Anti-Harassment Policy & Complaint Procedure

RBBB's Anti-Harassment Policy and Complaint Procedure

Policy Statement

Read Better Be Better ("RBBB" or "the Organization") prohibits harassment and discrimination of any kind-intentional or unintentional-based on any characteristic protected by applicable federal, state, or local law.

This policy applies to harassment by or against applicants, employees, interns, volunteers, independent contractors, vendors, clients, and other third parties interacting with the Organization. Such conduct will not be tolerated.

RBBB is committed to maintaining a safe, respectful, and inclusive environment across all work locations and interactions. This policy applies to conduct in any work-related setting, including office-based, site-based, off-site program locations, virtual environments, and organizational events.

Protected Characteristics

Harassment is prohibited based on actual or perceived: race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local law.

Prohibition of Retaliation

Retaliation against any individual who makes a good faith complaint of harassment or discrimination, or who participates in an investigation, is strictly prohibited and will not be tolerated.

Definition of Unlawful Harassment

Unlawful harassment is conduct that has the purpose or effect of:

creating an intimidating, hostile, or offensive work environment;
unreasonably interfering with an individual's work or participation in organizational activities; or
otherwise adversely affecting an individual's opportunities or experience with the Organization

because of the individual's membership in a protected class.

Unlawful harassment may include, but is not limited to, epithets, slurs, jokes, pranks, innuendo, comments, written or graphic material, stereotyping, or other threatening, hostile, or intimidating conduct when based on a protected characteristic.

Definition of Sexual Harassment

Sexual harassment is a form of unlawful harassment and includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement with the Organization, or is used as a basis for employment or other organizational decisions;
submission to or rejection of such conduct is used as a basis for decisions affecting an individual; or
such conduct has the purpose or effect of unreasonably interfering with an individual's work or participation or creating an intimidating, hostile, or offensive environment.

Sexual harassment may also include other unwelcome conduct of a sexual nature that creates a hostile, offensive, or intimidating environment, depending on the totality of the circumstances, including the severity and pervasiveness of the conduct. Examples of conduct that, if unwelcome and inappropriate in context, may constitute sexual harassment include:

unwanted sexual advances (with or without physical contact)
sexual jokes, comments, or innuendo
comments about an individual's body or sexual activity that are not work-related or are inappropriate in context
displaying sexually suggestive materials in the workplace or work-related settings
unwelcome staring, gestures, or physical proximity that makes an individual uncomfortable
repeated or intrusive questions about an individual's personal or sexual life

The Organization expects all individuals to maintain a respectful and professional environment. Conduct that is inappropriate, even if not unlawful, may still be addressed under other organizational policies.

Complaint Procedure

RBBB encourages prompt reporting of concerns.

Any individual who believes they have experienced or witnessed harassment, discrimination, or other inappropriate conduct is encouraged to report the concern.

Employeesmay report concerns to:

their supervisor or department director
Human Resources
any member of management with whom they feel comfortable

Individuals who are not employees (e.g., volunteers, contractors) may report concerns to:

their RBBB point of contact
Human Resources
any member of organizational leadership

All complaints will be reviewed and investigated promptly. Confidentiality will be maintained to the extent possible, consistent with the need to conduct a thorough investigation.

If an investigation confirms that a violation of this policy has occurred, RBBB will take immediate and appropriate corrective action, which may include disciplinary action, termination of employment, termination of a contract, or ending a volunteer or other organizational relationship.

Expectations During Investigations

Individuals are expected to:

cooperate with investigations
provide truthful information
refrain from interfering with the process

To protect the integrity of investigations, individuals should avoid discussing complaints or allegations with others unless directed to do so by the Organization.

Non-Retaliation Reminder

No individual will be subject to reprisal, retaliation, or adverse action for making a good faith report or participating in an investigation. Any concerns about retaliation should be reported immediately through the channels above.

Updated 4/17/2026