104 - Equal Employment Opportunity  

Scope: The policy applies to all employees and prospective employees. 

At Uplift, we believe that it takes diversity of thought, culture, background, and perspective to build a team of ethical changemakers that uplift businesses to be its best for people and the planet. Uplift is committed to providing equal employment opportunities for all employees and prospective employees.  

We prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: veteran status, uniformed service member status, race, color, religion, sex (including sexual orientation and gender identity), age, pregnancy, national origin or ancestry, physical or mental disability, genetic information or any other consideration protected by federal, state or local law. 

The policy of equal employment opportunity (EEO) and anti-discrimination applies to all aspects of the relationship between Uplift and its employees, including:

• Recruitment

• Employment

• Promotion

• Transfer

• Training

• Working conditions

• Wages and salary administration

• Employee benefits and application of policies.

The policies and principles of EEO also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with [Company Name].

We comply with all applicable local, state and federal laws including but not limited to the Fair Labor Standards Act (FLSA), the Equal Pay Act (EPA), and the Age Discrimination in Employment Act (ADEA).  

601 - Business Ethics & Conduct

Uplift will comply with all applicable laws and regulations and expects its management, employees, and independent contractors to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. 

In general, the use of good judgment, based on high ethical principles, and the Uplift Code of Conduct will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your supervisor or the CEO for advice and consultation. 

Compliance with this policy of business ethics and conduct is the responsibility of every Uplift employee and independent contractor. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action up to and including possible termination of employment. 

Professionalism and Integrity

All employees, contractors and representatives of Uplift are expected to conduct themselves with professionalism, honesty, and integrity in all interactions, both within the organization and with external stakeholders.  Employees should demonstrate respect, courtesy, and fairness in their relationships with colleagues, clients, suppliers, and the general public.

Compliance

Employees must comply with all applicable laws, regulations, and company policies relevant to their roles and responsibilities. Every employee must apply applicable laws and regulations to their job. When in doubt about specific requirements, employees should refer to their supervisor or Human Resources for guidance. All employees have a duty to cooperate in all internal or legal investigations.

Non-compliance with laws or regulations may result in disciplinary action and potential legal consequences.

Quality of Work

Employees should strive for excellence in their work and deliver high-quality services to clients. Adherence to professional standards, best practices, and industry guidelines is expected to maintain the quality of work.

Confidentiality and Privacy

Employees must maintain the confidentiality and privacy of sensitive information obtained during the course of their work. Disclosure or unauthorized use of confidential information, including client data, intellectual property, and trade secrets, is strictly prohibited.

Company Property

Employees should use company property, including equipment, software, and resources, solely for business purposes and in accordance with company policies. Unauthorized use, misappropriation, or damage to company property is not permitted.

Corruption

The Uplift Agency is committed to conducting its business without engaging in any form of corruption, bribery, or unethical practices. Employees must not offer, solicit, or accept bribes or kickbacks, and should promptly report any such activity.

Discrimination and Harassment

The Uplift Agency maintains a work environment free from discrimination, harassment, and intimidation. Employees should treat all individuals with respect and dignity, regardless of their race, ethnicity, gender, age, religion, disability, or any other protected characteristic.

Conflicts of Interest

Employees must avoid situations where their personal interests conflict with the interests of The Uplift Agency or could compromise their objectivity and fairness. Any potential conflicts of interest should be promptly disclosed to a supervisor or the designated management representative.

Anti-Bribery

Uplift strictly prohibits offering, giving, receiving, or soliciting bribes or other improper payments. Employees must adhere to anti-bribery laws and regulations and report any suspected violations. Please review Uplift's Anti-Bribery policy for additional information. 

Reporting Violations

Employees are encouraged to report any violations or concerns regarding this Code of Conduct, core values, Employee Handbook, or any unethical behavior to their supervisor, manager, or the designated reporting channels. This obligation to report covers not only known violations but also extends to those in which an employee is uncertain about whether a violation has occurred or not. If an employee believes there is something they should report, please contact the immediate supervisor, Human Resources, or the CEO. 

Uplift  is committed to ensuring that all reports are treated confidentially, and no employee will face retaliation for making a good faith report.

Consequences of Non-Compliance

Violations of this Code of Conduct may result in disciplinary action, up to and including termination of employment. Disciplinary measures will be administered in a fair, consistent, and confidential manner.

Review and Acknowledgment

This Code of Conduct will be periodically reviewed and updated as needed. All employees and independent contractors are required to read, understand, and acknowledge their compliance with this policy.

Recording Work Hours

Employees and Independent Contractors are required to complete timesheets and must do so accurately and in a timely manner. The department should notify the employee if they are required to update timesheets. Time sheets determine the amount of payable time for nonexempt employees. Actual hours worked should be entered on a daily basis (e.g. 4 hours worked on a Sunday and 4 hours worked on a Monday are to be recorded as such, not as 8 hours worked on the Monday.)   

Work Week

The Uplift work week is defined as commencing on Mondays at 8:00 am ET and terminating  on Fridays at 5 pm ET. Employees living in different time zones may shift their schedule to accommodate the time difference with supervisor approval. 

702 - Discrimination & Harassment 

All people deserve to be treated with dignity and respect.  Uplit is therefore committed to providing a work environment free from harassment, intimidation and coercion based on or related to race, color, gender or gender identity, religion, national origin (including ancestry), age, disability, veteran status, marital or familial status, sexual orientation, political affiliation, personal appearance, or any other classification protected by applicable law. Violation of this  commitment is inconsistent with Uplift’s philosophy of mutual respect for all and will not be tolerated. 

Illegal and improper harassment may include, but is not limited to: 

• Offensive, abusive or unwanted physical contact; 

• Use of offensive nicknames or terms of endearment; 

• Unwelcome comments about a person’s clothing, body, appearance, or personal  life; 

• Offensive jokes or unwelcome  innuendoes; 

• Use of Uplift’s email or systems to retrieve or transmit offensive or harassing messages; 

• Any suggestion that one’s membership in a protected class would affect one’s job,  promotion, performance evaluation, working conditions, or other terms or conditions of employment;  

• Other conduct referring to race, gender or gender identity, religion, etc., even if not objectionable to some employees/contractors/clients, if it creates a working environment that  others may reasonably find hostile or offensive. 

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. If a person's behavior makes an employee uncomfortable, the employee should feel free to immediately advise the person that, in the employee's opinion, the behavior is inappropriate and that the employee would like it stopped. If the employee is not comfortable discussing the issue with the person, or if the person fails to respect an employee's request, the employee should report the incident to Human Resources. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser.  

Concerns can be raised, and reports can be made, without fear of reprisal or retaliation. In all instances, a prompt, thorough and fair investigation will take place, giving careful consideration to protect the rights and dignity of all people involved. Uplift will take those steps it feels necessary to resolve the problem, which may include verbal or written reprimand, suspension or termination.  

The following is a partial list of sexual harassment examples: 

• Unwanted sexual advances

• Offering employment benefits in exchange for sexual favors

• Making or threatening reprisals after a negative response to sexual advances

• Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.

• Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes

• Verbal sexual advances or propositions

• Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes or invitations

• Physical conduct that includes touching, assaulting, or impeding or blocking movements

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when any of the following conditions are met: 

• submission to such conduct is made either explicitly or implicitly a term or condition of employment

• submission or rejection of the conduct is used as a basis for making employment decisions

• the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment  

Any individual who becomes aware of possible unlawful harassment should immediately advise the CEO or Human Resources so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment. 

712 - Internal Complaint Procedure

Any employee who believes they have been or harassed or discriminated against by a coworker, supervisor, agent, client, vendor, partner or customer of Uplift, or who is aware of such harassment, discrimination or retaliation against others, should immediately provide a written or verbal report directly to Human Resources.  

After a report is received, a thorough and objective investigation will be undertaken. The investigation will be completed, and a determination made and communicated to the employee as soon as practical. Uplift expects that all employees and contractors fully cooperate with any investigation conducted by the agency into a complaint of proscribed harassment, discrimination, or retaliation, or regarding the alleged violation of any other Company policies.  

If we determine that this policy has been violated, remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future harassment or discrimination prohibited by this policy. If a complaint of harassment, discrimination, or retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken. 

Progressive Discipline Process

Uplift’s progressive discipline policy and procedures are designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable employee behavior and performance issues. Outlined below are the steps of Uplift’s progressive discipline policy and procedures. Uplift reserves the right to combine or skip steps depending on the facts of each situation and the nature of the offense. 

Nothing in this policy provides any contractual rights regarding employee discipline or counseling, nor should anything in this policy be read or construed as modifying or altering the employment-at-will relationship between The Uplift Agency and its employees.

Procedure 

Step 1: Counseling/Verbal Warning

Step 1 creates an opportunity for the immediate supervisor to bring attention to the existing performance, conduct or attendance issue. The supervisor should discuss with the employee the nature of the problem or the violation of company policies and procedures. The supervisor is expected to clearly describe expectations and steps the employee must take to improve his or her performance or resolve the problem.

Step 2: Written Warning

Step 2 written warning involves more-formal documentation of the performance, conduct or attendance issues and consequences.

During Step 2, the immediate supervisor and/or director will meet with the employee to review any additional incidents or information about the performance, conduct or attendance issues as well as any prior relevant corrective action plans. Management will outline the consequences for the employee of his or her continued failure to meet performance or conduct expectations.

The written warning may also include a statement indicating that the employee may be subject to additional discipline, up to and including termination, if immediate and sustained corrective action is not taken.

Step 3: Final Written Warning

Step 3 includes additional documentation of the performance, conduct, and issues & consequences from the performance process. During Step 3, the immediate supervisor and/or director will meet with the employee to review additional incidents or information about the performance, conduct or attendance issues as well as any prior relevant corrective action plans. This is the third step in the progressive discipline process and the employee may be subject to additional corrective action up to and including termination. 

A formal performance improvement plan (PIP) requiring the employee's immediate and sustained corrective action may be issued during this step. 

Additional Disciplinary Steps

Suspensions that are recommended as part of the normal sequence of the progressive discipline policy and procedures are subject to approval from the CEO and HR.

Depending on the seriousness of the infraction, the employee may be suspended without pay in full-day increments consistent with federal, state and local wage and hour employment laws. In compliance with the Fair Labor Standards Act (FLSA), unpaid suspension of salaried/exempt employees is reserved for serious workplace safety or conduct issues. HR will provide guidance to ensure that the discipline is administered without jeopardizing the FLSA exemption status.

Pay may be restored to the employee if an investigation of the incident or infraction absolves the employee of wrongdoing.

Step 4: Recommendation for termination of employment

The last and most serious step in the progressive discipline process is a recommendation to terminate employment. Uplift will try to exercise the progressive nature of this policy by first providing warnings, issuing a final written warning or suspending the employee from the workplace before proceeding to a recommendation to terminate employment. 

However, Uplift reserves the right to combine and skip steps depending on the circumstances of each situation and the nature of the offense. Furthermore, employees may be terminated without prior notice or disciplinary action.

All recommendations to terminate employment must be approved by Human Resources and the CEO.

Appeals Process

Employees will have the opportunity to present information to dispute information management has used to issue disciplinary action. The purpose of this process is to provide insight into extenuating circumstances that may have contributed to the employee's performance or conduct issues while allowing for an equitable solution.

To initiate the appeal process, employees must submit a written appeal with any supporting documentation using the designated appeal form. If the employee does not present this information during any of the step meetings, he or she will have five (5) business days after each of those meetings to present such information. This information should be submitted to Human Resources and will be reviewed within five (5) business days upon receipt. 

The review process includes a thorough examination of the original disciplinary action, the employee's written appeal, and any supporting documentation. Both the employee and the disciplinary authority will have the opportunity to present their perspectives. Once a decision is reached, it will be communicated to the employee in writing, including a clear explanation of the decision and the rationale behind it. The decision made through the appeal process is considered final, unless exceptional circumstances or procedural errors warrant further reconsideration. 

Confidentiality and privacy will be maintained throughout the appeal process, with all records and discussions handled discreetly and securely. Our organization is committed to complying with all relevant laws, regulations, and employment contracts to ensure a fair and lawful appeal process for all employees.

Performance and Conduct Issues Not Subject to Progressive Discipline

Behavior that is illegal is not subject to progressive discipline and may result in immediate termination. Such behavior may be reported to local law enforcement authorities. Similarly, theft, substance abuse, intoxication, fighting and other acts of violence at work are also not subject to progressive discipline and may be grounds for immediate termination.