4. Retaliation Prohibited

Employees and contract workers are also protected by law from retaliation for opposing or reporting unlawful harassment or discrimination or for otherwise participating in processes connected with an investigation, proceeding or hearing conducted by To Love Children Educational Foundation or a government agency with respect to such complaints. To Love Children Educational Foundation will take disciplinary action up to and including the immediate termination of any employee who retaliates against another employee or contract worker for engaging in any of these protected activities. Contract workers will be subject to termination of their engagement with To Love Children Educational Foundation for engaging in retaliation.

Please contact a member of the Board of Directors or the President of the Board if you have any questions about this policy or require further information on the subject of sexual or other harassment or discrimination.

5. Grievance Procedure

Any person who believes they are aware of unlawful discrimination or harassment is requested and expected to report this to the Board of Directors and follow the procedure for filing a grievance outlined in the TLC Communication and Grievance Policy, Section.

The President shall report the action taken to the complainant.

6. Training

To Love Children Educational Foundation supports established regular training sessions for all employees concerning their rights to be free from unlawful discrimination or harassment and the legal options available if they are unlawfully discriminated against or harassed.

7. Notice

A copy of this policy will be distributed to all employees and should be posted in areas where all employees will have the opportunity to freely review it.

8. Report

To Love Children Educational Foundation International Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a Vietnam-era or special disabled veteran in accordance with applicable federal, state and local laws. To Love Children Educational Foundation International Inc. complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

To Love Children Educational Foundation International Inc. expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, disability, or veteran status. Improper interference with the ability to To Love Children Educational Foundation International Inc. employees to perform their expected job duties is absolutely not tolerated.

Each member of management is responsible for creating an atmosphere free of discrimination. Further, employees are responsible for respecting the rights of their coworkers.

If you experience any job-related discrimination or harassment based on your race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a Vietnam-era or special disabled veteran, or if you believe you have been treated in a unlawful, discriminatory manner or have been unlawfully harassed, promptly report the incident to your supervisor. If you believe it would be inappropriate to discuss the matter with your supervisor, report it directly to the head of your Department or the head of the Office of Human Resources. Once made aware of your complaint To Love Children Educational Foundation International Inc. is committed to commence an immediate, thorough investigation of the allegations. Your complaint will be kept confidential to the maximum extent possible.

If, at the completion of the investigation, To Love Children Educational Foundation International Inc. determines that an employee is guilty of discriminatory or harassing behavior, appropriate disciplinary action will be taken against the offending employee.

To Love Children Educational Foundation International Inc. prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in the complaint investigation. However, if, after investigating any complaint of unlawful discrimination, To Love Children Educational Foundation International Inc. determines that an employee intentionally provided false information regarding the complaint, disciplinary action may be taken against the one who gave the false information.

Employers must make every reasonable effort to ensure that all of their personnel decisions are made and executed in a non-discriminatory manner. Meeting Equal Employment Opportunity (EEO) obligations is the responsibility of employers, their managers, supervisors, employees, and other representatives or agents. All individuals employed by the company must be sensitive to EEO issues and to their attendant rights and responsibilities with respect to those issues. Employers must communicate on an ongoing basis their EEO obligations and policies to their management representatives and employees. EEO policy statements and practice procedures in employee handbooks satisfy both this objective and that of continuously reinforcing the company's commitment to EEO.

The inclusion of an EEO complaint procedure in the EEO policy statement apprises employees of the company resources available to them for EEO-related complaints that may arise. It makes employees aware of their responsibility to inform the appropriate persons of any possible infraction and the procedure for doing so, and it enhances the company's ability to thoroughly investigate and resolve EEO-related complaints quickly and satisfactorily.