Equal employment opportunity is a fundamental principle at the Epilepsy Foundation, where employment is based upon personal capabilities and qualifications. The Foundation does not discriminate in employment opportunities or practices based on race, color, religion, ancestry or national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, disability, genetic information, family responsibilities, political affiliation, or any other characteristic protected by law. 

Any employees with questions or concerns about any type of activity in the workplace, which they believe to be discriminatory, are encouraged to bring these issues to the attention of their immediate supervisor or Human Resources. Employees can raise concerns and make reports without fear of reprisal and confidentiality will be maintained to the extent that is possible and advisable. Anyone found to be engaging in any type of unlawful discrimination will be subject to immediate disciplinary action, up to and including termination of employment.

Diversity Policy

The Epilepsy Foundation recognizes that to fulfill its mission to serve people affected by seizures it must acknowledge the diverse makeup of its clients and the people who work to fulfill the mission. To that end, the Foundation affirms its commitment to reflect the diversity of American society in its Board of Directors, staff, and programs. In particular, the Foundation will work to ensure that its workplace has an inclusive environment that maximizes the benefits of the differences of its workers and presents equal opportunities to all applicants and employees.

Non-Discrimination and Anti-Harassment Policy

Discrimination or harassment of employees based on race, color, religion, ancestry or national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, disability, genetic information, family responsibilities, political affiliation, or any other characteristic protected by law, is strictly prohibited and will not be tolerated by the Epilepsy Foundation. This includes all forms of sexual harassment, including actions which create a hostile work environment.

Harassment (whether sexual or non-sexual) is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual or groups of individuals because of race, color, religion, ancestry or national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, disability, genetic information, family responsibilities, political affiliation, or any other characteristic protected by law that:

  • has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
  • has the purpose or effect of unreasonably interfering with an individual's work performance; or
  • otherwise adversely affects an individual's employment opportunities.

Harassment includes, but is not limited to:

  • denigrating jokes or degrading comments
  • verbal abuse, epithets, slurs, or negative stereotyping
  • threatening, intimidating, or hostile acts
  • the display or circulation of offensive objects, pictures, written or graphic materials that denigrates or shows hostility or aversion toward an individual or group (including through email)
  • other conduct that an employee might reasonably find offensive

Sexual harassment (as defined and protected by applicable federal, state, and local law) is unwelcome sexual advances, requests for sexual favors, and any verbal or physical conduct of a sexual nature whenever:

  • submission to such conduct is either an explicit or implicit term or condition of employment;
  • submission to or rejection of such conduct is used as a basis for employment decisions affecting the employee;
  • the conduct has the purpose or effect of interfering with the employees work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. These behaviors may include, but are not limited to:

  • unwelcome sexual advances or requests for sexual favors
  • sexual jokes and innuendo
  • continued or repeated verbal abuse of a sexual nature
  • repeated offensive sexual flirtations, advances or propositions
  • graphic or degrading comments about an individual's appearance, sexual prowess or sexual deficiencies
  • leering, catcalls or non consensual or inappropriate touching
  • subtle or overt pressure for sexual activity
  • insulting or obscene comments or gestures
  • the display or circulation of sexually suggestive objects or pictures (including via email)

This policy prohibiting harassment, whether sexual or of another nature, is not limited to relationships between employees and prospective employees, but also extends to interactions with vendors, contractors, volunteers, board members, consultants and the public. No employee of the Foundation shall subject anyone with whom they come in contact as a Foundation employee to harassment of any type. Likewise, no employee of the Foundation will be required to suffer from any type of harassment by someone connected to the Foundation. Conduct prohibited by this policy is unacceptable in the workplace and in any other work-related setting.

Any unwelcome sexual overtures or other forms of harassment shall be reported immediately to the employee's supervisor or to Human Resources Department office if the employee does not feel comfortable going to his or her supervisor. The supervisor shall immediately report the allegation to the Human Resources Department who take appropriate next steps and any appropriate corrective/disciplinary actions necessary. Confidentiality will be maintained throughout any investigatory process to the extent consistent with adequate investigation and appropriate corrective/disciplinary action.

The Foundation prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action.