Launch is committed to providing an environment which promotes equality, dignity and respect for all. Launch prohibits discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, age, disability, marital status, citizenship or any other characteristic protected by law. Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Harassment can take many forms. The term “harassment” includes but is not limited to:
All Launch employees have a responsibility for keeping our work environment free of harassment. It shall be a violation of this policy for any student, teacher, administrator or other employee of Launch to harass a student, teacher, administrator, or other employee through conduct or communication. This policy applies to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Launch (e.g., an outside vendor, consultant or customer).
Launch encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender's identity or position, so management can take whatever steps are necessary to correct the problems. Launch management cannot resolve a harassment problem that it does not know about. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor and the Executive Director. In addition, Launch encourages individuals who believe they are being subjected to such conduct promptly to advise the offender that his or her behavior is unwelcome and request that it be discontinued. Every effort will be made to keep such reports as confidential as possible, although it is understood that an investigation will normally require the involvement of third parties. Launch is serious about enforcing its policy against harassment.
All complaints of harassment will be promptly investigated. If the investigation substantiates the accusations, the appropriate corrective action will be taken. This may include, but not be limited to, reprimand, suspension or dismissal, depending on the nature and severity of the offense. Appropriate action will also be taken in the event the accusations are intentionally false or malicious in intent.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.