It is the policy and commitment of Dojo4 that it does not discriminate on the basis of race, age, color, sex, national origin, physical or mental ability, sexual orientation or religion.
Dojo4 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 ability, sexual orientation or religion or otherwise as may be prohibited by federal and state law.
Any employee, client or volunteer who believes that she/he/they or any other affiliate of Dojo4 has been discriminated against is strongly encouraged to report this concern promptly to the CEO or other Dojo4 co-op member.
Harassment or intimidation of an employee, client or guest, because of that person’s race, age, color, sex, national origin, physical or mental disability, sexual orientation or religion is specifically prohibited and may be grounds for termination. Harassment and intimidation includes abusive or threatening language or behavior. Dojo4 is committed to maintaining a workplace that is free of any such harassment and will not tolerate discrimination against employees, clients, volunteers or guests. Issues of discriminatory treatment, harassment, or intimidation on any of these bases should immediately be reported to the CEO and, if substantiated, prompt action will be taken.
If as an employee or contractor to Dojo4, you have a grievance, please follow these guidelines:
* Whenever possible use an informal process before entering into the formal process of filing a grievance. Talking face-to-face and from the heart is the first step.
* If an informal resolution is not effective, start the formal grievance procedure by putting your grievance into writing.
* Present your written grievance to a Dojo4 co-op member.
* A face-to-face meeting will be arranged within 3 days of the formal presentation of the written grievance.
* Either party may arrange for a third-party to be present. Each party must approve the choice of the third-party.
* The meeting will be used to establish the facts and have all parties agree on a resolution.
* Any resolution will be presented to all parties in writing.
* All grievances will be treated with absolutely confidential except between owners of Dojo4, or with legal authorities, should the complaint address criminal activity.
In the event that a disciplinary issue is recognized with a member or contractor, the following steps will be taken:
Dojo4 recognizes and supports the rights of workers, individual and unionized. The decision by a Dojo4 member or contractor to enter into a collective bargaining agreement is governed by federal laws. Dojo4 takes no position on such agreements and neither encourages nor discourages them, but will recognize and respect such agreements as entered into by any Dojo4 member or contractor.
Dojo4 is committed business practices and relationships that restrict and avoid employment to those age 15 or older, or the local minimum employment age, or the mandatory school age, whichever is higher. To this effect we commit to avoid using products, tools and resources, or fostering business relationships, that make use of child labor or any forced labor or exploitative working conditions. Dojo4’s policy on Child Labor and Forced Labor is based on International Labor Organization (ILO) conventions and national laws, and recognizes regional and cultural differences.
Dojo4 requires directors, members, employees and contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As representatives of the Dojo4, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
This Whistleblower Policy is intended to encourage and enable members and others to raise serious concerns internally so that Dojo4 can address and correct inappropriate conduct and actions. It is the responsibility of all board members, directors, members, employees and contractors to report concerns about violations of Dojo4’s code of ethics or suspected violations of law or regulations that govern Dojo4’s operations.
It is contrary to the values of Dojo4 for anyone to retaliate against any board members, directors, members, employees or contractors who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of
any regulation governing the operations of Dojo4. A board member, director, member, employee or contractor who retaliates
against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment and membership.
Dojo4 has an open door policy and suggests that members and contractors share their questions, concerns, suggestions or complaints with each other and the CEO. If you are not comfortable speaking with the CEO or you are not satisfied with the CEO’s response, you are encouraged to speak with assembled membership of the cooperative and/or the Board of Directors. The CEO is required to report complaints or concerns about suspected ethical and legal violations in writing
to the Dojo4’s assembled membership, who have the responsibility to investigate all reported complaints.